The relationship between transformational leadership and work engagement in governmental hospitals nurses: a survey study

SpringerPlus, Sep 2014

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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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. - 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)


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Davood Hayati, Morteza Charkhabi, AbdolZahra Naami. The relationship between transformational leadership and work engagement in governmental hospitals nurses: a survey study, SpringerPlus, 2014, pp. 25, Volume 3, Issue 1, DOI: 10.1186/2193-1801-3-25