Organizational Culture as a Key Factor in the Success of Change Implementation
DOI:
https://doi.org/10.55707/jhs.v11i2.162Keywords:
organizational culture, change management, healthcare organizations, implementing changesAbstract
Organizational culture in healthcare is dynamic and presents both challenges and opportunities, as it influences employee behavior and organizational outcomes. However, changing it is challenging, especially without well-informed and prepared employees. A supportive workplace culture can facilitate transitions during changes and help employees adapt to and actively participate in them more effectively. The study at General Hospital Novo mesto explored employees' readiness for change, their understanding of roles and responsibilities in the change process, and their level of engagement in implementing changes. The results showed that employees, on average, rated their readiness for change highly (M = 4,05; SD = 0,68), with the highest ratings for openness to new methods and understanding change as an opportunity to improve work quality. Similarly, employees expressed strong awareness of their role and responsibility in the success of change, particularly regarding the impact of their work on achieving goals (M = 4,04; SD = 0,71). However, there was noticeable diversity in responses, indicating the need for targeted actions to increase readiness among less open groups. The study also revealed that the prevailing organisational culture in the hospital is organizational culture of a clan, followed by the culture of market.
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