جستجوی مقالات مرتبط با کلیدواژه « رهبری خدمتگزار » در نشریات گروه « پزشکی »

With the developments that have taken place after forty years of endurance and stability of the Islamic Revolution in the national and transnational arenas and entering the second step of this blessed revolution, it seems that the traditional models of leadership in their organizations do not respond to all the needs of the Islamic Revolution and more From any time, the need for native and effective leadership styles is felt. One of the forms of leadership that pays attention to the heart relationship between the leader and the followers and sees the leader as a servant of his followers in addition to serving the goals of the organization, is servant leadership. The leadership style of Sardar Shahid Qassem Soleimani is an excellent example of servant leadership, a native style. And it is effective that he created tremendous successes, including the destruction of ISIS, after his martyrdom and the clarification of wider aspects of his personality and mission, his leadership style as a style that fits the essence of the Islamic revolution, was more noticed. With the aim of delineating the components of this commander's leadership style, this research examines a library of biographies, speeches, notes and the martyr's will, then by using the theme analysis strategy, it is divided into 842 basic themes, 82 organizational themes. Among other things, the giver achieved the divine values, task orientation and kindness with the people. These themes include sincerity, having a lofty ideal, employee training, character with strength, individual spirituality, focus on the mission as the components of the lofty style of leadership of martyr Qassem Soleimani in the Social Security Organization.

Nursing is a stressful profession and repeated stress reduces their work engagement. Therefore, identification of variables related to work engagement is necessary to improve quality of nurse's work .
Aim: This study aimed to predicting nurse's engagement based on innovative organizational climate, perceived organizational support and servant leadership.
Material &

This study was a descriptive-analytical and cross sectional study. The research population were public sector nurses who working in the hospitals of the Varamin city in 2017. They were selected randomly that by Cochran formula (n=190) estimated. Data were collected by questionnaires of work engagement (Salanova & Schaufeli, 2008), innovative organizational climate (Cigel & Kaumer, 1978), perceived organizational support (Eisenberger & et al, 2001) and servant leadership (Gholipour & Hazrati, 2009), that their reliabilities by Cronbach's alpha were 0/81, 0/77, 0/86 & 0/93. Data were analyzed by Pearson correlation and multiple regression with enter model methods and with SPSS-19 software.

The results showed innovative organizational climate (r=0/315), perceived organizational support (r=0/497) and servant leadership (r=0/382) had a positive and significant relationship with work engagement of nurses. Also the predicted variables significantly could predict 52/9 percent of variance of nurse's work engagement that the share of perceived organizational support was higher than other variables (p≤0/01).

In order to findings, it is suggested that all nurse managers and also other health care administrator make supportive atmosphere by applying servant leadership. If programs planned in regard to these objectives would be improved nurse's work engagement.

The aim of this study was to determine the relationship between servant leadership and organizational commitment in the employees of department education in Kohgiluyeh and Boyer-Ahmad.
This is a field study among 148 education’ staffs of Kohgiluyeh and Boyer Ahmad The Morgan table and stratified random sampling were the method of sampling. Instruments included servant leadership and Meyer and Allen’s organizational commitment questionnaires, with the Cronbach’s alpha coefficient 0.88 and 0.82 respectively. Data were analyzed using the Pearson Correlation, One-way ANOVA, and Multiple Regression’s tests.
The results showed that between servant leadership and its components correlated with organizational commitment level, significantly (r= 58, P 0.01).
Totally, the result of studies about Servant leadership and organizational commitment and its components is consisted with other studies. So it can be said that servant leadership in our study has an important role in organizational commitment. Therefore managers should reconsider their management method to improve organizational commitment. The integration of servant leadership in education with organizational commitment, have a positive effect on organizational commitment.

Any persons who want to services to others as a leader could be had a positive effects on followers. Always, there is a relationship between staff dissatisfaction and their poor quality performance with poor leadership.But, is this relationship in health care organization? this study assessing the relationship between head nurses’ servant leadership style and nurse's job satisfaction. Methods and Materials: This is an analytic-descriptive study which was done in (2014) on (304) nurses who worked in Hamadan educational hospitals. They were selected based on stratified proportional random sampling. Data were collected by Employing Servant Leadership (2009) and Spector Job Satisfaction (1991) questionnaires. Their reliability by (α Chronbach) were (0.95 and 0.82) respectively. Using descriptive statistics and inferential statistics (Pearson Correlation Coefficient and Stepwise Multiple Regression) data were analyzed by SPSS 16 software (α=0.05). findings showed that job satisfaction nurses moderately were satisfied. There was a significant and positive correlation between head nurse's servant leadership style and nurse's job satisfaction (r=.62, p<0.001). Servant leadership dimensions such as humility, providing service and trusty predicted 39% of variance in nurses’ job satisfaction. these domains of head nurse's servant leadership style; humility, providing service and trusty were significant predictors of nurse's job satisfaction, and so, more attention to these by head nurses can improve nurse's job satisfaction.

This paper aims to survey different parameters of servant leadership model and proposes a theoretical scheme to apply in hospital management. It additionally examines the applicability of this model in Police Hospitals. The study exploits an applied-development approach as well as a descriptive-survey design among 374 members of hospital executives، physicians and faculty members in two categories. The sample was chosen by Ray Morgan research population estimation method. 251 members were chosen based on simple random sampling. Data gathering was done according to the Likert-type scale with 7 levels and the reliability of 0. 89. Moreover، statistical analysis was based on confirmatory factor analysis examination، structural equation modeling as well as fitting model with SPSS and Lisrel toolkits. The analysis of data showed that enabler and insightfulness are the most and the less important characteristics of servant-based leadership in hospital management with the factor weighting of 0. 79 and 0. 3 respectively. Additionally، the second order conformity factor analysis and the final fitting index demonstrated that twelve variables out of the total number of eighteen were confirmed. So five characteristics and twelve variables were confirmed at the end. It is mentionable that highly agreeable fitting scales (RMSEA=0. 098، GFI=0. 95، AGFI=0. 94) show a reliable fitting pattern. It can be concluded that having a comprehensive enabling plan is the most important expectations of members from an executive chief in a servant leadership approach. Therefore we suggest holding workshops for hospital managers in the light of operational leadership and empowering employees to increase their skill in planning.

Backgrounds and Objective; Existence of suitable leadership style helps correctperformance of nurses who are the most specialized personnel in hospital and performance improvement results in the development of quality and reliability of the supervision and makes them responsible for their performance. This study was carried out to determine the effect of servant leadership style on the nurses’ performance. Materials a the current research is a correlation study which was conducted in tonekabon and ramsar hospitals. Subjects of this study were nurses of these two hospitals who met the requirements of the characteristics of research samples and ware randomly selected. In this study first the nurses’ leadership style was examined regarding the adaptation rate with the servant leadership indexes. Then, its effete on the nurses’ performance was determined. In this way, after distributing the questionnaire for determining servant leaders, 10 subjects were assigned to each of these two groups, one observing servant leadership style, and the other non servant leadership one, to homogenize subjects, 150 nurses (75 in experimental group, 75 in control group) responded the questionnaires. First, the degree of demographics variables was determined by the use of descriptive statics and annual evaluation used for determining nurses’ performances. Then independent t-test was used for comparing the score of the two groups, and independent t-test and ANOVA were used for determining the effect of demographic characteristics of head nurses on the servant leadership style. Data analysis by means of independent t-test showed significant difference at the mean of nurses annual performance evaluation score in the two experimental and control groups (p<0.05). Nurses annual evaluation score mean obtained using independent t-test by considering their gender (p=0.31) marital status (P=0.17), educational degree (p=0.44) wasn’t significant. Further more, ANOVA test didn’t show any significant difference between nurses annual performance evaluation scare in fourfold age groups and fourfold groups of service yours (P=0.59). ANOVA test also showed that servant leadership style had great effect on the nurses performance (P=0.01). These results are applied to each of performance parameters. considering the importance of servant leadership style in hospitals, the head nurses who particularly make use of the results of this study for managing the respective ward can be successful and this is possible through teaching them the most effective methods.

Servant leadership, a newly developed concept of leadership, emphasizes on increased services to others, as well as a holistic attitudes toward people, individual development and shared decision making. The servant-leadership philosophy focuses on: servant leader, training staff and developing services in the society. This research aimed to study the relationship between servant leadership and its four dimensions (service, humility, trust and agapao love) as independent variables and job involvement as a dependent variable, among the staff of teaching hospitals affiliated to Kurdistan University of Medical Sciences KUMS This was a descriptive – analytical study conducted in 2010. The population included 151 staff of teaching hospitals affiliated to KUMS. Data were collectedthrough Servant Leadership and Job Involvement Questionnaires and were analyzed using SPSS software, descriptive statistics and spearman correlation test. There was a significant and positive correlation between servant leadership and its four dimensions and job involvement among the staff of teaching hospitals affiliated to KUMS (r=0.343). The mean scores for servant leadership and job involvement were 2.56 and 2.78 out of 4, respectively. The high correlation between servant leadership and job involvement and a moderate correlation between servant leadership and job involvement suggest that managers should always be pioneers in serving customers inside and outside their organizations and consider this as their major responsibility.

The aim of the study was exploring the association between employee perceptions of servant leadership and leader trust, as well as organizational trust and community citizenship behavior among the nurses in public hospitals in Shiraz province. This study applied as a correlation study that was conducted like as a cross-sectional research in 2010. The sample of study consisted of public hospitals’ nurses in Shiraz metropolitan area from whom 250 people were selected throughout the formula of set size correlation studies. Three different types of questionnaires were used which included; 1- Taylor's Servant Leadership Assessment (2002), 2- Ruder's Leader and Organizational Trust Inventory (2003), and 3-Liden's Community Citizenship Behavior Assessment (2008). Data analyses were followed in the two levels of descriptive and inferential by using software spss18. Research finding showed that there are significant correlation relationships (P<0/01) between Servant Leadership and Organizational Trust (r= 0/440), Servant Leadership and Community Citizenship Behavior (r= 0/144) and Organizational Trust and Community Citizenship Behavior (r=0/145). Also, servant leadership has had the power of prediction to nurse's community citizenship behaviors. Perceptions of servant leadership between studied hospitals’ staff had positive correlation with organizational trust as well as community citizenship behaviors. The study also found that organization perceived as a servant-led exhibited had higher levels in both organizational trust and community citizenship behaviors in comparison to organization perceived as a non-servant-led.Therefore, findings lead to support of Greenleaf’s view that servant leadership is an antecedent in organizational trust, and other aspects of servant leadership models.