Table 4.

Factor analysis – rotated factor matrixⁱ

Item	Performance assessment and rewarding systems	Leadership style in the unit	Job satisfaction	Organisational communication	Perceived quality of care	Team spirit	Training and development
	1	2	3	4	5	6	7
17: concern of the General Management about the employees' needs	0.75
16: clarity of the organization's incentive system	0.69
33: consistency between the incentive system and the organisation's goals	0.69
18: efficacy of the General Management's system of internal communication among the various sectors of the organisation	0.66
24: recognition of good results by the organisation	0.66	0.31			0.30
4: ability of the system to reward individual performance	0.66
10: increased motivation after the transformation of the organisation into a public company	0.63		0.37
13: sense of security as a result of the reorganisation	0.61		0.39
21: clarity in the assignment of job specifications by General Management	0.61
30: clarity in the way the General Management evaluates performance	0.60				0.34
34: respect for enterprisingness within the organisation	0.60				0.31
25: aims clearly defined by the General Management	0.59
14: equitable distribution of wages	0.54
19: propensity to advise others to work in the organisation	0.50		0.36		0.41
28: efficacious flow of information within the organisation	0.49						0.33
8: propensity of units to collaborate with each other	0.42		0.35
46: clear aims stated by the unit's chief		0.78
50: encouragement by the unit's chief to improve professional knowledge		0.77
47: participation in decisions undertaken within the unit		0.74
49: support for improvement of competence		0.73	0.31
42: adequate management of internal conflicts within the unit		0.73
39: consideration of the employees' opinions by the director of the unit when decisions are made	0.31	0.68
45: propensity to advise others to work in the unit		0.67	0.35
44: comprehensibility of projects and aims of the unit		0.65
43: continuous education programs offered and promoted within the unit		0.62					0.52
40: efficacious flow of information within the unit		0.60
41:clarity of the incentive system in the unit	0.50	0.57
35: simplicity of roles and assignment of tasks within the unit		0.51				0.37
48: adequacy of technical equipment		0.38
12: job satisfaction			0.65
1: recognition of one's on-the-job daily achievements		0.34	0.55
7: on the job teamwork			0.53
6: personal involvement in decision processes which could affect one's job		0.36	0.53
5: feeling of responsability during daily work			0.47
9: feeling of self-direction in daily work situations			0.46
3: knowledge of the organisational structure of the General Management				0.77
11: knowledge of the department's structure				0.75
15: knowledge of the organisation's mission and vision	0.33			0.63
20: knowledge of the organisation's action plan	0.46			0.54
31: quality of services provided by the organisation	0.41				0.55
23: being proud to work in the organisation	0.41		0.44		0.49
22: concern of colleagues in the organisation about patients' needs					0.48
26: concern of the General Management about customers' complaints	0.39				0.44
32: possibility of decision making for the chiefs of the units	0.38				0.41
36: propensity to teamwork within the unit		0.51				0.55
37: concern for the patients' requests shown by the colleagues in the unit		0.36				0.49
29: propensity to teamwork within the organisation	0.30					0.43
27: continuous education programs offered and promoted by the organisation	0.34						0.66
38: adeguate working conditions in the unit
2: usually consulting colleagues in unexpected situations

ⁱ Maximum lilelihood extraction – Varimax rotation with Kaiser normalisation