Organizational Culture and Nursing Introduction to Organizational Culture
Organizational culture is a set of shared beliefs, norms, values, policies, work group rules, shared meanings, expectations, and myths within an organization. It reflects the underlying message that conveys the organization’s values and norms to its members, influencing their behavior and attitudes. The concept is often used interchangeably with organizational climate, but there are distinct differences. While organizational climate is the group’s perceptions about the organization (a concept traceable to the 1930s), organizational culture (originating in the 1970s) is shaped by the shared meanings and messages within the organization (Reichers & Schneider, 1990). The strength of an organization’s culture depends on the consistency of these messages across norms, values, and policies.
Organizational culture significantly impacts the work environment in nursing, influencing the performance and well-being of staff, the quality of care delivered, and patient outcomes. For instance, in hospitals, the strength of a research culture can be assessed by examining evidence of mission, goals, policies, and activities (Martin, 1993). Understanding and shaping the organizational culture is thus vital for effective nursing management and leadership.
Organizational Culture and Nursing Care
The work of Coeling (1988) has highlighted the relevance of organizational culture in nursing. Her research has demonstrated how understanding the culture of a work group can guide management decisions and facilitate change. Coeling and Wilcox (1988) explored how organizational culture can either impede or catalyze change, emphasizing its importance for both staff nurses and their leadership when implementing new policies or practices.
Instead of merely fitting into the prevailing culture, understanding organizational culture can help initiate innovations and positive changes that benefit the work group. Coeling argues that organizational culture should inform plans for directing the organization more efficiently and effectively, whether moving in new directions or following existing paths (Coeling & Simms, 1993).
Importance of Organizational Culture in Nursing
Organizational culture is critical for nurses and nurse managers to assess before accepting a position or hiring a new employee (Barowsky, 2003; Dowd, Davidhizar, & Giger, 1999). The concept of “fit” between the new employee and the work group is central to this assessment. Employers seek signs of shared values and compatible goals, while job-seeking nurses look for similar matches. Consistency in values and mutual understanding can ensure a good match between managers and employees, enhancing job satisfaction and performance.
For nurses, aligning personal values with the organizational culture is essential. It affects their engagement, motivation, and ultimately, the quality of care they provide. In environments where there is a strong alignment between individual and organizational values, there is typically better collaboration, reduced turnover, and improved patient outcomes.
Responsibilities of Nursing Leaders and Managers or Supervisors
Nursing leaders, managers, and supervisors have a significant responsibility in shaping and maintaining the most appropriate organizational culture (Bruhn, 2001). They are in the best position to understand the values and group norms essential for achieving the organization’s goals. Leaders can orchestrate consistency among workers by implementing suitable work policies, rewards, and structures that align with the organization’s mission.
Effective communication is crucial in establishing and maintaining a positive organizational culture. Leaders may need to change an undesirable culture that contradicts the organization’s goals. For example, Baker et al. (2000) and Crow and Hartman (2002) emphasize the importance of leaders understanding, utilizing, and, if necessary, systematically changing the culture to meet the organization’s objectives.
Research has consistently shown that organizational culture significantly impacts outcomes, including worker retention, the quality and nature of work, productivity, and the success of strategic initiatives (Larson, 2002; McDaniel & Stumpf, 1993). While culture can be a source of dysfunction, it can also be revitalized to yield positive results. Thus, developing and maintaining a constructive organizational culture is a vital responsibility for nursing leaders and managers.
Present Age and Organizational Culture
Current research on organizational culture in nursing is hampered by a lack of empirical tools with robust psychometric properties to measure it. The concept of culture, borrowed from anthropology, often relies on qualitative research approaches. This qualitative tradition has been appropriately adopted in nursing and organizational research but sometimes lacks the rigor typically associated with qualitative studies.
A quantitative approach might more clearly link organizational culture to outcomes, establishing a causal relationship. However, whether organizational culture can be appropriately captured quantitatively remains a subject of debate. Despite these challenges, the concept of organizational culture holds significant promise for guiding nurses and nurse managers in managing their work environments to achieve excellence in practice and quality outcomes.
Conclusion
Organizational culture is a vital component of the nursing work environment that influences the behavior, performance, and well-being of nursing staff, as well as the quality of care delivered and patient outcomes. Nursing leaders and managers are responsible for developing and maintaining a culture that aligns with the organization’s mission and goals, fostering a positive work environment, and driving innovation and change when necessary.
Understanding organizational culture allows for more informed decision-making, supports effective management of change, and helps ensure a good fit between employees and their work environment. Although current research faces challenges in measuring organizational culture, it remains a crucial area for further exploration to support excellence in nursing practice and achieve quality healthcare outcomes. As the healthcare environment continues to evolve, the importance of a strong, cohesive organizational culture becomes ever more critical to the success of nursing care and overall organizational effectiveness.