为医院开发一个多维的合并后识别 (PMI) 规模
Mohini Yadav1, Mahima Thakur2, Sunil Budhiraja3
1Sri Venkateswara College , New Delhi, India.
Journal of health organization and management
|February 18, 2026
概括
这项研究开发了一种规模来衡量医院的合并后识别 (PMI),发现组织正义和M&A潜力对于员工的结果至关重要,比如愿意改变.
科学领域:
- 组织行为 组织行为
- 医疗保健管理的管理
- 人力资源管理 人力资源管理
背景情况:
- 医院行业的并购和收购 (M&A) 对员工整合提出了独特的挑战.
- 建立统一的合并后身份 (PMI) 对于成功的并购整合和员工保留至关重要.
研究的目的:
- 开发和验证用于医院部门测量合并后识别 (PMI) 的多维量表.
- 检查PMI对员工变化准备,知识共享行为和留下来的意图的影响.
主要方法:
- 采用了量化研究方法,采用了一个后积极主义范式.
- 该研究调查了印度私立医院的398名员工,这些医院在过去五年内经历了并购.
主要成果:
- 验证了PMI的七维规模,确定了组织正义和并购潜力作为关键驱动因素.
- 开发的PMI规模显著影响了员工的变化准备,知识分享行为和留下来的意图.
结论:
- 加强PMI对于医院M&A至关重要,以促进合作,确保患者护理的连续性,并实现成功的整合.
- 组织正义和并购潜力被确定为塑造医疗保健环境中合并后识别的重要因素.
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