چکیده (انگلیسی):

Organizational climate and organizational culture are two very interesting concepts for the aim of definition of a system of quality and continuous improvement within a healthcare organization. Ergonomically, the study of organizational climate responds to the need to assess the impact of organizational actions on daily work processes and is also a way to measure the health of an organization. Purely technical disputes on the problem of definition of organizational climate are related to the absence of an adequate theoretical model. We will examine them in a critical and analytical way. A further contribution examined is called "cultural". This theoretical model is based on an interactive approach and considers the interactions between the members of the group as a key determinant of organizational climate. The model further adds that a predominant influence on these interactions is exercised by the portion of meanings and knowledge that is mediated by organizational culture. We argue that the two concepts, climate and culture, are distinct constructs, but locked or linked.