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Aim of the study. The aim of this study was to enclose which are formative aspects (both beneficial and harmful) that affect the organizational climate at X Primary Health Care Center from the viewpoint of employees, executives, and patients, as well as to suggest how to improve the overall organizational climate. Qualitative research questions. Which aspects of the organizational climate are beneficial for X Primary Health Care Center? Which aspects may be considered harmful for the center’s organizational climate? What overall changes might create a more hospitable organizational climate at the center? Research Methodology. This was a qualitative research strategy, a case study research. The research case is defined “X Primary Health Care Center”. The object of research was the organizational climate at X Primary Health Care Center. Data was obtained in three ways: through (1) document analysis, by (2) simple observation, and with (3) open, semistructured interviews. Data was collected from October 2017 to January 2018. Research participants included all employees and one executive of the center, as well as two patients. Target selection (e.g., employees and patients), strategic questioning, and various data collection methods were used to ensure overall data reliability and validity. Interviews were recorded, then transcribed into text. After data analysis, four main formative aspects of the organizational climate were determined: (1) “Small organization in a little community”, (2) leadership and manager’s skills through executive management, (3) communication and cooperation by employees, and (4) systemic planning and implementation of the work order. Conclusions. Overall, positive formative aspects were observed that contribute to a hospitable organizational climate at X Primary Health Care Center: harmonization that allows employees to have flexible working hours while retaining a manager’s reasonable approach to these rare events. The opportunity for managers to exercise their own leadership style and yet display management skills important to employees, such as showing employees respect by allowing them to provide constructive criticism without fear of retribution; and the center’s location in a small town, where a smaller community organization may offer more support in difficult situations. On the other hand, detrimental aspects were observed that negatively affects the center’s organizational climate. An insufficient appreciation for tasks completed in a timely and proficient manner; an adverse work environment that interferes with direct functions as well as with employee performance; inadequate staff salaries for big load of responsibilities which lead to tiredness. Also important the center’s location in a small town, where a smaller community organization may make it more difficult to protect patient confidentiality when everyone knows each other. To improve the organizational climate at this center, changes are suggested: offer more frequent employee meetings to obtain feedback, provide higher employee salaries, and employ temporary staff to cover longer periods of sick leave or vacations by permanent employees. |
