All articles by Kanibolotsky A. A.
2022 № 10 Approaches to the study and development of corporate culture in a healthcare organization
Relevance. The N. V. Sklifosovsky Research Institute for Emergency Medicine is a leading multidisciplinary medical institution with a unique corporate culture. In its established work team, the heads of departments are carriers and indicators of values for the employees.
P u r p o s e . To study the values of the heads of departments.
M e t h o d s . Anonymous survey among two groups of heads: GrS (scientific departments) and GrC (clinical departments) using the methodology of assessing the value profile (questionnaires: SVS‑57, PVQ‑47) and labor motives (Martin-Ritchie questionnaire).
F i n d i n g s . The questionnaires were filled out by 25 heads, of which GrS – 11 people (44%), GrC – 14 (56%). According to the Schwartz questionnaire, in the GrS, “Self-Direction” was in the first place in the value profile rating, “Benevolence” was in the second place, “Security” was in the third, and in the GrC, “Security” was in the first place, “Benevolence” was in the second, “Self-Direction” was in the third. Regression analysis was carried out in the general group: clustering was determined by the indicator “Universalism” (0.13). Its strong correlation with “Security” was revealed (k=0.73, p<0.01). According to the Martin-Ritchie questionnaire, the main motivating factor for people is the feeling of their own relevance in interesting and socially useful activities.
In particular, the respondents for whom “Security” is not a priority want more recognition from other people than employees for whom “Security” is very important. The respondents ranking the “Security” value first prefer material incentives, but they also prefer to set challenging goals and achieve them.
C o n c l u s i o n s . In the rating of value orientations among the heads of scientific and clinical departments, there are divergent values of “Self-Direction” and “Security”, which increases the risk of professional burnout. The priority motives of mid-level executives were identified. The data obtained during the CC monitoring can be used for the development of communication strategies within the clinic (including in the distribution of functional responsibilities), as well as for image-building activities aimed at the external environment.
2022 № 9 Intentional potential of scientific and clinical heads as a strategic resource of a healthcare organization
R e l e v a n c e . The healthcare management system requires high-quality and rational use of the organization’s workforce, i. e. the skills of employees. The intentional potential of an employee is a set of needs, motives, etc., the «core» of the personality driving it to achieve a meaningful goal. The N. V. Sklifosovsky Research Institute for Emergency Medicine is a leading multidisciplinary medical institution with an established multi-level system and management culture, the quantitative assessment of the intentional potential of which is of great interest.
P u r p o s e : to study the intentional potential of the heads of clinical and scientific departments.
M e t h o d s . An anonymous survey was conducted among the heads of the scientific and clinical departments of the N. V. Sklifosovsky
Research Institute for Emergency Medicine (2021), including two methods of S. Schwartz: assessment by the level of normative ideals (SVS) and by individual priorities (PVQ). The procedures of centering and ranking by the average values of each valuemotivational type were carried out. Next, the value-intentional consistency (VIC) and the coefficient of value oppositions (Cvo) were investigated.
F i n d i n g s . No statistically significant differences in the VIC at the SVS and PVQ levels, as well as no differences in the Cvo at the SVS level in the groups of heads of clinical and scientific departments were revealed. Intrapersonal contradictions between the value oppositions «Security» and «Stimulation» at the PVQ level (p<0.05) were revealed, they are less pronounced in the group of heads of scientific departments. There were also no statistically significant differences in the other oppositions of value orientations of the PVQ level.
C o n c l u s i o n s . The presented results can be used as additional factors in the planning and implementation of measures of sociopsychological management of scientific and clinical departments. In the professional selection for the relevant positions, the Cvo indicator is more informative. Differences between the groups of scientific and clinical heads in the «Security – Stimulation» Cvo were shown, the distribution of this indicator tends to be more pronounced among the group of scientific heads.