Abstract
Compassion in organizations and their determinants is a research topic that is still underdeveloped, in consequence, a study was carried out with a sample of 112 employees in a health services organization in Bogotá (Colombia). To achieve this goal, the Organizational Culture Artifact Questionnaire -OCSA- and the Compassion Organizational Practices Questionnaire were administered. The results show that the organizational culture through its artifacts predicts in a significant way the adoption of compassion organizational practices. In analyzing the type of culture that has the greatest predictive power over compassionate organizational practices, it has been found that progressive culture has the greatest effect, in contrast to traditional culture. The conclusions discuss the practical implications of the study and its limitations.
Highlights
When talking about humanization in health care, it is necessary to consider a set of values that require training professionals in this area to achieve the proficiency that will guarantee quality care (Correa, 2016)
The results obtained in the investigation provided confirmation that in the institution under study, the organizational culture, through its artifacts, has an effect on the adoption of compassion practices, which is in line with what was proposed by Dutton et al (2014) and the previous evidence obtained by Martin et al (2016), and Smith et al (2014)
Given that the organizational culture establishes the way of doing things (Barney, 1986), it is reasonable to see a link between culture and the three manifestations of compassion studied in the present investigation: help for third parties, employee support and human resources compassion practices
Summary
When talking about humanization in health care, it is necessary to consider a set of values that require training professionals in this area to achieve the proficiency that will guarantee quality care (Correa, 2016). Given that during the last thirty-five years the social sciences in Latin America have transformed their research agendas (Enríquez, 2015), it is found that some researchers and professionals have recently begun to pay more attention to compassion at work, after realizing that employees’ suffering within an organization entails an inordinate cost in financial, psychological and social terms (Moon, Hur, Ko, Kim & Yoon, 2016). On the latter, Dutton, Workman & Hardin According to Friedman and Gerstein (2017), compassion can be a powerful ingredient that makes an organization thrive
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