چکیده:
رهبری اخلاقی به عنوان رویکرد نوینی در چشمانداز رهبری پا به عرصه ظهور گذاشته و با اولویت دادن به اخلاقیات در سازمان، زمینه ایجاد و ارتقای اثربخشی فردی و سازمانی را فراهم نموده است. با استفاده از روش پیمایشی، تحقیق حاضر با هدف مدلیابی تأثیر رهبری اخلاقی بر رضایت از زندگی و شادکامی ذهنی با نقش میانجی رضایت شغلی در میان پرستاران بیمارستانهای خصوصی شهر مشهد در سال 1394 انجام شد. جامعه آماری شامل کلیه 730 پرستار بیمارستانهای خصوصی شهر مشهد بودند که با بهرهگیری از شیوه نمونهگیری تصادفی ساده، 166 نفر به عنوان نمونه انتخاب شدند. ابزار گردآوری دادهها پرسشنامه یانگ (2013) بود که روایی و پایایی آن، بررسی و تایید شد. دادهها با روش مدلیابی معادلات ساختاری تحلیل شد. نتایج نشان داد که تأثیر رهبری اخلاقی بر رضایت از زندگی معنادار است ولی با شادکامی ذهنی معنادار نمی باشد. همچنین رضایت شغلی نقش میانجی در تأثیر رهبری اخلاقی بر رضایت از زندگی دارد. بر اساس نتایج تحقیق، رهبری اخلاقی به صورت مستقیم و با واسطه رضایت شغلی بر رضایت از زندگی پرستاران تأثیرگذار بود. بنابراین اخلاقیات و رهبری اخلاق مدار در بیمارستان، ضمن بهبود محیط و بستر سازمانی، باعث افزایش رضایت از زندگی پرستاران میشود.
In recent years, organizations have shown a growing interest in creating and promoting ethical leadership and leader’s effectiveness (Elci et al, 2012: 291). The reason for the recent time increasing importance of ethical leadership was the valuable results it produced for the followers, of which enhanced job satisfaction and organizational commitment, more willingness for reporting problems to superiors, increased health and wellbeing, and higher levels of performance are the examples (Chughtai, 2015: 93; Kim and Brymer, 2011: 1021).Ethical leadership as a modern approach in arena gives priority to ethics in the organization and proposes to impact improving individual and organizational effectiveness. Over the past several years, there has been a growing tendency in organizations to development and promotion of ethical leadership and leader’s effectiveness. The unique importance of ethical leadership is for the impact the leaders may have on the conduct of organization and ultimately on its performance. Ethical leadership is believed to direct and guide organizational members towards goals and objectives which benefit the organization, its members, other stakeholders, and society (Elci et al, 2012, p. 291) Ethical leadership and its behavioral dimensions are linked to various attitudes and behaviors of followers, including organizational commitment, content with leader, trust in management, job satisfaction, and organizational citizenship behavior (Kalshoven and Den-Hartog, 2009: 104). Corporate directors and managers should learn to recognize the value and significance of ethical leadership in a firm, an area that has been receiving increasing attention in the corporate world. They should integrate ethical leadership into the core values and visions of the firm, as well as the basic norms of the business. As well as opening endorsing and communicating throughout the whole firm the value and meaning of ethical leadership, directors and the top management themselves should be actively engaging in learning the meaning and practices of good ethical leadership, as well as good ethical management in general (Ip., 2011: 693). Achieving a state of inner wellbeing is among the ultimate purposes of human life, which is also sought in career and professional life (Lee et al, 2016: 1). In fact, enjoying high levels of wellbeing is one of the major indicators of people’s social progress (Valickas and Pilkauskaite-Valickiene, 2014: 2740). Wellbeing is a mixture of motivation and agreeable feeling and indicates an emotional state, suggesting that a low level of wellbeing negatively affects organization (Kalshoven and Boon, 2012: 60); since workers experiencing poor health and wellbeing in the workplace may be less productive, make lower quality decisions, be more prone to be absent from work, and make consistently diminishing overall contributions to the organization (Danna and Griffin, 1999: 35). In organizations, research on job satisfaction represents the hedonic approach to understanding psychological wellbeing: job satisfaction is defined in terms of employees’ subjective judgments about their work situations (Grant et al, 2007: 53). Job-specific wellbeing signifies people’s feeling about themselves in relation to their work (Honkaniemi et al, 2015: 395). In some studies, salient components of job wellbeing, such as job involvement and job satisfaction, are considered as the key factors in shaping the subjective wellbeing that includes life satisfaction (Lee et al, 2016: 2). This study, consistent with the mainline research on subjective wellbeing, assuming a connection between ethical leadership style and employee’s subjective wellbeing, seeks to find out whether in the understudy organization ethical leadership does impact the employee’s wellbeing and job satisfaction, while the mediating role of job satisfaction is taken into account. The current survey is aimed at investigating the relationships between ethical leadership and life satisfaction and well-being by considering the mediating role of job satisfaction amongst the nurses of private hospitals in Mashhad city. This is an applied research conducted based on a descriptive-correlational survey design in which data analysis was performed by covariance matrix using structural equation modeling (DEM) technique.
خلاصه ماشینی:
با استفاده از روش پيمايشي، تحقيق حاضر با هدف مدل يابي تأثير رهبري اخلاقي بر رضايت از زندگي و شادکامي ذهني با نقش ميانجي رضايت شغلي در ميان پرستاران بيمارستان هاي خصوصي شهر مشهد در سال ١٣٩٤ انجام شد.
رهبري اخلاقي، رضايت شغلي و شادکامي ذهني رضايت شغلي، به عنوان مفهومي چند بعدي که با عوامل مختلف رواني و اجتماعي ارتباط دارد، از جمله متداول ترين موضوعات تحليل شده در حوزه رفتار سازماني است (٤٩٢٥ :٢٠١٤,Demirel)؛ نوعي ارزيابي فرد از کار (١٥٨ :٢٠٠١ ,Lam et al) و مفهومي است که با احساسات افراد در مورد شغل شان مرتبط است :٢٠١١ ,Brymer&Kim ).
محققان بين سبک رهبري اخلاقي و دستاوردهاي مختلف سازماني از جمله رضايت شغلي رابطه معناداري يافته اند (٢٤٥ :٢٠١١ ,Ruiz-Palomino et al)؛ در حقيقت اين رفتار اخلاقي رهبران است که به نحو مستقيم و غيرمستقيم بر رضايت شغلي پيروان تاثير ميگذارد، هرچند اين تاثير تحت تأثير متغيرهاي تعديل گري همچون جو اخلاقي سازمان نيز قرار داشته است ( :٢٠٠٩ ,Neubert et al ;١٠٢١ :٢٠١١ ,Brymer&Kim ١٦٧).
Brown et al)؛ رابطه ي مثبت 1 -Robbins & Coulter بين رهبري اخلاقي و اخلاق در سطح سازمان با رضايت پيروان از رهبر، از جمله نتايج تحقيق رزپالمينو و همکارانش (٢٠١١) هم بوده است .
The effects of ethical leadership on manager job satisfaction, commitment, behavioral outcomes, and firm performance.