EFFECT OF SOCIO-DEMOGRAPHIC FACTORS ON ORGANIZATIONAL CLIMATE IN HOSPITAL

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1 Journal of Management (JOM) Volume 5, Issue 5, September-October 2018, pp , Article ID: JOM_05_05_023 Available online at ISSN Print: and ISSN Online: EFFECT OF SOCIO-DEMOGRAPHIC FACTORS ON ORGANIZATIONAL CLIMATE IN HOSPITAL Kangjam Mukhara Devi Research Scholar, Manipur Institute of Management Studies Manipur University, Canchipur, Imphal, Manipur, India Prof. W. C. Singh Professor, Manipur Institute of Management Studies Manipur University, Canchipur, Imphal, Manipur, India ABSTRACT Hospital is an important organization in any nation and it typically employs a large number of professional like specialist, physicians, nurses, and management professionals, etc. to fulfill its organizational goals. For hospital too, organizational climate study is considered one of the factors for better performance. The significance of organizational climate is that it is the shared perceptions of the meaning of values, policies, practices and procedures that employees experience in the organization. The study is conducted in select hospitals of Manipur and the samples were taken from those who are in administration and the medical staffs who directly engage in treatment of patients. The purpose of the study is to find the influence of sociodemographic factors of staff as an independent variable on identified organizational climate dimensions. Key words: Organizational climate, socio-demographic factor, job performance. Cite this Article: Kangjam Mukhara Devi and W. C. Singh, Effect of Socio- Demographic Factors on Organizational Climate in Hospital, Journal of Management, 5(5), 2018, pp INTRODUCTION Hospital is known as a healthcare institution providing treatment by the specialised staff and equipment to the patient. The ultimate goal of the hospital is to provide continuity of healthcare to patients and other goals are (a) supportive goals that will help to achieve therapeutic goal and (b) education and research. Hospitals typically employ a large number of professionals like specialist, physician, nurses, technicians, management professionals and other non-professionals staffs in order to achieve its organizational goals. Specialist and professionals can perform their functions only when a considerable array of supportive personnel and auxiliary services is put at their disposal at all times. Their service to the patient is mutually supplementary and interdependent. So, without proper coordination, attainment of gaol could not be ensured. This high degree of differentiation and specialisation creates editor@iaeme.com

2 Kangjam Mukhara Devi and W. C. Singh critical problem of coordination in the hospital. Organizational climate may be defined as the shared perceptions of and the meaning attached to the policies, practices, and procedures employees experience and the behaviors they observe getting rewarded and that are supported and expected (Ostroff et al. 2003[1], Schneider & Reichers 1983[2], Schneider et al. 2011[3]). As such organizational climate has certain dimensions that influence the organizational performance. So, for this particular study, the researcher has identified socio-demographic factors of the employees in the organization as independent variable and has attempted to study its influence on organizational climate dimensions. 2. LITERATURE REVIEW There are number of studies that report the variation in the perception of organization between different employees (Payne and Mansfield 1973[4], Waters et al [5]). The sociodemographic background of employees may also affect on organizational climate perception. Schneider (1972 [6]) stated that individual acts as an information processor when forming climate perceptions using both organizational and personnel characteristics data. El-lowzy and Mousa (1994 [7]) discussed and explained about the job performance and satisfaction level with concerned to organizational climate among working members in hospital. Bednar, Marshall and Badouthi (1995 [8]) studied the influence of various demographic and socio-economic factors on perceived stress level of the employees in bank. They found that there were significant differences between genders, among management levels and age groups. Hence, it can be said that literature in regard to the inclusion of socio-demographic factors as independent variables in the study of organizational climate is limited. 3. OBJECTIVE OF THE STUDY To measure the influence of socio-demographic factors on staff perception of the organizational climate dimensions in the hospital. 4. RESEARCH METHODOLOGY The design of the research is descriptive research. The type of the data for the study is primary data. The data were collected from 323 sample size from seven hospitals in Manipur. Then after thorough scrutiny and checking of the data, statistical analysis was performed by using IBM: SPSS Statistics Version 22. For analysis purposes, total number of scores earned through each domain is converted into mean percentage. All the scores are expressed in terms of mean and standard deviation (Mean±SD) and their variation between two categories is tested by Independent Samples t-test while variation of more than two categories is advocated by F-test, commonly known as ANOVA (Analysis of Variance). Series of questions or statements are provided to measure perception on organizational climate in hospitals is measured through series of questions by Likert scale with three categories of 1, 2 and 3 points in some questions and with three categories of 0, 1 and 2 points in remaining questions. There are five identified organizational dimensions as domains consisting of various statements. They are working condition, formalization, decentralization, communication and leadership. The Table no. 1 shows the detail of domains with number of statements along with maximum and minimum scores editor@iaeme.com

3 Effect of Socio-Demographic Factors on Organizational Climate in Hospital Domains No. of statements Table 1 No. of categories of 1, 2 & 3 points No. of categories of 0, 1 & 2 points Maximum score Minimum score Working condition Formalization Decentralization Communication Leadership FINDINGS AND OBSERVATION 5.1. Socio-Demographic Profile The socio-demographic profile includes age, gender, marital status, educational qualification, and position hold in the hospital (designation) of the staff for the study. Table 2 Socio-demographic profile Parameters No. of Percentage cases Age (yr) Gender Male Female Marital status Unmarried Married Educational Laboratory technician Qualification Nursing diploma Nursing graduate Nursing postgraduate Medical graduate Medical post graduate MBA Graduate (Gen) Postgraduate (Gen) Position hold (Designation) Administrator Counsellor Medical officer Staff Nurse Technician Source: Primary data Table no. 2 deals with distribution of number of staffs according to socio-demographic profile like age, gender, marital status, and educational qualification. There are 323 staffs in editor@iaeme.com

4 Kangjam Mukhara Devi and W. C. Singh the sample under consideration, out of them maximum number have the age range of years. Those having the age range of years have the least number which is followed by years. Female has much more number (83.6%) than that of her male counterpart (16.4%) in the present sample. Most of the staffs in the sample are married (72.8%) while only 27.2% are unmarried. With respect to educational qualification of the staffs, highest percentage (60.1) pertains to nursing diploma followed by nursing graduate (12.4%), laboratory technician (8.7%), medical graduate (7.7%), MBA (3.1%), medical post graduate (2.5%), postgraduate (general course) (2.2%), and lowest percentage (1.9) found to be graduate (general course). In case of designation of the staffs, the highest percentage is nurses, followed by technicians and doctors. And administrators and the counselors are found to be the next to lowest and lowest in number respectively Measurement of Socio-demographic Factors on Organizational Climate Table No. 3: Difference of mean % of total score of working condition, formalization, decentralization, Communication & leadership amongst age groups Age group (yr) Mean±SD Formalization Decentralization Communication Leadership Working condition (23) 69.38± ± ± ± ± (76) 74.94± ± ± ± ± (79) 75.68± ± ± ± ± (67) 77.48± ± ± ± ± (34) 84.19± ± ± ± ± (17) 75.49± ± ± ± ± (15) 77.77± ± ± ± ± (12) 81.94± ± ± ± ±12.35 Total (323) 76.65± ± ± ± ±13.18 F-value Df (7, 315) (7, 315) (7, 315) (7, 315) (7, 315) P-value *Figure within parenthesis indicates number of cease; SD: standard deviation; F: ANOVA (analysis of variance); df: degree of freedom; P-value: probability due to chance factor Table no. 3 deals with a detail comparison of mean % of total score of working condition, formalization, decentralization, communication and leadership amongst eight age groups. Further the variation of mean within each domain is tested by F-test and its value along with P-value is also set forth in the table. Mean % for working condition and communication vary significantly over the groups as their P-values are less than 0.05 but more than On the contrary, the mean % for formalization, decentralization, and leadership do not vary significantly over the age groups as none of their P-values is less than Table No. 4: Difference of mean % of total score of working condition, formalization, decentralization, communication, leadership & job satisfaction between genders Parameters Mean±SD t-value df P-value Male (53) Female (270) Working condition 76.49± ± Formalization 73.93± ± <.001 Decentralization 47.82± ± <.001 Communication 62.47± ± Leadership 88.14± ± *Figure within parenthesis indicates number of case; SD: standard deviation; t: independent samples test; df: degree of freedom; P-value: probability due to chance factor editor@iaeme.com

5 Effect of Socio-Demographic Factors on Organizational Climate in Hospital In the present sample there are 53 males and 270 females and mean % of total score earned through the domain is distributed between them. It is interesting to note that in all the six domains considered, except in leadership, female has better organizational climate perception than that of her counterpart male in the hospitals as their mean % of total scores are larger than the mean % of total scores for male. Nonetheless P-values suggest that in formalization, and decentralization, female has very highly significant better organizational climate than that of her counterpart male in the hospitals as evident by their corresponding P- values which are less than For working condition, leadership, and communication, there is not much variation between the genders despite some visible variations which might be caused due to chance factors. Table No. 5: Difference of mean % of total score of working condition, formalization, decentralization, communication & leadership between marital status Parameters Mean±DS t-value df P-value Married (235) Unmarried (88) Working condition 77.42± ± Formalization 81.46± ± Decentralization 59.08± ± Communication 67.68± ± Leadership 87.23± ± *Figure within parenthesis indicates number of cease; SD: standard deviation; t: independent samples test; df: degree of freedom; P-value: probability due to chance factor Marital status of the staff doesn t have any significant role towards the organizational climate in hospitals. This statement is supported by insignificant test value as none of the P- values is less than 0.05, the significance level adopted for the purposed. Table No. 6: Difference of mean % of total score of working condition, formalization, decentralization, communication & leadership amongst educational qualifications Educational Mean±SD qualification Working Formalization Decentralization Communication Leadership condition Nursing diploma 74.63± ± ± ± ± (194) Nursing 85.00± ± ± ± ± 9.31 postgraduate (5) Graduate (6) 75.00± ± ± ± ± Laboratory 78.57± ± ± ± ± 6.86 technician (28) MBA (10) 87.08± ± ± ± ± Medical 80.00± ± ± ± ± graduate (25) Nursing graduate 79.16± ± ± ± ± (40) Postgraduate (7) 79.16± ± ± ± ± 8.67 Medical post 76.56± ± ± ± ± graduate (8) Total (323) 76.65± ± ± ± ± F-value Df (8, 314) (8, 314) (8, 314) (8, 314) (8, 314) P-value.214 <0.001 < *Figure within parenthesis indicates number of cease; SD: standard deviation; F: ANOVA (analysis of variance); df: degree of freedom; P-value: probability due to chance factor In order to study the role of educational qualification of the staffs towards the organizational climate in hospital, table no. 6 is initiated highlighting distribution of mean % score for all the domains according to nine categories of educational qualification. Highly editor@iaeme.com

6 Kangjam Mukhara Devi and W. C. Singh significant P-values (<0.001) for formalization, and decentralization, indicate that there is a great variation of means over the educational qualification in those domains of organizational climate while just significant P-value (.019) in favour of communication highlights that significant variation is stilled persisted within its domain. On the contrary no significant variation is experiential within working condition and leadership. Table No. 7: Difference of mean % of total score of working condition, formalization, decentralization, communication & leadership amongst various designations Occupation Administrator (21) Counselor (12) Medical officer (29) Staff nurse (229) Technician (32) Total (323) Mean±SD Working condition Formalization Decentralization Communication Leadership 80.35± ± ± ± ± ± ± ± ± ± ± ± ± ± ± ± ± ± ± ± ± ± ± ± ± ± ± ± ± ± F-value Df (4, 318) (4, 318) (4, 318) (4, 318) (4, 318) P-value.358 <0.001 <0.001 < *Figure within parenthesis indicates number of cease; SD: standard deviation; F: ANOVA (analysis of variance); df: degree of freedom; P-value: probability due to chance factor For analysis purposes, occupation of staffs is pooled into five group viz., administrator, counselor, medical officer, staff nurse, and technician with their numbers. In order to test the significant variation of mean % score within each domain with respect to occupation F-test is advocated and its findings along with P-values are set forth in the table no. 7. F-values (P<0.001) have supplementary recommended that the mean is found to vary very highly significantly within the domains of formalization, decentralization and communication when classification is made according to occupation of the staffs. Nonetheless, insignificant F- values in cases of working condition and leadership indicate that mean is not vary significantly within these domains statistically when analysis is made according to occupation. 5. CONCLUSIONS This study has been conducted with the purpose of gaining some insight into the influence of socio-demographic factors of staff of hospital on organizational climate perception and that ultimately reflecting on their performance behaviour and attitude. The socio-demographic factors such as age, gender, marital status, educational qualification and the designations in the organization were included for the study. The findings of the study can be summarized as follows: Influence of age: Mean percentages of organizational climate dimensions communication and working condition vary significantly over the age groups with P values and (<0.001) respectively. Influence of gender: Female staffs (study sample) have highly significant better perception of organizational climate than the male staffs (study sample) as evident by their P values less than 0.01 in case of formalization and decentralization editor@iaeme.com

7 Effect of Socio-Demographic Factors on Organizational Climate in Hospital Influence of marital status: The finding indicates that there is no significant variation among married and unmarried staffs in regards to organizational climate perception. Influence of educational qualification: Formalization and decentralization with highly significant values (<0.001) shows that there is significant variation of mean percentage over the various educational qualifications in regards to the organizational climate perception of the staffs. Influence of occupation: Formalization, decentralization and communication with P values less than indicate that there is very highly significant variation of mean percentage when analysis is made according to occupations of the staffs. Thus, organizational climate perception of staffs exhibits a link with the organizational characteristics. The findings stress the importance of systematic understanding that sociodemographic factors also affect the organizational climate perception on the staffs of hospitals. So, healthcare administrators must also focus on such factors when the situation warrants for the better organizational performance as well as to achieve the goals of the organization. REFERENCES [1] C. Ostroff, A.J. Kinicki, M.M. Tamkins. Organizational culture and climate. In Handbook of Psychology: Industrial and Organizational Psychology, ed. WC Borman, DR Ilgen, RJ Klimoski, Vol 12, 2003, New York: Wiley [2] B. Schneider, A.E. Reichers. On the etiology of climates. Pers. Psychol. 36: 1983, [3] B. Schneider, M.G. Ehrhart, W.H. Macey. Perspectives on organizational climate and culture. In APA Handbook of Industrial and Organizational Psychology: Vol. 1. Building and Developing the Organization, ed. S Zedeck, Washington, DC: Am. Psychol. Assoc. [4] R. A. Payne, R. Mansfield. Relationships of perceptions of organisational structure, context and hierarchial positions. Administrative Science Quarterly, Vol 18(4), 1973, [5] L.K. Waters, Darell, Roach, B. Nick. Organizational climate dimensions and job related attitudes. Personnel Psychology, Vol 27(3), 1974, [6] Schneider, Hall. Organizational Climate: Individual Preferences and organizational realities, Journal of Applied Psychology, Vol 569(3), [7] El- Lowzy and Mousa. Organizational climate satisfaction of the public sectors hospital employees in Jordan, Dirasat, December Vol 21A(6), [8] A. Bednar, C. Marshall, S. Bahouth. Identifying the relationship between work and nonwork stress among bank managers, Psychology representation, December Vol 77(3 Pt 1), editor@iaeme.com