20.500.12556/DKUM-97899 Organizacijska kultura na enoti za anesteziologijo kliničnega oddelka za anesteziologijo in intenzivno terapijo operativnih strok Organizational culture in the anesthesiology unit of the clinical department of anesthesiology and intensive therapy of surgical specialties Organizacijska kultura predstavlja pomemben dejavnik delovanja organizacij, saj vpliva na način vodenja, sodelovanje med zaposlenimi, delovno klimo in uspešnost organizacije. V zdravstvenih organizacijah ima še posebej pomembno vlogo, ker vpliva tudi na kakovost in varnost zdravstvene oskrbe. Zaradi kompleksnosti zdravstvenega sistema, interdisciplinarnega sodelovanja in visokih delovnih obremenitev je razumevanje organizacijske kulture pomembno za izboljšanje delovnega okolja in učinkovitosti zdravstvenih timov. Namen magistrskega dela je bil analizirati organizacijsko kulturo na Oddelku za anestezijo Kliničnega oddelka za anesteziologijo in intenzivno terapijo operativnih strok ter preučiti njeno povezanost z zadovoljstvom zaposlenih v zdravstveni negi. Raziskava je bila usmerjena v ugotavljanje zaznane trenutne organizacijske kulture, želene organizacijske kulture v prihodnosti ter v analizo povezav med organizacijsko kulturo, sodelovanjem zaposlenih in njihovim zadovoljstvom na delovnem mestu. Raziskava temelji na kombinaciji kvantitativnega in kvalitativnega raziskovalnega pristopa. Podatki so bili zbrani z metodo anketiranja s strukturiranim vprašalnikom, ki je vključeval demografske podatke anketirancev, merjenje organizacijske kulture po modelu OCAI (Organizational Culture Assessment Instrument), trditve o medpoklicnem sodelovanju ter trditve o zadovoljstvu zaposlenih na delovnem mestu. V raziskavi je sodelovalo 56 zaposlenih v zdravstveni negi na Oddelku za anestezijo. Zbrani podatki so bili analizirani z uporabo opisne statistike, korelacijske analize ter analize zanesljivosti lestvic, odgovori na odprto vprašanje pa so bili analizirani z metodo tematskega kodiranja. Rezultati raziskave kažejo, da zaposleni trenutno organizacijsko kulturo na oddelku zaznavajo kot mešan organizacijski profil, v katerem so prisotni elementi adhokracijske, tržne in hierarhične kulture, medtem ko je v želenem stanju najbolj izražena klanska kultura. Zaposleni si v prihodnosti želijo predvsem več sodelovanja, zaupanja, podpore in razvojne naravnanosti. Analiza medpoklicnega sodelovanja kaže zmerno do visoko raven sodelovanja med zaposlenimi, pri čemer so najbolj pozitivno ocenjeni odnosi med sodelavci in timsko delo, manj ugodno pa vključevanje zaposlenih v odločanje in nekateri vidiki reševanja konfliktov. Analiza zadovoljstva zaposlenih kaže razmeroma visoko raven zadovoljstva, vendar z razlikami med posameznimi vidiki. Bolj ugodno so ocenjeni odnosi med sodelavci, razvojne možnosti in splošno zadovoljstvo z delom, manj ugodno pa nekateri vidiki priznanja, avtonomije in vodstvene podpore. Ugotovitve raziskave potrjujejo, da organizacijska kultura pomembno vpliva na medpoklicno sodelovanje in zadovoljstvo zaposlenih. Organizacijska kultura, ki spodbuja sodelovanje, zaupanje, razvoj zaposlenih in participativno vodenje, lahko pomembno prispeva k izboljšanju delovnega okolja in učinkovitosti zdravstvenih timov. Na podlagi rezultatov raziskave so oblikovana priporočila za prakso, ki vključujejo razvoj vodstvenih kompetenc, izboljšanje komunikacije ter večjo podporo zaposlenim pri strokovnem razvoju. Organizational culture is an important factor influencing the functioning and effectiveness of organizations, as it affects leadership styles, employee collaboration, workplace climate and overall organizational performance. In healthcare organizations, organizational culture is especially important because it also influences the quality and safety of patient care. Due to the complexity of the healthcare system and the high workload, understanding organizational culture is essential for improving the work environment and the effectiveness of healthcare teams. This master’s thesis aimed to analyze organizational culture in the Anesthesia Unit of the Clinical Department of Anesthesiology and Intensive Therapy of Surgical Specialties and to examine its relationship with interprofessional collaboration and employee job satisfaction among nursing staff. The research focused on identifying the currently perceived organizational culture, the desired organizational culture in the future, and the relationships between organizational culture, employee collaboration and job satisfaction. The study is based on a combination of quantitative and qualitative research approaches. Data were collected using a structured questionnaire that included demographic questions, measurement of organizational culture using the Organizational Culture Assessment Instrument (OCAI), statements related to interprofessional collaboration and statements measuring employee job satisfaction. The questionnaire was completed by 56 nursing employees working in the Anesthesia Unit. Data were analyzed using descriptive statistics, correlation and reliability analyses, and responses to the open-ended question were analyzed using thematic coding. The results indicate that employees perceive the current organizational culture as a mixed organizational profile characterized by elements of adhocracy, market and hierarchy culture, while the preferred future state is most strongly oriented toward clan culture. Employees mainly wish for more collaboration, trust, support and developmental orientation in the future. The results also show a moderate to high level of interprofessional collaboration. The most positively evaluated aspects were relationships among colleagues and teamwork, while employee involvement in decision-making and some aspects of conflict resolution were assessed less favorably. The analysis of job satisfaction indicates a relatively high overall level of satisfaction, although important differences emerged across individual dimensions. More positively assessed aspects included relationships with colleagues, development opportunities and overall job satisfaction, while some aspects of recognition, autonomy and leadership support were evaluated less favorably. The findings confirm that organizational culture significantly influences interprofessional collaboration and employee job satisfaction. A culture that promotes collaboration, trust, employee development and participative leadership can contribute substantially to improving the work environment and the effectiveness of healthcare teams. Based on the results, practical recommendations were developed, including the strengthening of leadership competencies, improvement of communication, and greater support for employees in their professional development. organizacijska kultura OCAI model zdravstvene organizacije medpoklicno sodelovanje zadovoljstvo zaposlenih organizational culture OCAI model healthcare organizations interprofessional collaboration employee job satisfaction true true false Slovenski jezik Angleški jezik Magistrsko delo/naloga 2026-04-23 11:08:16 2026-08-06 21:12:09 2026-08-07 03:07:34 0000-00-00 00:00:00 2026 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 287188483 MAG_Jerina_Anze_2026.pdf MAG_Jerina_Anze_2026.pdf 1 A4F3D44460ADF94F4BB062B328A780F0 05a03dd959fa8c3e7109f835eb4682fae658fe4a37e6226089e68dd929b9df8f ad33d840-4ac6-11f1-a4b2-00155d0001a1 https://dk.um.si/Dokument.php?lang=slv&id=205938 MAG_Jerina_Anze_2026.zip MAG_Jerina_Anze_2026.zip 1 3292CF5B1FEB33FA37AF9F0EE083BEAB 5b57fe655e858d086adc68dc26b74ca6c22c8293b3e47ad43fedc1bbc5bdaa49 c601b63d-4ac6-11f1-a4b2-00155d0001a1 https://dk.um.si/Dokument.php?lang=slv&id=205939 Fakulteta za organizacijske vede 0 0 0