نوع مقاله: مقاله پژوهشی

نویسندگان

1 استادیار گروه مدیریت دولتی دانشگاه پیام نور، تهران، ایران

2 استادیار سیاست گذاری سلامت، مرکز تحقیقات ارتقاء سلامت، دانشگاه علوم پزشکی زاهدان، زاهدان، ایران

3 استادیار گروه مدیریت دولتی دانشگاه پیام نور، تهران، ایران

4 دانشجوی کارشناسی ارشد مدیریت کسب و کار (MBA) ، دانشگاه پیام نور کرج ،البرز ،

چکیده

اهداف: موفقیت و شکست یک سازمان به عملکرد شغلی کارکنان آن وابسته است. از دیدگاه اجتماعی، بهترین خواسته هر فرد برای سازمان­ها، برخورداری از کارکنانی است که کار خود را خوب انجام دهند. عملکرد خوب، بهره­وری سازمان را افزایش دهد و این نیز به طور مستقیم باعث ارتقای خدمات سازمان و توسعه اقتصاد ملی می­شود.روش­ ها: این پژوهش از نظر هدف کاربردی است و از نظر نوع، مقطعی و توصیفی- همبستگی است و از روش تحلیل مدل­یابی معادلات ساختاری با کمک نرم افزار اسمارت پی ال اس بهره می­برد. با توجه به این که در این پژوهش از سه پرسشنامه­ی استاندارد با مقیاس پنج گزینه­ای لیکرت به منظور جمع آوری داده­ها به صورت میدانی استفاده شد پس این تحقیق پیمایشی است. نمونه­ی آماری این تحقیق را 341 نفر از پرسنل شاغل در سال 1396 در بیمارستان­های شهرستان اهواز تشکیل می­دهند که این تعداد نمونه با استفاده از روش نمونه­گیری تصادفی طبقه­بندی شده و بکارگیری فرمول کوکران بدست آمد.  یافته­ ها: نتایج این پژوهش نشان داد که رابطه مستقیم و معنی­داری به مقدار 395/0 در سطح خطای 1 درصد میان رهبری اصیل و عملکرد شغلی در میان نمونه­های آماری این پژوهش وجود دارد. همچنین نتایج از وجود اثر میانجی­گری توانمندسازی روان­شناختی در رابطه میان رابطه میان رهبری اصیل و عملکرد شغلی حکایت دارد و رابطه میان توانمندسازی روان­شناختی و عملکرد شغلی به مقدار 53/0 در سطح خطای 1 درصد در جامعه آماری این پژوهش یافت شد.نتیجه ­گیری: ویژگی رهبری اصیل موجب افزایش توانمند­سازی روان-شناختی کارکنان شده که تامین نیازهای اصلی و رضایت کارکنان و بهره­گیری بیشتر از سرمایه­های انسانی را در پی دارد. دغدغه دستیابی به اهداف و ارزش­های سازمانی برای پرسنل بیمارستان­ها همراه با وجود ویژگی رهبری اصیل موجب می­شود که آنها از شغل خود لذت ببرند و گذشت و ایثار بیشتری از خود بروز دهند که موجب افزایش عملکرد شغلی و بهره­وری سازمان می­شود.

کلیدواژه‌ها

عنوان مقاله [English]

The Relationship between Authentic Leadership and Job Performance: The Mediation Role of Psychological Empowerment among Staff in Ahvaz Hospitals

نویسندگان [English]

  • Reaza Zareh 1
  • Fatemeh Setoodehzadeh 2
  • Alireza Fathizadeh 3
  • Akbar Bahmani 3
  • Seyed Kousha Mirmasoudi 4

1 Department of Public Management, Payame Noor University, Tehran, Iran

2 Assistant Professor, Health Promotion Research Center, Zahedan University of Medical Sciences, Zahedan, Iran

3 Department of Public Management, Payame Noor University, Tehran, Iran

4 M.Sc. in Master of Business Administration (MBA), Student Research Committee, Alborz Payame Noor University, Karaj, Iran

چکیده [English]

Background: The success and failure of an organization depends on the employees’ job performance. From the social point of view, each person's best desire for organizations is to have employees who do their job well. Good performance will increase the productivity of the organization, which will also directly improve the services of organizations and promote the development of the national economy.
Methods: This research was a cross-sectional, descriptive-correlation study in which Structural Equation Modeling Analysis was utilized with the help of SmartPlus software. Considering the fact that in this research, three standard 5-point Likert scale questionnaires were used for collecting the data in the field, this survey is a survey. The statistical sample of this study consisted of 341 personnel employed in Ahwaz city hospitals in 2017. These samples were classified using random sampling method and Cochran formula was used to analyze the data.
Results: The results of this study showed that there was a direct and meaningful relationship with the value of 0.395 at 1% error level between original leadership and job performance among statistical samples of this research. Furthermore, the results of the effect of the mediation of psychological empowerment on the relationship between authentic leadership and job performance, and between psychological empowerment and job performance was found to be 53% at the error level of 1% in the statistical population of this study.
Conclusion: The authentic leadership feature enhances the psychological empowerment of the staff, ensuring the basic needs and satisfaction of the employees, and the greater utilization of human capital. Concerns about the achievement of organizational goals and values for hospital staff, coupled with the genuineness of leadership, will enable them to enjoy their job and to showcase their self-esteem, which eventually will promote job performance and productivity of the organization.

کلیدواژه‌ها [English]

  • Authentic Leadership
  • Job Performance
  • psychological empowerment
  • Structural Equation Modeling
  • hospital staff

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