scholarly journals Leadership Styles of Hospital Nurses: Impacts on the Work Process and Organizational Climate

2021 ◽  
Vol 1 (3) ◽  
Author(s):  
Abi Rached CD
Keyword(s):  
Organizational Climate ◽  
Leadership Styles ◽  
Leadership Style ◽  
Well Being ◽  
Hospital Environment ◽  
Hospital Nurses ◽  
Work Process ◽  
Corporate World ◽  
Autocratic Leadership ◽  
Nursing Professionals

Introduction: The kinds of leadership have been discussed not only in academia but in the corporate world. It has been observed that some types have negatively influenced the organizational environment and the work process. Objective: To analyze the leadership practiced by nursing professionals within the hospital environment and their impacts on the work process and organizational climate. Methods: This is a scoping review whose objective was to map the main concepts about leadership styles and influence, examining and summarizing the existing research gaps. The following databases were used: MEDLINE, LILACS, IBESCS, PUBMED, and ENDENF. Results: Twenty nine articles were selected. The autocratic leadership style was the most cited as unfavorable for maintaining a favorable organizational climate for workers' welfare. Conclusion: It is believed that the leadership practiced by the nurse influences positively or negatively on the corporate environment and well-being at work.

scholarly journals Compatibility of Leadership Styles with Cooperative and Non-Cooperative Conflict Management Strategies

2021 ◽  
Vol VI (I) ◽  
pp. 306-313
Author(s):  
Muhammad Nadeem Anwar ◽  
Ghulam Zainab ◽  
Asma Khizar
Keyword(s):  
Conflict Management ◽  
Organizational Climate ◽  
Leadership Styles ◽  
Leadership Style ◽  
Management Practices ◽  
Management Strategies ◽  
Head Teachers ◽  
Democratic Leadership ◽  
Cooperative Strategies ◽  
Autocratic Leadership

Conflict among leaders and subordinates is natural meanwhile same is observed among headteachers and teachers; if it is not managed appropriately can create an adverse impact on organizational climate and subsequently on performance. A plethora of literature looked at the leadership styles that have direct/indirect influence on cooperative and non-cooperative conflict management practices. The present study examines the compatibility between leadership styles and cooperative and non-cooperative conflict management strategies of the secondary schools in Punjab. 360 randomly selected head teachers participated in this study. Two questionnaires were used, one for leadership styles and the other for cooperative and non-cooperative conflict management strategies. The results indicated that cooperative strategies of conflict management such as accommodation, collaboration and compromising are much helpful in a place where democratic leadership style was being practised, and authoritative leaders intended to follow non-cooperative such as competing and avoiding strategies in order to manage conflicts in schools. Therefore, it can be inferred that Headteachers who perceived to exhibit a more democratic style of leadership adopted cooperative strategies of conflict management. The headteachers who were perceived to exhibit a more autocratic leadership style opted for non-cooperative strategies of conflict management.

Positive and proactive leadership: disentangling the relationships between stress, resilience, leadership style and leader satisfaction/well-being

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Charlotte D. Shelton ◽  
Sascha D. Hein ◽  
Kelly A. Phipps
Keyword(s):  
Leadership Style ◽  
Time Management ◽  
Leadership Behaviors ◽  
Well Being ◽  
Process Skills ◽  
Work Process ◽  
Theoretical Understanding ◽  
Content Type ◽  
Positive Leadership ◽  
The Impact

Purpose This study aims to analyze the relationships between leader resilience, leadership style, stress and life satisfaction. It reflects an emerging theoretical framework that positions resilience as a capacity that can be developed vs a response mechanism driven by innate traits. Design/methodology/approach To test three research hypotheses, online survey data were collected from 101 E.M.B.A. alumni of a US-based university using a cross-sectional, correlational research design. The results were analyzed using multiple linear regression. The authors assessed resilience, leadership style, stress and satisfaction/well-being using standardized inventories. Findings The results support previous research that has identified a significant relationship between resilience and positive leadership. Unique to this study, however, is the finding that work process behaviors (e.g. time management, cooperation, receptiveness) rather than traits (e.g. optimism, self-esteem, locus of control) are the resilience factors most associated with a positive leadership style. Work process skills significantly interacted with stress level to moderate leadership style. Additionally, a positive leadership style moderated the impact of stressful life events on leader satisfaction/well-being. Research limitations/implications Key limitations are sample size and the risk of common method variance. Though numerous procedural steps were taken to control for these issues, future research with a larger and more diverse sample is needed. Practical implications Organizational stress is pervasive, and resilience is increasingly recognized as a foundational leadership skill. This study provides empirical data documenting positive relationships between resilience, constructive leadership and leader satisfaction/well-being. This research also identifies work process behaviors (e.g. time management, cooperation and receptiveness) as the primary resiliency factors associated with sustaining positive leadership behaviors in times of stress. These results support previous research findings that have positioned resiliency as a capacity that can be developed, providing further support for investing in resiliency training for leaders. Originality/value This research contributes to the literature by analyzing resilience more comprehensively than previous studies. It extends the theoretical understanding of resilience beyond traits using an 160-item inventory that assesses four discrete domains of resilience. The results provide support for the importance of developing process skills in leaders to increase resiliency; thus, increasing the probability, they will model constructive leadership behaviors in times of significant stress.

scholarly journals Effect of Leadership Styles, Organizational Climate and Ethos of Work on Employee Productivity (PT. HP Metals Indonesia the Powder Coating)

2016 ◽  
Vol 11 (2) ◽  
pp. 262 ◽  
Author(s):  
Ade Parluangan Nasution ◽  
Ponco Bambang Mahargiono ◽  
Yoyok Soesatyo
Keyword(s):  
Organizational Climate ◽  
Leadership Styles ◽  
Leadership Style ◽  
Work Ethic ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Powder Coating ◽  
Employee Productivity ◽  
Work Ethics ◽  
Almost All

<p>The aim of this study is to investigate and examine the effect of leadership style on employee productivity, identify and examine the effect of organizational climate on employee productivity, to identify and examine the effect of the work ethic on employee productivity, in order to know and examine the variables that have the most impact level dominant on employee productivity PT. HP Metals Indonesia part Powder Coating.</p><p>This research is an explanatory research or study the explanation, the research describes causal relationships between variables through hypothesis testing. The numbers of sample in this study are 98 respondents. The independent variables consist of: Leadership styles (X1), Organizational Climate (X2), Work Ethics (X3). The dependent variable in this study is Productivity employee (Y). While, the technique of analysis using multiple linear regression analysis</p>Based on the analysis in this study showed that the variables of leadership style, organizational climate, work ethic on employee productivity responded well by employees. Aspects of leadership style that followed targeted Climate employee srated the organization has also been rated as good, especially on the cooperation between employees and management, while at the work ethic of employee srated very high, especially on adherence to regulations, adherence to labor standards and work ethics. And employee productivity is also very positive response from almost all three elements, namely timeliness, quality of work and quantity of work.

scholarly journals Leadership Styles in Nursing

2020 ◽  
Author(s):  
Serpil Çelik Durmuş ◽  
Kamile Kırca
Keyword(s):  
Health Services ◽  
Organizational Behavior ◽  
Leadership Styles ◽  
Leadership Style ◽  
Nurse Managers ◽  
Leadership Skills ◽  
Relational Leadership ◽  
Resonant Leadership ◽  
Autocratic Leadership ◽  
Recent Developments

Recent developments in the field of management-organization and organizational behavior and new concepts have also led to the emergence of new leadership styles in leadership. Leadership in health services is important for following innovations and adapting to current situations. Nurses working together with other health personnel in hospitals providing health services constitute an important group in leadership. Nursing, which is a key force for patient safety and safe care, is a human-centered profession, and therefore leadership is a key skill for nurses at all levels. The leadership styles of nurse managers are believed to be an important determinant of job satisfaction and persistence of nurses. The need for nurses with leadership skills and the need for nurses to develop their leadership skills are increasing day by day. There are several leadership styles defined in nursing literature. These leadership styles are examined under the titles of relational leadership style, transformational leadership, resonant leadership, emotional intelligence leadership, and participatory leadership. The task-focused leadership style is explored under the headings of transactional and autocratic leadership, laissez-faire leadership, and instrumental leadership.

scholarly journals Psychosocial study about the consequences of work in hospital nurses as human resource management

2013 ◽  
Vol 21 (spe) ◽  
pp. 61-70 ◽  
Author(s):  
Mª José López-Montesinos
Keyword(s):  
Well Being ◽  
Job Dissatisfaction ◽  
Psychological Wellbeing ◽  
Hospital Nurses ◽  
Psychosomatic Symptoms ◽  
Sociodemographic Variables ◽  
Psychosocial Disorders ◽  
Job Conditions ◽  
The Subject ◽  
Nursing Professionals

OBJECTIVES: To analyze the relation between psychosocial and sociodemographic variables in nursing professionals. To discover the levels of job satisfaction, psychosomatic symptoms and psychological well-being in nurses. METHOD: The research was conducted in a sample of 476 nurses / as from nine hospitals in the region of Murcia (Spain). An occupational health protocol was distributed among the sample participants for completion, which contained tools for measuring and describing psychosocial and sociodemographic variables. RESULTS: Although there is no high risk for psychological problems among the sample participants, psychosomatic symptoms, job dissatisfaction, and low psychological wellbeing are present. CONCLUSIONS: The results contribute to research on the subject by identifying the presence of psychosocial disorders in nursing professionals, associated with job conditions and certain psychosocial and sociodemographic variables.

scholarly journals The Effect of Autocratic, Participative, and Delegation Leadership on Work Motivation of Indonesian Navy Personnel

2019 ◽  
Vol 7 (05) ◽  
Author(s):  
Heribertus Yudho Warsono ◽  
Budiyanto ◽  
Akhmad Riduwan
Keyword(s):  
Linear Regression ◽  
Leadership Styles ◽  
Leadership Style ◽  
Work Performance ◽  
Work Motivation ◽  
Significance Level ◽  
Organizational Goals ◽  
Participatory Leadership ◽  
Autocratic Leadership ◽  
Navy Personnel

The purpose of the study was to determine the effect of autocratic leadership style (X1), participatory (X2) and delegation (X3) on work motivation (Y) Navy Personnel. The research method used was a questionnaire with a sample of 55 people. Measurement of variables using Linkert scale techniques with 1-5 weighting values. To find out the relationship between variables X1, X2 and X3 to Y using statistical techniques correlation analysis, simple linear regression, and multiple linear regression, and to test the significance level using the test which is processed using the Statistical Product and Service Solution (SPSS) version 15 program. The conclusion of this study is that there is a strong influence from the autocratic leadership style, participatory and delegation on the work motivation of the Indonesian Navy Personnel. Then it was recommended to the Leaders at the Indonesian Navy Officers, to be able to maintain and continue to develop autocratic leadership styles, participatory leadership styles, and Delegation leadership styles to better achieve organizational goals. Increased work motivation can be done by increasing the ability of officers through training or leadership for Navy Personnel who have good work performance, giving incentives or rewards to outstanding soldiers and civil servants.

scholarly journals The Relationship Between the Leadership Styles and the Organizational Climate in Public Schools in Amman

2018 ◽  
Vol 14 (12) ◽  
pp. 97
Author(s):  
Osama Abdel Fattah ◽  
Ayed Zureigat ◽  
Alaa Elayyan
Keyword(s):  
Public Schools ◽  
Organizational Climate ◽  
Leadership Styles ◽  
Leadership Style ◽  
Study Data ◽  
Average Effect ◽  
Democratic Leadership ◽  
The Public ◽  
Descriptive Approach ◽  
The Relationship

This study aimed at identifying the prevailing leadership styles of managers, the organizational environment prevailing in the public schools in Amman, furthermore the relation between these leadership styles and the organizational climate. Thus, the researchers used the descriptive approach on a sample consisting of (55) teachers of the physical education in these schools, of experience between (10-15) years. Collecting the study data, a questionnaire of the leadership style (Shehadeh, 2008) was used after been modified. It consisted of (2) domains (the dictatorial style, the democratic style) with (15) paragraphs. In addition, the questionnaire of (Ahmed, 2008) was modified to measure the organizational climate. It consisted of (4) domains (communication, organization, working conditions, administrative laws) with (20) paragraphs. However, the five-dimensional Likert scale was used in both tools. The results showed that the dominant pattern in the public schools in Amman is the dictatorial pattern, with mean average of (4), which affected the organizational climate in these schools of an average effect of (2.79). The results also showed a positive correlation between the democratic leadership and the organizational climate (0.61). Accordingly, this research concluded that the leadership style based on consultation, participation in decision-making and teachers&rsquo; personal value esteem has a significant role in the organizational climate.

Leadership Styles and Small Enterprises’ Performance: Is Gender an Issue? Empirical Study from Democratic Republic of Congo

2021 ◽  
pp. 239395752110443
Author(s):  
Deogratias Bugandwa Mungu Akonkwa ◽  
Elie Lunanga ◽  
Joseph Bahati Mukulu ◽  
Toussaint Ciza Bugandwa ◽  
Elizabeth Furaha Mwaza
Keyword(s):  
Organizational Performance ◽  
Leadership Styles ◽  
Leadership Style ◽  
Positive Impact ◽  
Three Dimensions ◽  
Moderator Variable ◽  
Democratic Leadership ◽  
Post Conflict ◽  
Significant Difference ◽  
Autocratic Leadership

In this paper, we provide new empirical evidence to the relationships between leadership styles (LS) and organizational performance, introducing gender as moderator variable. Data have been collected in two Congolese towns (Bukavu and Goma); an African post-conflict region dominated by very small family businesses that have not received enough attention. Combining exploratory factor analysis with a multivariate regression we found three main results. First, both leadership and performance are confirmed to be multidimensional. LS comprised participative/democratic leadership, and autocratic/directive leadership, while performance has three dimensions: employee efficiency/productivity, effectiveness, and customer satisfaction/retention. Second, the autocratic leadership is the more adopted both by men and women, with a slight non-significant difference for men. Although democratic leadership is underscored, it appears to be more adopted by women with significant difference. Third, controlling for other variables, only participative/democratic leadership styles have positive impact on SMEs’ performance, while autocratic leadership does not influence it. This implies that, in the growing competition facing SMEs, managers should adopt leadership style that allows their employees to internalize the firm’s objectives and to be committed. Also, our research confirms that women have much to give in managing enterprises, as they appear to be stronger in leadership styles, which have more impact on main dimensions of firms’ performance. Moreover, our results suggest new avenues for deeper research about leadership styles in family-owned enterprises.

scholarly journals Personality Traits, Organizational Climate, Leadership Style and Job Satisfaction of Selected Government Employees in Aurora Zamboangadel Sur: A Correlational Study

2019 ◽  
pp. 100-106
Author(s):  
Anabelie V. Valdez ◽  
Rico J. Villa
Keyword(s):  
Job Satisfaction ◽  
Personality Traits ◽  
Organizational Climate ◽  
Leadership Styles ◽  
Leadership Style ◽  
Working Environment ◽  
Correlational Study ◽  
Graduate Degree ◽  
Government Employees ◽  
Survey Questionnaires

The study investigates the Personality Traits, Organizational Climate, Leadership Style and Job Satisfaction of Selected Government Employees in Aurora Zamboangadel Sur and determined the extent relationship among the investigated variables. Descriptive correlational study design was used using survey questionnaires. The respondents were randomly and purposively selected based on their willingness and availability. Findings revealed that most of them are young leaders, female, graduate degree, below ten years of experience and with average salary rate. Results also showed that the selected personal profile of the respondents are significantly correlated to their personality traits, organizational climate, leadership styles and job satisfaction. Moreover, their personality traits influence significantly to their leadership styles and the leadership styles are significantly affects the organizational climate and job satisfaction of the respondents and the other employees. Thus, it is concluded that every leader should evaluate their personality traits and leadership styles and make some precautions and or changes when it comes to maintain favorable organizational climate, working environment and job satisfaction of all employees.

scholarly journals Gender Difference in Leadership: An Empirical Study of Select Banks

2019 ◽  
Vol 8 (2) ◽  
pp. 34-39
Author(s):  
Asima Mushtaq ◽  
Nair Ul Nisa
Keyword(s):  
Transformational Leadership ◽  
Leadership Styles ◽  
Leadership Style ◽  
Jammu And Kashmir ◽  
Male And Female ◽  
Female Managers ◽  
Significant Difference ◽  
Autocratic Leadership ◽  
Transactional Leadership Style ◽  
Transformational Leadership Style

The paper seeks to examine the difference in leadership styles between male and female managers. Multifactor Leadership Questionnaire was used as a means of evaluation of the leadership styles. The leadership styles chosen for the study include transformational leadership style, transactional leadership style and autocratic leadership. Three banks viz J&K Bank, SBI and HDFC of Kashmir division of the state of Jammu and Kashmir were selected for the study. The study found that male and female managers varied significantly in exhibiting transformational leadership style. In case of transactional and autocratic leadership styles, no significant difference was found between male and female managers.

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