Facteurs associés à la force de la culture organisationnelle dans un hôpital du Bénin (notice n° 1578948)
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| control field | 20251228045623.0 |
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| Language code of text/sound track or separate title | fre |
| 042 ## - AUTHENTICATION CODE | |
| Authentication code | dc |
| 100 10 - MAIN ENTRY--PERSONAL NAME | |
| Personal name | Sopoh, Ghislain Emmanuel |
| Relator term | author |
| 245 00 - TITLE STATEMENT | |
| Title | Facteurs associés à la force de la culture organisationnelle dans un hôpital du Bénin |
| 260 ## - PUBLICATION, DISTRIBUTION, ETC. | |
| Date of publication, distribution, etc. | 2018.<br/> |
| 500 ## - GENERAL NOTE | |
| General note | 12 |
| 520 ## - SUMMARY, ETC. | |
| Summary, etc. | Introduction : La culture organisationnelle, concept souvent ignoré, influe sur la satisfaction au travail et la productivité des organisations. Objectif : Déterminer les facteurs associés à la force de la culture organisationnelle (CO) au Centre Hospitalier Départemental (CHD) Mono/Couffo à Lokossa au Bénin. Méthodes : Il s’agit d’une étude transversale descriptive et analytique qui a porté sur 121 travailleurs du CHD Mono/Couffo de Lokossa en mars 2015. La collecte des données sur la force de la CO a été réalisée à l’aide d’un questionnaire élaboré selon l’outil de Cameron et Quinn (2006). La nature des relations entre les variables indépendantes et la culture organisationnelle a été explorée par l’estimation des Odds ratios avec la régression logistique. Résultats : Parmi les sujets enquêtés, 62 % avaient une perception positive de la CO. Chez les sujets qui estimaient ne pas avoir le soutien moral de la hiérarchie, le risque de percevoir une force de la CO faible était six fois plus important [OR = 3,78, 95 % IC (1,08 – 13,22)] que chez ceux qui percevaient ce soutien moral. Chez les sujets qui estimaient que les relations avec l’équipe dirigeante n’étaient pas cordiales, le risque de percevoir une force de CO faible était plus élevé [OR = 14,32, 95 % IC (4,35 – 47,11)] par rapport à ceux qui qualifiaient ces relations de cordiales. Conclusion : Les facteurs managériaux et le type de relation avec l’équipe dirigeante étaient associés à la force de la CO. Les dirigeants des hôpitaux devraient accorder plus d’attention à ces facteurs afin d’améliorer la performance institutionnelle. |
| 520 ## - SUMMARY, ETC. | |
| Summary, etc. | Introduction: Organizational culture, a frequently ignored concept, affects job satisfaction and productivity in organizations. Objective: To determine the factors associated with the strength of organizational culture (OC) in Mono / Couffo regional hospital in Lokossa in Benin. Methods: This cross-sectional and analytical study involved 121 workers of Mono/Couffo hospital in March 2015. Data on the strength of OC was collected using a questionnaire based on the validated tool proposed by Cameron and Quinn (2006). Logistic regression was performed to explore the nature of the relationship between the independent variables and OC using Odds ratios. Results: 62% of the surveyed subjects had a positive perception of organizational culture. This perception was statistically associated with managerial factors (moral support of workers and type of relationship with the executive staff). The risk of perceiving a low strength of OC was sixfold higher OR = 3.78, 95% CI (1.08 – 13.22) among subjects who felt they did not have moral support from executive staff than in those who perceived this moral support. The risk of perceiving a weak OC was higher among subjects who considered relations with the staff to be uncordial [OR = 14.32, 95% CI (4.35 – 47.11)] compared to those who considered these relations to be cordial. Conclusion: 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. |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | Bénin |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | culture organisationnelle |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | gestion du personnel |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | hôpital |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | Benin |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | hospital |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | organizational culture |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | personnel management |
| 700 10 - ADDED ENTRY--PERSONAL NAME | |
| Personal name | Kouckodila Nzingoula, Michael Florian |
| Relator term | author |
| 700 10 - ADDED ENTRY--PERSONAL NAME | |
| Personal name | Sossa Jérôme, Charles |
| Relator term | author |
| 700 10 - ADDED ENTRY--PERSONAL NAME | |
| Personal name | Hessou Ahahanzo-Glèlè, Yolaine |
| Relator term | author |
| 700 10 - ADDED ENTRY--PERSONAL NAME | |
| Personal name | Damienne Agueh, Victoire |
| Relator term | author |
| 700 10 - ADDED ENTRY--PERSONAL NAME | |
| Personal name | Tinoaga Ouédraogo, Laurent |
| Relator term | author |
| 700 10 - ADDED ENTRY--PERSONAL NAME | |
| Personal name | Makoutodé, Michel |
| Relator term | author |
| 786 0# - DATA SOURCE ENTRY | |
| Note | Santé Publique | 30 | 1 | 2018-03-14 | p. 105-113 | 0995-3914 |
| 856 41 - ELECTRONIC LOCATION AND ACCESS | |
| Uniform Resource Identifier | <a href="https://stm.cairn.info/revue-sante-publique-2018-1-page-105?lang=fr&redirect-ssocas=7080">https://stm.cairn.info/revue-sante-publique-2018-1-page-105?lang=fr&redirect-ssocas=7080</a> |
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