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Showing 4 results for Leadership
Social responsibility in hospitals of Isfahan city
A Barati Marani, Hs Sajadi, M Keivan Ara,
Volume 5, Issue 1 (6-2011)
Abstract

Background and Aim: Hospital's traditional charter that mostly emphasized productivity has been replaced by a charter that stresses social and environmental issues. On this basis, to achieve success, managers should regard both the inner and the outer environments of hospitals. This study aims at measuring hospitals' social responsibility.

Materials and Methods: The present descriptive-analytic study was carried out through a cross-sectional method in 2010. The study population consisted of hospital managers of the city of Isfahan (n=21). The data collection instrument was a researcher-made questionnaire. The instrument's content validity was determined by the experts' views and its reliability calculated through Cronbach's α was found to be 0.95. The collected data were analyzed using SPSS software (version 16) and the hypotheses were tested by t-test, ANOVA and Eta coefficients. The maximum mean score was 100.

Results: The mean score of hospitals' social responsibility was computed to be 68.6. The mean scores of leadership and inner processes, market place, community policies, environmental policies, and workplace policies were found to be 72.2, 70, 67.8, 67.4 and 66.2, respectively. There was no significant relationship between hospital's social responsibility and type of hospital's possession and activity (pvalue > 0.05).

Conclusion: The social responsibility of hospitals was assessed as moderate. To improve hospital's social responsibility, it is suggested that more attention be paid to workplace and environmental policie


Relationship Between General Health And Manager's Leadership Style And Its Effect On Staff's Job Satiasfaction In Shiraz University Of Medical Sciences
Korush Banihashemiyan, Fateme Golestan Jahrumi, Nikzad Ghanbary Pirkashani, Mahmood Sharafy,
Volume 5, Issue 4 (1-2012)
Abstract

Background and Aim: Investigations have indicated that general health is associated with behavior style and interpersonal relationships. The present study was performed in order to investigate the relationship between general health and leadership style in managers at Shiraz University of Medical Sciences, and its effect on job satisfaction in staff.

Materials and Methods: 33 managers and 132 staff were randomly selected. Participants completed Pourbaneh leadership style, Goldberg general health and Herzberg job satisfaction questionnaires. In order to analysis data Pearson correlation coefficient, independent t test and Chi-square were used.

Results: There is a positive relationship between manager's general health and their leadership style and also between manager's leadership style and job satisfaction in staff. Also there is no significant difference between numbers of managers in 4 kinds of leadership styles.

Conclusion: Empathy, self awareness, high motivation and self confidence, are characteristics that cause positive relationship between general health and participative leadership style. These characteristics also increase self-confidence, motivation and thus increase job satisfaction in staff.


Authentic Leadership and Moral Intelligence of Nurses in Kerman University of Medical Sciences Hospitals
Kaveh Nouhi Bezanjani, Hamdollah Manzari Tavakoli, Sanjar Salajeghe, Ayyub Sheikhi,
Volume 13, Issue 1 (5-2019)
Abstract
Background and Aim: This study was conducted due to the increasing importance of ethics in providing nursing care and also due to the role of nurses' moral intelligence in quality of care; meanwhile, the role of authentic leadership (AL) in enhancing the moral intelligence of nurses working in Kerman University of Medical Sciences hospitals was investigated.
Materials and Methods: This is a mixed methods research. In this study, after defining nurses’ moral intelligence model qualitatively, the relationship between nurses’ moral intelligence and authentic leadership (AL) was tested quantitatively.
In order to study authentic leadership, the AL standard questionnaire of Walumbwa & et al (2008) with a reliability of 0.917 was used; moreover, a researcher-made questionnaire was used for investigating moral intelligence with overall validity (81%) and reliability (0.961). The statistical population of the study consisted of 400 hospital nurses selected by stratified sampling method. SPSS20 and Amos24 software, and statistical methods of exploratory and confirmatory factor analysis as well as structural equation modeling were used to analyze the research hypotheses. 
Results: The results showed a positive and significant relationship between AL and moral intelligence of nurses (0.575). In addition, all components of AL, i. e., self-awareness (0.322), internalized moral perspective (0.360), relational transparency (0.408), balanced processing (0.394) showed a positive and significant relationship with moral intelligence.
Conclusion: Applying suitable strategies for enhancing moral intelligence of nurses and improving the quality of nursing care can have a positive effect on the quality of services. The AL in the hospitals' nursing system is one of the most suitable ways for developing the moral intelligence of nurses.

The Relationship of Transformational Leadership Style with Bullying at Work with Regard to the Mediating Role of Organizational Health among Employees of Shiraz University of Medical Sciences
Ahmad Rastegar, Mohammad Hasan Seif, Zahra Firoozi Ardekani, Marzieh Tajvaran,
Volume 13, Issue 4 (11-2019)
Abstract
Background and Aim: Workplace bullying around the world is a work-injury factor, a mental health alarm and a global disaster. The aim of the present study was to investigate the relationship between transformational leadership and workplace bullying among employees at Shiraz University of Medical Sciences taking into account the mediating role of organizational health.
Materials and Methods: The research method was descriptive - survey. Research instruments chosen for the purpose of this study included The multifactor leadership questionnaire as the standard instrument for measuring transformational leadership behavior Bass & Avolio with(0.79) reliability, Graham Lowe’s standard questionnaire of organizational health questionnaire with(0.79) reliability and for organizational bullying a researcher-made questionnaire with(0/83) reliability was used. The statistical population of the study consisted of 265 university staff who were selected by simple sampling method. The research hypotheses were analyzed using SPSS and Lisrel 8.8 softwares and descriptive statistics and path analysis.
Results: The results showed that the components of transformational leadership affected workplace bullying indirectly and negatively through the mediation of organizational health. In addition, among the components of transformational leadership, idealized influence had the highest indirect effect(-0/19) on workplace bullying.  Among the components of organizational health, vibrant workplace had the highest level of direct effect(-0/27) on workplace bullying.
Conclusion: A good leadership style creates a healthy organization and reduces workplace bullying. Therefore, organizations need to develop organizational health and provide training, especially to managers of organizations.

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