The authors conducted a pilot test of the organizational culture model in a health care setting. The study was based on a questionnaire with mixed quantitative and qualitative analysis. Quantitative analysis confirmed the expected distribution of responses among the subcultures for all three questions, with significant differences in two of the three. Qualitative analysis further strengthened these results. The authors believe the organizational culture model may be a useful tool for making subcultural differences explicit, showing opportunities for better information exchange and opening dialogue between groups. These data should be confirmed with larger studies using psychometrically sound outcome instruments.
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