Journal of Healthcare Management - July/August 2014 - (Page 299)

t He e f f e ct of p rofess I onal c ulture on motivation. Physicians' professional culture has undergone changes as a result of external pressures, such as litigation and lobbying, that have shifted some professional norms in the minds of doctors. However, facilitating professionalism is still the strongest means to enact obligation-based intrinsic motivation. I ntrInsIc M otIvatI on a Mong p H ys IcI ans importance of the individual within the team, and support bonding of team members through common recognition and shared infrastructure. Organization * Work for an organization that sets goals for you. * Feel connected to your organization. * Have routines in your work life. * Have a long-term contract with the organization. Largest-Impact Elements of Professional Culture and Their Benefits to Organizations The individual items that showed the highest factor loadings on the factors provide insights into opportunities for organizations that aim to improve their support of physicians and management of professionals' motivation. The factors and their respective potential measures relate to the following aspects: Implications: Strike the balance between organizational commitment and autonomy, offer a sense of security for individuals, and provide ways for them to identify with the organization (e.g., through branding). Work * Solve problems analytically. * Develop a plan or concept before engaging in more complex work. * Measure and analyze the results of your work. Implications: Create an interesting and challenging work environment, reward accomplishments, and provide a supportive framework for work processes. Colleagues * Maintain a flexible work schedule. * Achieve goals set by yourself. * Work in a team. * Have a close relationship with your coworkers. Implications: Allow flexible work arrangements to enhance work-life balance and family duties, acknowledge the Policy and Management Implications The results of this study suggest that purposeful management of professional culture is an essential ingredient in managing professionals in organizations. In this way, policies that support medical education (the socialization process of professional culture) and a more targeted management of professional culture could help healthcare organizations to do so in their institutions and thereby increase the performance of the system. Enhancing participation in medical and organizational decision making, improving career opportunities, and promoting professional cooperation can lead to a high level of identification to the work and motivation (Janus et al., 2008). Karasek (1979) showed in his job demand control model that decision latitude (as in job autonomy) has an impact on job identification. Other 299

Table of Contents for the Digital Edition of Journal of Healthcare Management - July/August 2014

Journal of Healthcare Management - July/August 2014
Contents
Interview With Charles R. Evans, FACHE, President of the International Health Services Group and Senior Advisor at Jackson Healthcare
The Most Effective Leadership Style for the New Landscape of Healthcare
Exploring Obstacles to Success for Early Careerists in Healthcare Leadership
Decisions Through Data: Analytics in Healthcare
Sustainable Competitive Advantage for Accountable Care Organizations
Hospital Characteristics Associated With Achievement of Meaningful Use
The Effect of Professional Culture on Intrinsic Motivation Among Physicians in an Academic Medical Center
Abstract from the Academy of Management

Journal of Healthcare Management - July/August 2014