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Copyright of Saúde Coletiva is the property of MPM Comunicacao and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Saúde Coletiva is the property of MPM Comunicacao and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Despite a greater percentage of women in the healthcare workforce, women are underrepresented in leadership positions. Researchers have examined the influence of gender on women involvement in policy‐making and leadership in male‐dominated professions. However, no research has explored nurses' perspectives about the role of gender in impacting their involvement in health policymaking in female‐dominant profession. This study explores nurse leaders' perspectives on how gender can influence their involvement in health policymaking in Pakistan. Eleven nurse leaders with at least 1 year of experience in policymaking participated in semi‐structured interviews. The data were analyzed using reflexive thematic analysis. Four themes emerged: Patriarchy Permeates Health Policymaking; Women's Social Status and Nurses' Involvement in Policymaking; Intentionally Disregarding Nurses' Insights on Policy Forums; Condescending Attitudes Towards Women Nurses on Policy Forums. The underrepresentation of nurses in health policymaking is influenced by gender and social biases and stereotypes against women and the negative social image of the nursing profession. Health‐care organizations must play an active role and develop policies to combat gender‐based discrimination and curb the underrepresentation of nurses in healthcare policymaking. Key Points: Nurse leaders perceived that nurses' involvement in health policymaking is affected by social perception of gendered roles and leadership traits.Power imbalance and discrimination against women is a significant driver of lower participation and involvement of nurses in health policymaking.Nurse leaders reported that despite participating in the policy forums, they were often the "silent partners." [ABSTRACT FROM AUTHOR]

Copyright of Environmental & Social Management Journal / Revista de Gestão Social e Ambiental is the property of Environmental & Social Management Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Extracting barriers to organizational learning can be effective in improving the healthcare system. The current research has been carried out to identify and explain the barriers to organizational learning from the point of view of employees and experts in the healthcare system. The research has been carried out with the mixed approach of explanatory sequential follow-up on the employees and experts of the health care system of the public sector. The statistical sample in the quantitative phase (first phase) includes 206 people who were included in the study by census method. In the qualitative phase (second phase), 30 experts of the organization were selected purposefully and until theoretical saturation. Data was collected in the quantitative phase with a questionnaire and in the qualitative phase with a semi-structured interview. Quantitative phase data analysis was done with descriptive statistics and Spss and Amos software. The reliability of the questionnaire using Cronbach's alpha coefficient is higher than/75. Was. Experts were used for face validity and construct validity was evaluated through confirmatory factor analysis. In the qualitative phase, Brown and Clark thematic analysis and Maxqda2018 software were used. In the quantitative phase, it was determined that organizational learning barriers have a positive and significant relationship with all its components. The employees stated that the most important of these obstacles were resistance to new ideas in the organization and not having the opportunity to apply the learned materials. In the qualitative part, 25 codes, 13 sub-themes and 6 main themes including cultural barriers, work pressure, weakness in training, lack of resources for ideas and programs, neglecting the principle of competence and old work methods were obtained. Obstacles of workload, lack of resources for ideas and programs, and old ways of doing work were common in the quantitative and qualitative sectors. The themes of cultural barriers, weakness in education and neglect of the merit principle also developed the results of the quantitative section. This study identified some barriers to organizational learning. It is suggested that these findings be used to improve learning in healthcare organizations. [ABSTRACT FROM AUTHOR]

The article analyzes the organizational culture in public health institutions in Chile, establishing the relationship between the organizations' cultures and their level of complexity and coverage using the Denison Organizational Culture Scale. The scale was applied to a sample of 156 workers from four institutions. The results reveal that institutions with low complexity and coverage showed higher cultural levels in all dimensions: involvement, consistency, adaptability and mission; as well as in the perspectives of flexibility/stability and internal/external focus. Alternatively, responses from workers in institutions with high coverage but different complexity did not show significant differences regarding their understanding of the organizational culture. In addition, the findings highlight the relationship between the functional characteristics associated with the complexity of health organizations and their cultural features, evidencing particular differences according to the level of coverage or intensity of demand for the services they provide, as well as perspectives of flexibility and stability according to the Denison model. [ABSTRACT FROM AUTHOR]

Introduction—Health system (HS) health organizations are complex and are in constant dynamic interaction with multiple elements, including political, environmental, societal, legal, and organizational factors, along with human components, such as human resources, patients, and other stakeholders. Objective—This research aimed to study three HS organizations, identifying and characterizing the elements of health organizations and the factors related to professionals, determining their influence on economic and financial performance results, as well as results related to the professionals and to the patients comprising the institutions. Method—A quantitative study was conducted in which data were collected through questionnaires from various sources to better understand and characterize the factors related to organizations, professionals, and patients (470 health professionals and 768 patients). To test the integrated evaluation model for health organizations, path analysis was used. Results—The results reveal that the organizational culture (OC) presents a positive relationship between the professional's quality of life (QL) and the performance management (PM) of the professionals, along with a negative relationship with the psychosocial work risks (PWR). There is also a relationship between the OC and patient satisfaction (PS), professional job satisfaction (PJS), and economic and financial results (EFR). In the relationship between the processes and the results, there are significant relationships between PM and PJS and PWR and PJS. In terms of the results, there is a significant relationship between the EFR and the PS. Conclusions—This study contributes to a deeper knowledge of the factors that influence the quality of health organizations and their results and produces recommendations for health organizations to address the current challenges. [ABSTRACT FROM AUTHOR]

Healthcare organizations struggle to provide adequate assistance because of the scarcity of resources affecting National Health Systems (NHS) worldwide. It is necessary to find strategies to make the NHS sustainable. Funding cannot always be leveraged, and new variables need to be found. It is asked: What can and should be done in single health organizations to improve the efficacy of the NHS? To answer, several CEOs of Italian hospitals were interviewed. Results suggest that there is a widespread need for improvement of organizational aspects of professionals' responsibilities, better coordination between health professionals, and in-service training. Several conclusions can be sketched by the analysis of interviews. Current possible NHS problems, as well as practical suggestions on how to improve it, are offered. Bureaucracy, slow decisional processes, and weak reward systems are seen as demons to fight. How? Reforming the regulation system, valorizing professional competencies, and placing stronger emphasis on organizations' commitment. [ABSTRACT FROM AUTHOR]

Artificial intelligence (AI) and machine learning (ML) have revolutionized the way health organizations approach social media. The sheer volume of data generated through social media can be overwhelming, but AI and ML can help organizations effectively manage this information to improve telehealth, remote patient monitoring, and the well-being of individuals and communities. Previous research has revealed several trends in AI–ML adoption: First, AI can be used to enhance social media marketing. Drawing on sentiment analysis and related tools, social media is an effective way to increase brand awareness and customer engagement. Second, social media can become a very useful data collection tool when integrated with new AI–ML technologies. Using this function well requires researchers and practitioners to protect users' privacy carefully, such as through the deployment of privacy-enhancing technologies (PETs). Third, AI–ML enables organizations to maintain a long-term relationship with stakeholders. Chatbots and related tools can increase users' ability to receive personalized content. The review in this paper identifies research gaps in the literature. In view of these gaps, the paper proposes a conceptual framework that highlights essential components for better utilizing AI and ML. Additionally, it enables researchers and practitioners to better design social media platforms that minimize the spread of misinformation and address ethical concerns more readily. It also provides insights into the adoption of AI and ML in the context of remote patient monitoring and telehealth within social media platforms. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Management & Health / Revista Gestão & Saúde is the property of Revista Gestao e Saude and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Introduction: The set of values, beliefs and expectations that are widespread and accepted within an organization compose its organizational culture. The common culture acts as a cohesive link between the members of the health team, increasing both the sense of trust of the participants and the cohesion of the team. Aim: The main purpose of this study was to investigate the organizational culture of health professionals and the assessment of the identification or differentiation of the existing organizational culture from what members of the team deem as a desired one. Methodology: A cross-sectional study was conducted involving 155 health professionals working in public and private health care. The research tool used was the Organizational Culture Assessment Instrument - OCAI questionnaire, which quantitatively measures the quality parameters of the culture. It has 24 questions through which the six key dimensions of organizational culture for the present and the future are approached. The answers correspond to four different types of organizational culture with different orientations, assumptions, practices and values. The statistical analysis of the data was done with SPSS v24. Results: The predominant culture of the organizations of the participants was the Hierarchical Culture (27%) in which the organization focuses on coordination, stability and predictability. The next existing culture was the Market one, where the main characteristics were those of goal-orientation, competitive spirit and a demanding leadership. The culture of Generation (28%) in which the organization is interested in its employees and their personal development has emerged as a desirable culture. Second to that was the Open System culture, which promotes innovation and emphasizes the external environment, change and competitiveness. There was no identification of the existing culture with the desired one. Conclusion: The investigation and measurement of organizational culture in health services can contribute to the qualitative upgrade of offered health care through the adoption of common standards, perceptions and behaviors. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Economic Administrative & Legal Sciences is the property of Arab Journal of Sciences & Research Publishing (AJSRP) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The current research was conducted to analyze the components of intercultural competencies of senior managers in Iraqi health organizations with a qualitative method of thematic analysis using Sterling's (2001) approach. The research community was the senior managers of the Ministry of Interior, hospitals, and health service institutions of Iraq, among whom 20 people were reached through purposeful sampling based on specific criteria, and data saturation was reached. Data validity was confirmed by two coders and external auditors. Results indicated that the 83 codes extracted in the interviews can be categorized into five dimensions: knowledge, attitude, insight, action, and intercultural ability. The results of the content analysis of participants' interviews showed that intercultural competency can be divided into five levels of knowledge, insight, ability, activism, and intercultural attitude, with ten components of intercultural awareness, intercultural education, understanding of cultural context, cultural self-efficacy, intercultural adaptation, intercultural sensitivity, intercultural experience, intercultural communication, intercultural positivity, and empathic attitude. To achieve effective intercultural communication, Iraqi senior managers need to learn intercultural competencies to achieve a high level of communication and development in health organizations. [ABSTRACT FROM AUTHOR]

This article aims to analyze how Nigeria, the 86th ranked State according to the Global Health Security Index (GHS Index), fared through the Covid-19 pandemic by linking its Ebola experience to the pandemic response. The paper will tackle (one of) these questions: Does their response as a State truly reflect the ranking? Or were they, like the rest of the world, truly unprepared and powerless against the outbreak? [ABSTRACT FROM AUTHOR]

Adequate financial management is of great importance to the health care system. In the contemporary state of affairs, health care is facing numerous limitations due to drastic costs and growing pressures to provide quality health care. In such appalling conditions, the managers of health organizations must build skills and knowledge that go beyond the comfort zone of their clinical competencies. It is necessary to develop their leadership skills. Bearing in mind the importance of financial competencies, the general aim of this paper is to determine the competencies of the managers of Serbian health institutions (private and public sector) in this area. Insufficient attention has been given to how health care organizations' financial literacy affects their sustainability. For the purpose of this prospective research, a questionnaire was created that surveyed the managers of various health care institutions. The results of this study indicated that managers of health organizations have a relatively modest level of financial knowledge. However, they participate in financial activities to a large extent. This gap between the function they perform and the knowledge they have can potentially harm the well-being of the health care organizations they lead. Managers of organizations in the public sector showed a more active role in the development of business plans and more frequent independent decision making, while managers of organizations in the private sector gave more importance to financial control, negotiation, and internal financial reporting, for the improvement of the management process. [ABSTRACT FROM AUTHOR]

Amaç: Çalışanlar, zamanlarının önemli bir kısmını örgütlerde geçirmektedirler. Bu nedenle huzurlu ve mutlu bir örgütsel ortamın sağlanması önemlidir. Bu çalışmanın amacı, istismarcı yönetim, iş performansı ve örgütsel mutluluk arasındaki ilişkilerin belirlenmesidir. Yöntem: Bir kamu hastanesinde görev yapan 274 hemşire bu araştırmanın örneklemini oluşturmaktadır. Verilerin analizinde korelasyon ve regresyon analizleri kullanılmıştır.Bulgular: Araştırmada istismarcı yönetim, örgütsel mutluluk ve iş performansı arasında anlamlı ilişkiler bulunmuştur. İstismarcı yönetimin örgütsel mutluluk ve iş performansı üzerinde olumsuz etkisi olduğu belirlenmiştir. Örgütsel mutluluk iş performansını doğrudan etkilerken, örgütsel mutluluğun "potansiyelin gerçekleşmesi" boyutunun iş performansını olumlu yönde etkilediği tespit edilmiştir.Sonuç: İstismarcı yönetim, örgütsel mutluluğun ve iş performansının düşmesine neden olmaktadır. İşgörenlerin potansiyelini kullanabileceği, beceri ve yeteneklerini geliştirebileceği, zorlukların üstesinden gelebileceği bir iş ortamının sağlanması iş performansının artmasında katkı sağlayacaktır. Örgütlerde etkin, verimli ve huzurlu bir çalışma ortamının oluşturulması için istismar içeren davranışlar hoş görülmemeli ve işgören mutluluğuna önem verilmelidir.

The hospital health care professionals are the front-line fighting COVID-19 considering they are responsible for all the care provided to patients. The purpose of this study was to determine the impact of COVID-19 at the hospital management level and, also, to understand how psychosocial environment, and satisfaction of Health Professionals were affected. A case study was performed in a Portuguese Hospital. Data were collected at one hospital under study at two different occasions: the first before the pandemic (November 2019) and the second almost two years after the pandemic started (November 2021). Regarding data collection, 37.0% of participants responded in the occasion 1 (n = 296) and 63.0% responded in the occasion 2 (n = 503). The instrument for the Assessment of Global Management of Health Organizations (AGMHO) consists of 39 items organized into six dimensions (Gaspar et al. in J Occup Environ Med 63: 581–587, 2021). Comparing timings pre and during pandemic COVID-19, it was found that the participants in the pre-COVID-19 era showed stronger organizational culture, higher quality of life, better psychosocial environment regarding content/leadership and higher job satisfaction when compared to the participants during pandemic COVID-19. On the other hand, participants in the second occasion were found to have higher psychosocial risks related to mental health when compared to participants in the pre-COVID-19 phase. We conclude that the professionals’ perception of the different dimensions of the health organization worsened after 2 years of the pandemic. With special focus on psychosocial risks at work and relationship with leadership.Article Highlights: The systemic evaluation of professionals regarding the quality of the health organization worsened 2 years after the start of the pandemic. After two years of facing the pandemic, professionals were exposed to high levels of stress and higher psychosocial risks at work. The professionals' satisfaction reveals that it is more strongly influenced by the psychosocial environment related to the work content and leadership relationship, as well as the organisational culture. It is a priority to intervene in leadership relationships and psychosocial risks at work related to the physical and psychological demands of work, stress management and a more active and involved role for the professional. The importance and impact of organizational culture on processes and results was demonstrated. The relationship between QoL and psychosocial risks of work with other processes and outcomes of health care organizations was confirmed. A regular evaluation of health organizations is proposed, using systemic models that allow evaluating, monitoring and supporting evidence-based governance process. [ABSTRACT FROM AUTHOR]

This research aims to map and analyze the scientific production in critical knowledge in health, to understand the themes and suggest a research agenda. The research is characterized as exploratory and used the systematic review method. Data collection was carried out through searches in the Emerald, Scopus and Web of Science databases. 641 articles were identified using the search strings "critical knowledge AND health". After analyzing the titles and according to previously established inclusion and exclusion criteria, 45 articles were selected for content analysis. The results show that the theme is investigated in 10 different themes, which were divided into 45 sub-themes, showing the state of the art. Finally, themes were suggested that could bring new insights and stimulate researchers in this field of study. [ABSTRACT FROM AUTHOR]

Objective: To evaluate the organizational readiness of a hospital to support knowledge translation and its incorporation into clinical practice; to identify the priority dimensions to be developed to support knowledge translation and its incorporation into clinical practice. Methods: This was a quantitative, descriptive, exploratory, and correlational study, using the Organizational Readiness for Knowledge Translation questionnaire in a non-probability sample of 275 nurses from a hospital. Results: The "Organizational Climate for Change" dimension achieved the greatest consensus, suggesting cohesion and openness towards change (mean of 34.07 out of 50 points) in the teams. The "Leadership" dimension (mean of 31.26 out of 50 points) accumulated the least representation, highlighting the participants' neutral perception about most of the items in this dimension; the mean value of the answers was above the mean value in the global analysis of the scale. Conclusion: A good level of organizational preparation for the knowledge translation was found, translating a positive nurses' perception. Some difficulties were identified in the process of planning and evaluation by the leadership, as well as in the activities that promote the involvement of collaborators. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Economic Administrative & Legal Sciences is the property of Arab Journal of Sciences & Research Publishing (AJSRP) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The COVID-19 pandemic has forced healthcare organizations to readjust their communication strategies to respond to the huge demand for information from professionals, citizens and media. Objectives: To analyze the use that Andalusian hospitals have made of social networks as the main communication channels, as well as the role of the communication units of these hospitals in the management of the pandemic. Methodology: The subject matter and interaction rate of more than 1,500 publications on Facebook and Twitter of five Andalusian hospitals were analyzed, and seven semi-structured interviews were conducted with communication unit referents. Results: All the hospitals analyzed had communication departments staffed by professionals specialized in health communication who have played an active role in the decision-making committees during the pandemic. Facebook and Twitter have been the main dissemination channels. The thematic lines that concentrated most of the publications were: «Acknowledgement and expressions of support», «Protocols and measures for adaptation to the pandemic» and «Prevention and promotion». Conclusion: The results show the usefulness of social networks as channels of direct communication between hospitals and society in healthcare crises, the importance of communication as a healthcare management tool, as well as lessons learned to be applied in future healthcare crises. [ABSTRACT FROM AUTHOR]

Copyright of Revista Ciência & Saúde Coletiva is the property of Associacao Brasileira de Pos-Graduacao em Saude Coletiva and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The transformation of human resources management in health organizations is ongoing. An important role is held by transformation strategies, as well as by analysis of internal and external influence factors. The dynamics of these organizations' personnel is due to the competitiveness offer at national and international level. The human resources management must adapt to subsequent changes, the client being sensible to the medical personnel's structure. That is why strategies are needed to transform human resources management that will anticipate and to answer the requests related to workforce change.

Copyright of Salud, Ciencia y Tecnología is the property of Fundacion Salud, Ciencia y Tecnologia and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Background: Hospitals are the most important and largest institution in each countrychr('39')s health system which health care services are carried out on a large scale. One of the most important processes to improve the quality of health services is accreditation in the country. This study aimed to identify challenges, obstacles and providing solutions in hospital accreditation. Materials and Methods: This research is a qualitative one which conducted using content analysis approach in the north of the country in 2017. Twenty-five people consisted of two heads of hospitals, three hospital managers, three matrons, four supervisors, ten nurses, three people responsible for accreditation selected as contributors to the study using a targeted sampling approach. After the interview with Maxqda software, coding was performed and necessary analysis was carried out. In order to obtain data validity, two methods of reviewing the participants and reviewing experts were used. Results: Analyzed data was categorized in the 98 initial codes, 16 concepts and 5 main categories. The main issues included resource challenges, organizational challenges, technical challenges, negative consequences and solutions. Conclusion: Pathology helps the organization to focus on problems and by collecting and analyzing data and identifying risky spots, managers and planners will find methods to develop and solve the problem. Particularly, the correct implementation of the accreditation process can lead to comprehensive clinical excellence.

The aim of this study is to investigate the influence of the healthcare institutions' ownership on the quality of working life of workers. QWL was determined by an adapted quality of life questionnaire. The questionnaire contains statements about different aspects of working life. In the comparisons of two independent groups t-test was applied, while in more than two independent groups - ANOVA and ANCOVA (to control the influence of age). In private hospitals there is a significantly lower quality of working life compared to municipal. This is most pronounced in the weak Social Guarantees and Social Benefits. Among the components of QWL, in private hospitals, Remuneration is also low.

The management of health services is highly complex and is in a process of continuous transformation, constituting not only the object of the medical and administrative staff concerns in the sanitary units and related institutions, but also a major priority on the political agenda of many countries. The concept of health management and manager is both a theoretical and a practical interest for the entire community benefiting from the services provided by health institutions.

Copyright of Innovar: Revista de Ciencias Administrativas y Sociales is the property of Universidad Nacional de Colombia and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Cancer hospitals manage social media platforms in a professional way to improve their relationships with internal and external stakeholders and reinforce their corporate brand. To do so, they need their health professionals to be involved: these professionals become brand ambassadors able to influence society. Nevertheless, they face different challenges: legal issues, new patients' demands, privacy-related matters, or the difficulty of disseminating scientific content. This literature review paper analyzes how cancer hospitals manage their social media platforms to improve their reputation. To do this, we carry out a systematic literature review focused on papers published in the USA and Spain, based on the Salsa framework proposed by Grant and Booth (2009). We then define an online corporate communication model allowing cancer hospitals to improve their reputation through Facebook, Twitter, and YouTube (MedPac Model for Building Cancer Hospital Brands). The paper concludes that this model is useful for cancer hospitals because it prioritizes persons (brand ambassadors) rather than companies, focuses on scientific and emotional content rather than business information, and is based on human values. [ABSTRACT FROM AUTHOR]

The article presents the results of a study of the group cohesion of employees of health organizations. [ABSTRACT FROM AUTHOR]

The transformation of human resources management in health organizations is ongoing. An important role is held by transformation strategies, as well as by analysis of internal and external influence factors. The dynamics of these organizations' personnel is due to the competitiveness offer at national and international level. The human resources management must adapt to subsequent changes, the client being sensible to the medical personnel's structure. That is why strategies are needed to transform human resources management that will anticipate and to answer the requests related to workforce change. [ABSTRACT FROM AUTHOR]

Amaç: Bu çalışmanın amacı, inovasyonu etkileyen faktörler belirlenerek, Tekirdağ – Şarköy ilçesindeki sağlık örgütleri olarak yer alan devlet hastanesi ve eczanelerdeki doktorlar, hemşireler, eczacılar, idari kadrolar ve diğer sağlık çalışanlarının inovasyon sürecine adaptasyonu, bu adaptasyona karşı tutumlarını analiz etmektir. Yöntem: Anket yöntemi ile veri toplanmıştır. Bu bağlamda anket aracılığıyla elde edilen veriler SPSS 20 veri analiz programı kullanılarak betimsel analiz (sayı, yüzde, ortalama ve standart sapma), ki-kare testi, One-Way ANOVA ve korelasyon testleri ile analiz edilmiştir. Bulgular: Çalışma sonucunda, inovasyonun sağlık örgütü çalışanların tutum ve davranışlarını olumlu yönde etkilediği ve farklı sağlık örgütlerinde çalışanlar arasında inovasyona ilişkin tutum ve davranışlarda farklılık olmadığı ortaya çıkmıştır.

This article aims to analyze the perception of the members of the internal and external control organs of public management, about the role of the State Health Council in the accountability of the Social Organizations in Health. This is an analytical study with a qualitative approach, based on semi-structured interviews, with intentional sample. Ten key actors responsible for the internal and external control mechanisms of the Unified Health System [SUS] were selected. Data revealed the role of the State Health Council in relation to the Social Organizations, which is to oversee the management of these organizations as a representative of society. The need to act in a transparent manner and to enable the provision of Social Organizations in Health's records with adequate language for the members of the Council, besides political independence and freedom to supervise health actions are premises that must be met in order for the monitoring process to be more effective and proactive in the eyes of these institutional actors. [ABSTRACT FROM AUTHOR]