Assessing archetypes of organizational culture based on the Competing Values Framework: the experimental use of the framework in Japanese neonatal intensive care units.

摘要: Objective: To assess organizational culture in neonatal intensive care units (NICUs) Japan. Design: Cross-sectional survey of culture. Setting: Forty NICUs across Participants: Physicians and nurses who worked (n = 2006). Main outcome measures: The Competing Values Framework (CVF) was used to the study population. 20-item CVF divided into four archetypes: Group, Developmental, Hierarchical Rational. We calculated geometric means (gmean) 95% bootstrap confidence intervals individual dimensions by unit occupation. median number staff, beds, physicians' work hours engagement were also examine differences archetypes. Results: Group (gmean 34.6) 31.7) archetypes higher than Developmental 16.3) Rational 17.4) among physicians as a whole. 36.3) highest followed 25.8), 21.7) Units with dominant had slightly (median 7) 6). beds 12) 9) physicians. Nurses from 2.8) compared those 2.6). Conclusions: Our findings revealed that varies depending on occupation group size. cultures predominated Japanese NICUs. Assessing will provide insights perceptions values improve quality care.