Hastanelerin Performansı ve Kaynak Yönetimi ile Hastane Yöneticilerinin Örgütsel Özdeşleşme ve Bağlılık Düzeyleri Arasındaki İlişkinin İncelenmesi
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Due to the continuous increase in health expenditures, the concept of performance and resource management in hospitals has gained more importance in recent years and studies on the relationship between both organizational and manager characteristics have been needed. In this study; the relationship between organizational commitment, professional commitment and organizational identification levels of hospital managers and hospital performance and resource management capacity were investigated. The study was conducted on 232 managers in 41 hospitals in Istanbul and Ankara. Primary and secondary data sources were used in the study. Using the survey method as the primary data source, the demographic characteristics, organizational and professional commitment, identification levels of the managers and the hospital resource management capacity and perceived performance level were determined. As a secondary data source, data on hospital characteristics and objective performances were obtained by applying hospital statistics. As a result of the evaluation; it was observed that the number of hospital type and the number of medical specialities were significantly effective on objective performance (P <0,05), and the perceived performance of hospital managers differed significantly according to organizational identification levels of hospital managers (P <0,05). On the other hand, it was concluded that the effect of managers' duties, gender, total management and the duration of management in the hospital they worked with, and formal management training and the organizational and professional commitment levels of the managers were not significant (P> 0.05). On the resource management capacity of the hospitals, it was concluded that the organizational commitment levels of hospital managers have a strong effect (P <0.05). On the other hand, the gender, duty, total and the hospital management period, professional commitment and organizational identification levels, hospital type, number of medical specialties and hospital age were found to be insignificant on hospital resource management capacity (P> 0.05). In addition, it has been examined whether the resource management capacity of hospitals has an mediating effect on perceived and objective performance. It was found that objective performance had no mediating effect but perceived performance had a mediating effect (P <0.05). These results are expected to provide important clues for improvements in hospitals' performance and resource management capacity.