부산대학교 도서관

Our hospital has placed great importance on its basic philosophy and its organizational culture and identity in order for the hospital and its staff to contribute to local health care. For this purpose, we have systematically implemented staff training aimed at instilling these concepts. However, we have yet to check the penetration levels. This study was designed to determine the level of penetration of training content on organizational identity through a questionnaire survey. Of 1,696 total staff, 1,418 responded to the pre-training questionnaire. The number of participants who completed the post-training questionnaire respondents was 1,016. In the pre-training questionnaire, 53.9% of staff indicated that they “understood or mostly understood” (collectively referred to as “understanding”) their “mission in the community”. In contrast, 84.0% of the staff reported understanding the “mission” after training. Understanding of their “role in the community” was 53.8% and 85.5% before and after training, respectively. Furthermore, understanding of the “significance of the project” was 48.3 and 82.3% before and after training, respectively. The level of understanding of organizational identity achieved through this training varied by occupation. For training conducted in 2012, the level of understanding of organizational identity 7 years later was approximately 50%, indicating the difficulty in instilling understanding of organizational identity. This training was effective in improving understanding of organizational identity. However, differences in this understanding were observed between occupations, suggesting the need for training programs that are flexible and tailored to the content and occupation.