Abstract

Competing Value Framework (CVF) is a framework used to assess organizational culture in public administration and it is widely used in health services research to assess organizational culture as a predictor of quality improvement, employee and patient satisfaction, and team functioning. At present the CVF framework has never been tested in contexts where reforming action is vague and is characterized by changes and continuous reflections on the changes introduced. The present study try to fill this gap analysing how CVF works in a context characterized by continued uneven homogeneous reforms. The paper has theoretical and practical implication depicting also suggestions for politicians.

This work is licensed under a Creative Commons Attribution 4.0 License.