ArticleInternational journal for quality in health care : journal of the International Society for Quality in Health Care2017
Assessing archetypes of organizational culture based on the Competing Values Framework: the experimental use of the framework in Japanese neonatal intensive care units.
Article in International journal for quality in health care : journal of the International Society for Quality in Health Care, 2017. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 3 papers.
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3 citing papers in PubMed.
- Understanding the Work-Related Roles in the Work-Personal Life Reconciliation of Nurses in Intensive Care Units: Constructivist Grounded Theory Research.Healthcare (Basel, Switzerland) · 2025Article
- Validation of the nurse leadership and organizational culture (N-LOC) questionnaire.BMC health services research · 2019Article
- The influence of hospital accreditation: a longitudinal assessment of organisational culture.BMC health services research · 2019Article
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6 authors.
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Abstract
objectiveTo assess organizational culture in neonatal intensive care units (NICUs) in Japan.
designCross-sectional survey of organizational culture.
settingForty NICUs across Japan.
participantsPhysicians and nurses who worked in NICUs (n = 2006).
main outcome measuresThe Competing Values Framework (CVF) was used to assess the organizational culture of the study population. The 20-item CVF was divided into four culture archetypes: Group, Developmental, Hierarchical and Rational. We calculated geometric means (gmean) and 95% bootstrap confidence intervals of the individual dimensions by unit and occupation. The median number of staff, beds, physicians' work hours and work engagement were also calculated to examine the differences by culture archetypes.
resultsGroup (gmean = 34.6) and Hierarchical (gmean = 31.7) culture archetypes were higher than Developmental (gmean = 16.3) and Rational (gmean = 17.4) among physicians as a whole. Hierarchical (gmean = 36.3) was the highest followed by Group (gmean = 25.8), Developmental (gmean = 16.3) and Rational (gmean = 21.7) among nurses as a whole. Units with dominant Hierarchical culture had a slightly higher number of physicians (median = 7) than dominant Group culture (median = 6). Units with dominant Group culture had a higher number of beds (median = 12) than dominant Hierarchical culture (median = 9) among physicians. Nurses from units with a dominant Group culture (median = 2.8) had slightly higher work engagement compared with those in units with a dominant Hierarchical culture (median = 2.6).
conclusionsOur findings revealed that organizational culture in NICUs varies depending on occupation and group size. Group and Hierarchical cultures predominated in Japanese NICUs. Assessing organizational culture will provide insights into the perceptions of unit values to improve quality of care.
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