Organizational culture in the primary healthcare setting of Cyprus

Table 3 Differences between desired and existing organizational culture dimensions in the primary healthcare setting

Culture dimension	Mean ± S. D.	Paired differences† Mean ± S. D.	p-value
Supportiveness (D)	1.42 ± 0.51	−0.94 ± 0.89	0.000
Supportiveness (P)	2.37 ± 0.80
Innovation (D)	1.61 ± 0.60	−0.91 ± 0.92	0.000
Innovation (P)	2.52 ± 0.84
Competitiveness (D)	1.72 ± 0.54	−0.81 ± 0.84	0.000
Competitiveness (P)	2.54 ± 0.78
Performance orientation (D)	1.39 ± 0.45	−1.02 ± 0.93	0.000
Performance orientation (P)	2.41 ± 0.84
Stability (D)	1.44 ± 0.56	−1.14 ± 0.93	0.000
Stability (P)	2.58 ± 0.82
Emphasis on rewards (D)	1.46 ± 0.61	−1.45 ± 1.10	0.000
Emphasis on rewards (P)	2.91 ± 0.94
Social responsibility (D)	1.50 ± 0.48	−0.88 ± 0.90	0.000
Social responsibility (P)	2.38 ± 0.83

^†Paired differences in means ± S. D: Difference in the mean values of each cultural dimension pair (subtraction of the mean value of desired from prevailing culture).
Desired culture (D): “How important is it for this characteristic to be a part of the organization you work for?.
Prevailing culture (P): “To what extent is your organization recognized for its…?”.
p- value: statistical significance <0.05.

ISSN: 1472-6963