Dimitrios and Konstantinos (2014) define organizational culture as “a set of beliefs, values, customs, traditions and practices which are experiences of and beliefs of all members of an organization.” According to Dimitrios and Konstantinos (2014), culture of an organization affects the way members of the organization are linked to each other and also their relationship with other people who are not part of the organization. Furthermore, organizations with “bad” culture lead to low efficiency of the employee and also psychological, physical and spiritual effects. This topic reminds me of our current pandemic. Nurses and other healthcare professionals are fearful of their own health and their families’ health, with fatigue from the stress of caring for patients with Covid-19.
Answer
Organizational culture plays a significant role in shaping the behavior, attitudes, and beliefs of individuals within an organization. It encompasses a set of shared beliefs, values, customs, traditions, and practices that are experienced and embraced by all members of the organization (Dimitrios & Konstantinos, 2014). In essence, it represents the unique identity and character of the organization.
Importantly, organizational culture not only influences the internal dynamics among employees but also has a profound impact on the organization’s relationships with external stakeholders. The cultural norms and values within an organization create the framework for how employees interact with one another as well as with clients, customers, suppliers, and other external parties. This interaction can determine the overall success or failure of the organization in achieving its goals and objectives.
However, not all organizational cultures are created equal. Some cultures promote positive outcomes such as high employee engagement, satisfaction, and productivity, while others may lead to adverse effects on employees’ well-being and overall organizational performance. In the context of the current pandemic, the impact of organizational culture on employees, particularly those in the healthcare sector, becomes even more apparent.
Nurses and other healthcare professionals are on the front lines of the battle against Covid-19, facing numerous challenges and risks. The pandemic has not only posed a significant threat to their physical health but also taken a toll on their mental and emotional well-being. The fear and anxiety about contracting the virus and spreading it to their families, combined with the exhaustion and burnout from dealing with the increased workload and high-stress environment, have become prevalent.
In this context, the organizational culture within healthcare institutions plays a vital role in supporting or hindering the well-being of healthcare professionals. Organizations that have a supportive and nurturing culture, focusing on the well-being of their employees, can mitigate the negative effects of the pandemic and promote resilience among the healthcare workforce. Conversely, organizations with a negative or toxic culture are likely to exacerbate the challenges faced by healthcare professionals, leading to decreased efficiency, increased turnover, and compromised patient care.
The impact of organizational culture on the well-being of healthcare professionals during the pandemic can be examined through various theoretical frameworks. One such framework is the job demands-resources model (JD-R model), which proposes that job demands can lead to negative outcomes, such as burnout, while job resources can buffer against these negative effects (Bakker & Demerouti, 2017). In the current context, the demands on healthcare professionals have increased significantly, including long working hours, exposure to the virus, and the emotional burden of dealing with sick and dying patients. The organizational culture can provide resources such as social support, recognition, and opportunities for growth and development, which can help mitigate the negative impacts of these demands and enhance well-being.
Additionally, the concept of organizational climate is closely related to organizational culture and can shed further light on the impact of culture on employee well-being. Organizational climate refers to the prevailing perceptions, attitudes, and behaviors within an organization and is influenced by the broader organizational culture. These perceptions and attitudes can shape employees’ experiences, including their sense of safety, support, and fairness. In healthcare settings, a positive climate characterized by open communication, trust, and collaboration can provide a sense of psychological safety for healthcare professionals, enabling them to cope with the challenges of the pandemic more effectively.
It is essential for organizations in the healthcare sector to recognize the significance of their culture and climate in supporting the well-being of their employees. This recognition entails not only understanding the existing culture and climate but also taking proactive steps to cultivate a culture that promotes employee well-being. This can involve initiatives such as providing adequate resources and support, fostering a positive work environment, and promoting a culture of psychological safety and resilience. Such efforts are not only crucial for protecting the well-being of healthcare professionals during the pandemic but also for building a resilient and sustainable healthcare workforce for the future.
In conclusion, organizational culture plays a fundamental role in shaping the behavior, attitudes, and beliefs of individuals within an organization. The impact of organizational culture becomes especially evident during times of crisis, such as the current pandemic, where healthcare professionals face numerous challenges and risks. By fostering a positive and supportive culture, organizations can mitigate the negative effects of the pandemic on employee well-being and enhance overall organizational performance. Therefore, it is crucial for organizations in the healthcare sector to recognize and prioritize the importance of their culture and climate in supporting the well-being of their employees in times of crisis.
