Facteurs associés à la force de la culture organisationnelle dans un hôpital du Bénin

Abstract

Human resource management factors were more closely associated with the strength of organizational culture. Hospital managers should pay more attention to these factors in their hospitals to promote better institutional performance.

Staff motivation and associated factors in a health district hospital in Benin

“…1 However, this result diverged from several studies which had shown that remuneration was the primary motivating factor for healthcare professionals. [2][3][4][5][6][7][8][9][10][11][12] In this study, remuneration came fourth, which could be explained by low satisfaction with the working environment and the inadequacy of salary about the cost of living, the number of years of training and the workload. 13 Collaboration, which ranked second, was also an important factor in motivating Ouidah District Hospital staff.…”

“…These results were similar to those found by Danny et al in Australia in 2018 and Nguyen et al in Vietnam in 2015, who found that intrinsic motivators were more motivating for healthcare staff. [4][5][6][7][8][9][10][11][12][13][14][15][16] It should be noted that of the 29 motivational factor items used in this study, only 2 were significantly associated with the level of general motivation in the multi-variate analysis. However, this result should not obscure the fact that the other 27 items were taken into account by the Ouidah District Hospital administration and decisionmakers at national level, insofar as their non-association with the dependent variable was linked to the lack of action directed at them.…”

“…This ignores the ultimate role of human resources and their interrelationship in job satisfaction and hospital performance. 8 There is still little research on the determinants of professional motivation in Benin's…”

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“…Human resources activities are activities that concern all managers in a business (Tong, 2018). Therefore, HRM is in close relationship and interaction with all other organization (Sopoh et al, 2018). In-house employee movements, intra-organizational variables such as investment, growth, contraction plans, product diversification, and budget allocated for HR activities affect the decisions made on the number and quality of staff to be recruited or removed from the organization (Shibani, Veena, & Ashish, 2018).…”

Examining organizational culture with the ocai model with the example of a higher education institution

“…the model has been used in a number of studies, including public and social institutions (soroka et al, 2020; vlaicu et al, 2019), and small and medium-sized enterprises (Jardioui et al, 2019;saenz castro et al, 2016;sanchez-Baez et al, 2020;Wziatek-stasko et al, 2020). in terms of industries, the model was most commonly used in organizational studies in the energy (sampaio da rocha soares et al, 2018), manufacturing (Hitka et al, 2018;lorincova et al, 2016), healthcare (Goula et al, 2014;sopoh et al, 2018), hospitality (Zoghbi-manrique-de-lara & Ding, 2016), mechanical engineering (luis leal-rodriguez et al, 2016), construction (Acar et al, 2014), commerce (Wisniewski & Leja, 2015), and IT sectors (Oparina, 2014).…”