Table 3

Differences between desired and existing organizational culture dimensions in the primary healthcare setting
Culture dimension Mean ± S. D. Paired differences† Mean ± S. D. p-value
Supportiveness (D) 1.42 ± 0.51 −0.94 ± 0.89 0.000
Supportiveness (P) 2.37 ± 0.80
Innovation (D) 1.61 ± 0.60 −0.91 ± 0.92 0.000
Innovation (P) 2.52 ± 0.84
Competitiveness (D) 1.72 ± 0.54 −0.81 ± 0.84 0.000
Competitiveness (P) 2.54 ± 0.78
Performance orientation (D) 1.39 ± 0.45 −1.02 ± 0.93 0.000
Performance orientation (P) 2.41 ± 0.84
Stability (D) 1.44 ± 0.56 −1.14 ± 0.93 0.000
Stability (P) 2.58 ± 0.82
Emphasis on rewards (D) 1.46 ± 0.61 −1.45 ± 1.10 0.000
Emphasis on rewards (P) 2.91 ± 0.94
Social responsibility (D) 1.50 ± 0.48 −0.88 ± 0.90 0.000
Social responsibility (P) 2.38 ± 0.83

Paired differences in means ± S. D: Difference in the mean values of each cultural dimension pair (subtraction of the mean value of desired from prevailing culture).

Desired culture (D): “How important is it for this characteristic to be a part of the organization you work for?.

Prevailing culture (P): “To what extent is your organization recognized for its…?”.

p- value: statistical significance <0.05.

Zachariadou et al.

Zachariadou et al. BMC Health Services Research 2013 13:112   doi:10.1186/1472-6963-13-112

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