Background: Chinese public hospitals are facing ‘business-like’ transformation challenges in the Health Care Reform policy era, with increasing focus on lean management and efficiency. At the same time, other issues have occurred, including tense physician-patient relations, heavy workloads and high job stress which have led to low job satisfaction and burnout among medical staff. This paper aims to explore a Chinese hospital culture profile with the possibility of combining a culture of a patient wellness-centered approach and a business-like approach. Methods: A questionnaire (n=110) using convenience sampling was carried out at Sun Yat-sen University Cancer Center (SYSUCC). Observation and interview (n=8) data on the hospital’s operations were also collected. Results: SYSUCC’s culture profile includes clan culture (mean = 4.35), hierarchical culture (mean = 4.40) and rational culture (mean = 4.32). The Chief Clinical Professor Responsibility System is a key strategy that enables this culture profile to be successful in the hospital. Conclusion: This culture profile focuses on teamwork inside and outside of the medical teams to achieve a positive and cohesive effect, with standardized operational and formal procedures, as well as, a performance assessment system to reach the goal of operational stability, efficiency and better financial outcomes.
| Published in | Science Journal of Business and Management (Volume 9, Issue 4) |
| DOI | 10.11648/j.sjbm.20210904.11 |
| Page(s) | 237-244 |
| Creative Commons |
This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited. |
| Copyright |
Copyright © The Author(s), 2024. Published by Science Publishing Group |
Culture Profile, Chinese Hospital, Team Work, Efficiency
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APA Style
Wangqing Peng, Yun Chen, Yu Cheng, Huiwen Zhai, Zijie Shao, et al. (2021). Chinese Hospital Culture Profile for Better Performance and Staff Satisfaction: A Case Study. Science Journal of Business and Management, 9(4), 237-244. https://doi.org/10.11648/j.sjbm.20210904.11
ACS Style
Wangqing Peng; Yun Chen; Yu Cheng; Huiwen Zhai; Zijie Shao, et al. Chinese Hospital Culture Profile for Better Performance and Staff Satisfaction: A Case Study. Sci. J. Bus. Manag. 2021, 9(4), 237-244. doi: 10.11648/j.sjbm.20210904.11
AMA Style
Wangqing Peng, Yun Chen, Yu Cheng, Huiwen Zhai, Zijie Shao, et al. Chinese Hospital Culture Profile for Better Performance and Staff Satisfaction: A Case Study. Sci J Bus Manag. 2021;9(4):237-244. doi: 10.11648/j.sjbm.20210904.11
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Download@article{10.11648/j.sjbm.20210904.11,
author = {Wangqing Peng and Yun Chen and Yu Cheng and Huiwen Zhai and Zijie Shao and Jun Ma},
title = {Chinese Hospital Culture Profile for Better Performance and Staff Satisfaction: A Case Study},
journal = {Science Journal of Business and Management},
volume = {9},
number = {4},
pages = {237-244},
doi = {10.11648/j.sjbm.20210904.11},
url = {https://doi.org/10.11648/j.sjbm.20210904.11},
eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.sjbm.20210904.11},
abstract = {Background: Chinese public hospitals are facing ‘business-like’ transformation challenges in the Health Care Reform policy era, with increasing focus on lean management and efficiency. At the same time, other issues have occurred, including tense physician-patient relations, heavy workloads and high job stress which have led to low job satisfaction and burnout among medical staff. This paper aims to explore a Chinese hospital culture profile with the possibility of combining a culture of a patient wellness-centered approach and a business-like approach. Methods: A questionnaire (n=110) using convenience sampling was carried out at Sun Yat-sen University Cancer Center (SYSUCC). Observation and interview (n=8) data on the hospital’s operations were also collected. Results: SYSUCC’s culture profile includes clan culture (mean = 4.35), hierarchical culture (mean = 4.40) and rational culture (mean = 4.32). The Chief Clinical Professor Responsibility System is a key strategy that enables this culture profile to be successful in the hospital. Conclusion: This culture profile focuses on teamwork inside and outside of the medical teams to achieve a positive and cohesive effect, with standardized operational and formal procedures, as well as, a performance assessment system to reach the goal of operational stability, efficiency and better financial outcomes.},
year = {2021}
}
TY - JOUR T1 - Chinese Hospital Culture Profile for Better Performance and Staff Satisfaction: A Case Study AU - Wangqing Peng AU - Yun Chen AU - Yu Cheng AU - Huiwen Zhai AU - Zijie Shao AU - Jun Ma Y1 - 2021/10/29 PY - 2021 N1 - https://doi.org/10.11648/j.sjbm.20210904.11 DO - 10.11648/j.sjbm.20210904.11 T2 - Science Journal of Business and Management JF - Science Journal of Business and Management JO - Science Journal of Business and Management SP - 237 EP - 244 PB - Science Publishing Group SN - 2331-0634 UR - https://doi.org/10.11648/j.sjbm.20210904.11 AB - Background: Chinese public hospitals are facing ‘business-like’ transformation challenges in the Health Care Reform policy era, with increasing focus on lean management and efficiency. At the same time, other issues have occurred, including tense physician-patient relations, heavy workloads and high job stress which have led to low job satisfaction and burnout among medical staff. This paper aims to explore a Chinese hospital culture profile with the possibility of combining a culture of a patient wellness-centered approach and a business-like approach. Methods: A questionnaire (n=110) using convenience sampling was carried out at Sun Yat-sen University Cancer Center (SYSUCC). Observation and interview (n=8) data on the hospital’s operations were also collected. Results: SYSUCC’s culture profile includes clan culture (mean = 4.35), hierarchical culture (mean = 4.40) and rational culture (mean = 4.32). The Chief Clinical Professor Responsibility System is a key strategy that enables this culture profile to be successful in the hospital. Conclusion: This culture profile focuses on teamwork inside and outside of the medical teams to achieve a positive and cohesive effect, with standardized operational and formal procedures, as well as, a performance assessment system to reach the goal of operational stability, efficiency and better financial outcomes. VL - 9 IS - 4 ER -
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