Table 2 Principal component number 1
24: recognition of good results by the organisation | 0.77 |
17: concern of the General Management about the employees' needs | 0.76 |
30: clarity in the way the General Management evaluates performance | 0.75 |
34: respect for enterprisingness within the organisation | 0.75 |
49: support for improvement of competence | 0.75 |
46: clear aims stated by the unit's chief | 0.74 |
39: consideration of the employees' opinions by the director of the unit when decisions are made | 0.73 |
41:clarity of the incentive system in the unit | 0.73 |
47: participation in decisions undertaken within the unit | 0.73 |
18: efficacy of the General Management's system of internal communication among the various sectors of the organisation | 0.72 |
19: propensity to advise others to work in the organisation | 0.71 |
21: clarity in the assignment of job specifications by General Management | 0.71 |
25: aims clearly defined by the General Management | 0.71 |
45: propensity to advise others to work in the unit | 0.71 |
50: encouragement by the unit's chief to improve professional knowledge | 0.71 |
23: being proud to work in the organisation | 0.70 |
33: consistency between the incentive system and the organisation's goals | 0.70 |
44: comprehensibility of projects and aims of the unit | 0.70 |
31: quality of services provided by the organisation | 0.69 |
42: adequate management of internal conflicts within the unit | 0.69 |
10: increased motivation after the transformation of the organisation into a public company | 0.67 |
40: efficacious flow of information within the unit | 0.67 |
13: sense of security as a result of the reorganisation | 0.66 |
43: continuous education programs offered and promoted within the unit | 0.66 |
16: clarity of the organisation's incentive system | 0.65 |
28: efficacious flow of information within the organisation | 0.64 |
29: propensity to teamwork within the organisation | 0.64 |
6: personal involvement in decision processes which could affect one's job | 0.64 |
8: propensity of units to collaborate with each other | 0.63 |
1: recognition of one's on-the-job daily achievements | 0.62 |
12: job satisfaction | 0.62 |
7: on the job teamwork | 0.62 |
27: continuous education programs offered and promoted by the organisation | 0.61 |
20: knowledge of the organisation's action plan | 0.59 |
32: possibility of decision making for the chiefs of the units | 0.59 |
36: propensity to teamwork within the unit | 0.59 |
4: ability of the system to reward individual performance | 0.59 |
35: simplicity of roles and assignment of tasks within the unit | 0.58 |
26: concern of the General Management about customers' complaints | 0.57 |
14: equitable distribution of wages | 0.54 |
22: concern of colleagues in the organisation about patients' needs | 0.51 |
11: knowledge of the department's structure | 0.49 |
15: knowledge of the organisation's mission and vision | 0.49 |
48: adequacy of technical equipment | 0.49 |
3: knowledge of the organisational structure of the General Management | 0.48 |
37: concern for the patients' requests shown by the colleagues in the unit | 0.46 |
38: adequate working conditions in the unit | 0.44 |
5: feeling of responsability during daily work | 0.43 |
9: feeling of self-direction in daily work situations | 0.42 |
2: usually consulting colleagues in unexpected situations | 0.30 |