An empirical study of U.S. hospital quality: Readmission rates, organizational culture, patient satisfaction, and Facebook ratings

2018 ◽  
Vol 25 (4) ◽  
pp. 158-170 ◽  
Author(s):  
Jung Young Lee ◽  
Charles R. Gowen ◽  
Kathleen L. McFadden
Keyword(s):  
Organizational Culture ◽  
Patient Satisfaction ◽  
Empirical Study ◽  
Hospital Quality ◽  
Readmission Rates

scholarly journals An empirical study of organizational culture dimensions impacting employee’s performance in IT industry, Tamilna-du

2017 ◽  
Vol 7 (1.3) ◽  
pp. 133
Author(s):  
Karthik M ◽  
A Vasumathi
Keyword(s):  
Organizational Culture ◽  
Empirical Study ◽  
Performance Management ◽  
Employee Engagement ◽  
Human Resource ◽  
Cultural Dimensions ◽  
It Industry ◽  
Human Resource Department ◽  
Culture Dimensions ◽  
The Impact

Every company has their own unique culture. Organizational culture is a set of norms, values, beliefs and vision that define how employees and managers intermingle within an organization. Irrespective of whether a preset list of company values present or not, an organization develops its own culture. However, organizations haven’t been paying as much attention to organizational culture until now. A 2015 study by Deloitte University Press found that 87% of the organizations surveyed now cite culture and employee engagement as their top challenges. Thus the current study aims at analyzing the impact of cultural dimensions on performance management in IT organizations. Analysis, conclusion and recommendations were drawn out based on the research and findings. The study found a significant association between experience of the respondents and their responses towards often getting reminder and warning to complete their tasks. The study has also found a significance variance between age of the respondents and the practices of Human Resource Department. The study has also found an association between variety of tasks being handled and employees’ performance. 

scholarly journals The association between values and performance in a mining corporation. Empirical study and insights for Managing by Values (MBV) model

2017 ◽  
Vol 33 (2) ◽  
pp. 145-164
Author(s):  
Anita Zbieg ◽  
Jan Kudełko ◽  
Agata Juzyk ◽  
Leszek Zaremba
Keyword(s):  
Organizational Culture ◽  
Empirical Study ◽  
Work Performance ◽  
Statistical Significance ◽  
Work Satisfaction ◽  
Mining Industry ◽  
Assessment Instrument ◽  
Research Results ◽  
General Management ◽  
And Performance

Abstract The paper presents result of an empirical study in which presence of values among workers of two mining squads characterized by different level of work performance has been compared. Values have been measured by two scales: Mining Values Scale (MVS) and Organizational Culture Assessment Instrument (OCAI). The squad with higher performance had significantly higher level of five out of nine values measured by (MVS); while none of the values measured by OCAI have been differentiating the squads with a statistical significance. The results suggest that Managing by Values (MBV) model for a mining corporation should rather be based on values specific for the mining industry rather than general management value set proposed by OCAI. Research results suggest also an association between presence of certain values and work satisfaction among workers.

Organizational culture and socio-psychological age of female personnel of medical institutions

2020 ◽  
Author(s):  
I. S. Leonova ◽  
L. N. Zakharova ◽  
A. I. Makhalin
Keyword(s):  
Organizational Culture ◽  
Empirical Study ◽  
Hierarchical Model ◽  
Gender Stereotypes ◽  
Market Development ◽  
Chronological Age ◽  
Work Process ◽  
Successful Management ◽  
Medical Institutions ◽  
High Level

The results of an empirical study of the socio-psychological age of female doctors of clinics that have successfully entered into the innovative format of development and clinics experiencing many years of difficulty in introducing innovations are presented. It is shown that the organizational culture of innovative clinics is characterized by a pronounced adhocratic component, and a clan-hierarchical model dominates in problematic clinics, therefore, the introduction of innovations is carried out by inconsistent administrative methods typical of this model. As a result, the personnel experiences a high level of stress, which makes them feel unwell, tired, it rejects innovations and strives to maximize the clan component of the organizational culture as a means of protection against the stress of innovative changes. The results are an «older» socio-psychological age and a low level of labour involvement, which, in general, shows the correspondence of the characteristics of the female personnel of problematic clinics to gender stereotypes. In innovative clinics, female personnel feel more alert, healthy and younger, shares, regardless of the chronological age, innovative values traditionally associated with younger ages, is personally involved in the work process and does not fall under the characteristics of gender stereotypes. It is shown that the socio-psychological age of female personnel and the value of readiness for innovation depend on the type of organizational culture. In the future, female doctors are oriented towards an innovative way of market development of their clinics, but not in the managerial paradigm that is currently being implemented by management. Successful management of the socio-psychological age and the introduction of innovation involve the abandonment of administrative methods, the prevention of the stress of organizational change and the establishment of innovative values as the basis of a new organizational culture.

scholarly journals Using Public Reports of Patient Satisfaction for Hospital Quality Improvement

2006 ◽  
Vol 41 (3p1) ◽  
pp. 663-682 ◽  
Author(s):  
Judith K. Barr ◽  
Tierney E. Giannotti ◽  
Shoshanna Sofaer ◽  
Cathy E. Duquette ◽  
William J. Waters ◽  
...  
Keyword(s):  
Quality Improvement ◽  
Patient Satisfaction ◽  
Hospital Quality

scholarly journals Organizational Culture and Spirituality Workplace: Empirical Study of Influence of Organizational Culture and Spirituality Workplace

2018 ◽  
Vol 73 ◽  
pp. 11017 ◽  
Author(s):  
Rolland Epafras Fanggidae
Keyword(s):  
Organizational Culture ◽  
Empirical Study ◽  
Human Resources ◽  
Work Environment ◽  
Empirical Studies ◽  
Simple Random Sampling ◽  
Work Attitudes ◽  
Linear Regression Method ◽  
Definition Of ◽  
The Relationship

In today’s organizations, Human Resources is one of the important driving factor. By creating a humanistic work environment, employees are more creative and have a passion to do the job. In order to improve the quality and quantity of human resources needs to the strategy of the organization. One of the strategies that can be undertaken by the organization is the psychic and spiritual fulfillment of employees in order to create a work environment that is humane. Spirituality is not about the workplace as religious practices are organized and not on God or theology. In this study proposes a theory Spirituality workplace, through a review of the literature and empirical study shows the definition of spirituality, the effects on work attitudes, as well as clarify the link spirituality and culture of the organization. This research is done through empirical studies related link workplace spirituality and organizational culture on college lecturer in East Nusa Tenggara (NTT)-Indonesia. Data were collected through a survey with simple random sampling proportional and involve ± 320 Lecturer Private college as respondents. Data analysis techniques with linear regression method using SPSS 23 determines the relationship between Organizational Culture and Spirituality workplace.

Pharmacist Transition-of-Care Services Improve Patient Satisfaction and Decrease Hospital Readmissions

2020 ◽  
pp. 089719002095826
Author(s):  
Katherine L. March ◽  
Michael J. Peters ◽  
Christopher K. Finch ◽  
Lauchland A. Roberts ◽  
Katie M. McLean ◽  
...  
Keyword(s):  
Patient Satisfaction ◽  
Medical Center ◽  
Academic Medical Center ◽  
Hospital Readmissions ◽  
Transitions Of Care ◽  
Control Group ◽  
Readmission Rates ◽  
Improve Patient Satisfaction ◽  
Phone Calls ◽  
Improve Patient

Background: Pharmacists ability to directly impact patient satisfaction through increases in the Hospital Consumer Assessment of Healthcare Providers and Systems (HCAHPS) surveys utilizing transitions-of-care (TOC) services is unclear. Methods: Retrospective analysis of TOC patients from 07/01/2018 to 03/31/2019 was conducted. Intervention (INV) patients received pharmacist medication reconciliation and education prior to discharge and post-discharge telephone follow-up. All other patients served as control group (CON). Primary outcome: Evaluate impact of TOC services on HCAHPS scores for “Communication about Medicines” and “Care Transitions.” Secondary outcomes: 30-day readmissions, quantification of prevented potential safety events, assessment of discharge prescriptions sent to the academic medical center outpatient pharmacy (MOP) for TOC patients. Results: Of 1,728 patients screened, 414 patients met inclusion criteria (INV = 414, CON = 1314). A significant improvement (14.7%; p = <0.0001) in overall medication-related HCAHPS results was seen when comparing pre- vs post-implementation of the TOC service. Statistically significant increases for individual questions “staff told you what the medicine was for” (14.2%; p = 0.018), “staff describe possible effects” (21.2%; p = 0.004), and “understood the purpose of taking medications” (11.4%; p = 0.035) were observed. A non-significant decrease in 30-day readmission rates for the groups was observed (CON 16.4%, INV 13.3%; p = 0.133); however, an unplanned subgroup analysis evaluating impact of discharge phone calls on 30-day readmission rates revealed a significant reduction of 17.3% to 12.4% (p = 0.007). One hundred forty-three medication safety event(s) were potentially prevented by the TOC pharmacist. Lastly, 562 prescriptions were captured at the MOP as a result of the TOC initiative. Conclusions: Pharmacy-based TOC models can improve patient satisfaction, prevent hospital readmissions, and generate revenue.

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