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Title:Organizacijska klima v profitnih in neprofitnih zdravstvenih organizacijah
Authors:ID Ljuljđuraj, Petar (Author)
ID Lorber, Mateja (Mentor) More about this mentor... New window
Files:.pdf MAG_Ljuljduraj_Petar_2018.pdf (842,21 KB)
MD5: D51943002AE761C4E04A9AF14BAC227C
PID: 20.500.12556/dkum/34ea7885-486d-4995-bdef-7d0be2e97a15
 
Language:Slovenian
Work type:Master's thesis/paper
Typology:2.09 - Master's Thesis
Organization:FZV - Faculty of Health Sciences
Abstract:Izhodišča: Organizacijska klima je zelo pomemben pokazatelj trenutnega pogleda in odgovora zaposlenih na delovno organizacijo, v kateri so zaposleni. Namen raziskave je bil ugotoviti, kakšna je ocena organizacijske klime ter ali obstajajo razlike v organizacijski klimi med profitnimi in neprofitnimi zdravstvenimi ustanovami. Metodologija: V empiričnem delu naloge je bil uporabljen anketni vprašalnik SIOK za merjenje organizacijske klime. Anketiranih je bilo 50 zaposlenih v profitni organizaciji in 50 zaposlenih v neprofitni organizaciji. Razlike med posameznimi skupinami anketirancev smo preverjali s pomočjo t-testa za dva neodvisna vzorca, enosmerno analizo variance, neparametričnim Mann-Whitneyevim testom ter Kruskal-Wallisovim testom. Rezultati: V okviru proučevanja dejavnikov organizacijske klime rezultati kažejo na statistično pomembne razlike med zaposlenimi v profitni in neprofitni organizaciji v primeru 11 od skupno 14 dejavnikov organizacijske klime. Če izpostavimo najbolj izrazite razlike, ugotovitve kažejo, da se zaposleni v neprofitni organizaciji statistično pomembno bolj strinjajo z inovativnostjo in iniciativnostjo (t = -5,387; p < 0,001), odnosom do kakovosti (M-W = 676,500; p < 0,001) in organiziranostjo (M-W = 719,500; p < 0,001). Zaposleni v neprofitni organizaciji torej ocenjujejo organizacijsko klimo bolje kot zaposleni v profitni organizaciji. Za razliko od tega pa med zaposlenimi z različno stopnjo izobrazbe statistično pomembne razlike ne obstajajo. Razlike v zadovoljstvu zaposlenih v profitni in neprofitni zdravstveni organizaciji obstajajo, vendar niso statistično pomembne. Nekoliko višje zadovoljstvo je mogoče zaznati med zaposlenimi v neprofitni organizaciji. Sklep: Ugotovili smo, da sta organizacijska klima in zadovoljstvo bolje ocenjena v neprofitni organizaciji. Samo redno spremljanje in sprotno izboljševanje organizacijske klime in zadovoljstva zaposlenih lahko vpliva na uspeh in izpolnjevanje vizije in poslanstva organizacije. Prostor za nadaljnje raziskovanje je zaznati predvsem v smereh iskanja razlogov za razlike v oceni in fluktuaciji zaposlenih. Ključne besede: Profitna zdravstvena organizacija in neprofitna zdravstvena organizacija, organizacijska klima.  
Keywords:Profitna zdravstvena organizacija in neprofitna zdravstvena organizacija, organizacijska klima
Place of publishing:Maribor
Publisher:[P. Ljuljđuraj]
Year of publishing:2018
PID:20.500.12556/DKUM-70022 New window
UDC:005.7:616-051(043.2)
COBISS.SI-ID:2402212 New window
NUK URN:URN:SI:UM:DK:XULMV2HW
Publication date in DKUM:14.05.2018
Views:2108
Downloads:268
Metadata:XML DC-XML DC-RDF
Categories:FZV
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Licences

License:CC BY-NC 4.0, Creative Commons Attribution-NonCommercial 4.0 International
Link:http://creativecommons.org/licenses/by-nc/4.0/
Description:A creative commons license that bans commercial use, but the users don’t have to license their derivative works on the same terms.
Licensing start date:27.03.2018

Secondary language

Language:English
Title:Organizational climate in profit and nonprofit health organizations
Abstract:Starting points: Organizational climate is a very important indicator of the current view and response of employees to the work organization in which they are employed. The purpose of the research was to determine the assessment of the organizational climate and whether there are differences in the organizational climate between profit and non-profit health institutions. Methodology: In the empirical part of the task, the SIOK survey questionnaire was used, for measuring the organizational climate, 50 employees in the profit organization were interviewed and 50 employees in a non-profit organization. The differences between individual groups of respondents were checked using a t-test for two independent samples, a one-way variance analysis, a nonparametric Mann-Whitney test, and a Kruskal-Wallis test. Results: In the context of the study of organizational climate factors, the results show statistically significant differences between employees in a profit and non-profit organization in the case of 11 out of a total of 14 factors in the organizational climate. If we highlight the most pronounced differences, the findings show that employees in the non-profit organization statistically significantly agree with innovation and initiative (t = -5,387; p <0,001), attitudes towards quality (MW = 676,500; p <0,001) and organization (MW = 719,500; p <0.001). Employees in a non-profit organization therefore assess the organizational climate better than employees in the profit organization. In contrast, there are no statistically significant differences between employees with different levels of education. There are differences in employee satisfaction in a profitable and non-profit organization, but they are not statistically significant. Somewhat higher satisfaction can be detected among employees in a non-profit organization. Conclusion: We have established that organizational climate and satisfaction are better rated in a non-profit organization. Only regular monitoring and continuous improvement of the organizational climate and employee satisfaction can influence the success and fulfillment of the vision and mission of the organization. The premises for further research are mainly detected in the directions for searching for reasons for differences in staff assessment and fluctuations
Keywords:profit health organization and non-profit health organization, organizational climate.


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