The relationship between transformational leadership and work engagement in governmental hospitals nurses: a survey study
Davood Hayati
1
Morteza Charkhabi
0
AbdolZahra Naami
1
0
Department of Psychology, University of Verona
, Lungadige Porta Vittoria, Verona 17 - 37129,
Italy
1
Department of Psychology, Shahid Chamran University
, Ahvaz,
Iran
The aim of this study was to determine the effects of transformational leadership and its components on work engagement among hospital nurses. There are a few set of researches that have focused on the effects of transformational leadership on work engagement in nurses. A descriptive, correlational, cross-sectional design was used. In this study, 240 nurses have been chosen by stratified random sampling method which filled related self-reported scales include multifactor leadership questionnaire (MLQ) and work engagement scale. Data analysis has been exerted according to the statistical method of simple and multiple correlation coefficients. Findings indicated that the effect of this type of leadership on work engagement and its facets is positive and significant. In addition, the research illustrates that transformational leaders transfer their enthusiasm and high power to their subordinates by the way of modeling. This manner can increase the power as a component of work engagement in workers. Idealized influence among these leaders can result in forming a specific belief among employees toward those leaders and leaders can easily transmit their inspirational motivation to them. Consequently, it leads to make a positive vision by which, and by setting high standards, challenges the employees and establishes zeal along with optimism for attaining success in works. regarding to the results we will expand leadership and work engagement literature in hospital nurses. Also, we conclude with theoretical and practical implications and propose a clear horizon for future researches.
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Introduction
Modern day organizations are in a constant state of flux
and often experience large-scale change; hence the
guidance of visionary leadership is vital to the success of any
business. According to Jones and Harter (2005),
engagement leads to human benefits for the individual who
experiencing it, (p. 79) and since supervisors are most likely
to have daily contact and influence over the subordinate,
they are also most important to the discussion of
leadership because of their ability to influence employees to stay
motivated and engaged at work (Koppula, 2008). Based on
investigations, traditional methods of leadership and
management in todays wavy world do not work anymore
(Leithwood, 1992; Liontos, 1992). So, behavioral science
researchers are seeking for appropriate managerial ways
to soar up the level of employees commitment and
enthusiasm toward working. Nowadays organizations need
such managers and leaders that can develop zeal and
commitment among subordinates by using behavioral
and personality characteristics such as charisma, the ability
of high influence and extended vision which will lead to
utilize the total amount of talent and effort behalf of
achieving organizational goals. These leaders are called
transformational leaders (Bass and Avolio, 1997). Transformational
leaders can encourage employees toward gaining valuable
organizational goals include higher productivity, presenting
better services and solving social problems (Spector, 2004).
They prepare real and challenging purposes and enlarge
the sense of identification, competency and worthiness
among jobholders.
Transformational leadership and work engagement
The Bass et al. (2003) divides transformational leadership
into four areas which embrace: Idealized influence,
Inspirational motivation, Intellectual stimulation and
Individualized consideration. Idealized influence; means making a
glorious image along with profound and self-confidence
based respect in presence of employees. Inspirational
motivation; refers to leaders that draw a strict and positive
view of future for their subordinates and stimulate them
to go toward organizational aims and chief missions.
Intellectual stimulation; in this manner, leader emphasizes on
actualizing creativity and invention and using novel ways
in doing works. Individualized consideration; this
dimension represents the leaders own attention to subordinates
and treating them in the best route.
Another variable in this study is work engagement which
is composed of three dimensions that include absorption,
vigor and dedication. Absorption means concentration and
being engrossed in peoples work, whereby passing time
will be intangible and being detached from the job has
some difficulties for them (Gonzalez-Roma et al., 2006;
Langelaan et al., 2006; Liorens et al., 2007). Furthermore, it
is pleasurable to have job experience for individuals. They
do that, only for having that and paying high expenditure
for job is not such important issue which it is for the others
(Bakker and Demerouti 2007). Vigor is another aspect of
work engagement that implies high levels of energy and
mental resilience while wor (...truncated)