An organizational identification manual for Cruz-Rabe maternity and general hospital

• Main Authors: Calderon, Elyza Rose M., Capacete, Dominic Antoni C., Cipriano, Nathaneil Jude Christian C.
• Format: text
• Language: English
• Published: Animo Repository 2017
• Subjects: Cruz-Rabe Maternity and General Hospital (Philippines); Employee handbooks > Philippines > Taguig City; Hospitals > Philippines > Taguig City; Communication
• Online Access: https://animorepository.dlsu.edu.ph/etd_bachelors/6858
• Institution: De La Salle University

Cruz-Rabe Maternity and General Hospital (CRMGH) is a privately-owned level one, secondary, and general hospital in Taguig City. Strong organizational identification should be present in all medical organizations, including CMRGH, since it would motivate members to provide quality work (Baumeister & Leary, 1995 as cited in van Dick, van Knippenberg, Kerschreiter, Hertel, & Weiseke, 2007). Communication audit results conducted by the thesis group revealed that employees have poor organizational identification because of the method used by CRMGH to communicate its goals and values were poor and insufficient. Social identity theory was the framework used in the thesis project because it draws on organizational identification, wherein it would strengthen organizational identification of organizational members through the exposure of distinctive, central, and, enduring (Dutton, Dukerich, & Harquail, 1994, p. 243) characteristics about the organization. Before and after exposure to the thesis project pre- and post-test results revealed that the overall organizational identification score of the employees increased while one of the three dimensions, sharing of organizational goals and values increased two of the three dimensions, self categorization and labelling and sense of attachment, belonging, and membership of the organization decreased. Although there was a decrease in two of the dimensions, overall organizational identification still increased which implies that the production of the manual allowed CRMGH employees to have a stronger sense of organizational identification, which could benefit them with enhanced motivation to provide quality service.