[Home ] [Archive]   [ فارسی ]  
:: Main :: About :: Current Issue :: Archive :: Search :: Submit :: Contact ::
:: Volume 7, Issue 1 (6-2018) ::
مدیریت پرستاری 2018, 7(1): 51-60 Back to browse issues page
Predicting nurses' work engagement based on innovative organizational climate, perceived organizational support and servant leadership
AhmadAli Asadpour, Hamid Shafizadeh , Masoomeh Abdollahi, AliAkbar Pirzad, Shiva Momayez
Associate Professor, Department of Educational Administration, Garmsar Branch, Islamic Azad University, Garmsar, Iran
Abstract:   (945 Views)
Introduction: 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 nurses' work .  
Aim: This study aimed to predicting nurses' engagement based on innovative organizational climate, perceived organizational support and servant leadership.
Material & Methods: 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.
Results: 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 nurses' work engagement that the share of perceived organizational support was higher than other variables (p≤0/01).
Conclusion: 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 nurses' work engagement.
Keywords: innovative organizational climate, nurses, perceived organizational support, servant leadership, work engagement
Full-Text [PDF 270 kb]   (249 Downloads)    
Type of Study: Research | Subject: Special
Received: 2018/01/24 | Accepted: 2018/03/18
1. Manoochehri H, Shahab Lavasani F, Atashzadeh-Shoorideh F, Akbarzadeh Baghban A. Relationship between leadership style and perceived organizational justice. Quarterly Journal of Nursinsg Management. 2017; 6(1-2), 73-82. [Persian]
2. Hilton N, Sherman RO. Promoting work engagement: one medical center's journey. Nurse Leader. 2015; 13(6), 52-57. [DOI:10.1016/j.mnl.2015.03.013]
3. Simone SD, Planta A, Cicotto G. The role of job satisfaction, work engagement, self-efficacy and agentic capacities on nurses' turnover intention and patient satisfaction. Applied Nursing Research. 2018; 39, 130-140. [DOI:10.1016/j.apnr.2017.11.004]
4. Corey A, Manges S. Shared governance and work engagement in the emergency nurses: reality or perception. Journal of Emergency Nursing. 2016; 42(6), 469-470.
5. Park J, Gursoy D. Generation effects on work engagement among U.S. hotel employees. International Journal of Hospitality Management. 2012; 31(4), 1195-1202. [DOI:10.1016/j.ijhm.2012.02.007]
6. Vallieres F, McAuliffe E, Hyland P, Galligan M, Ghee A. Measuring work engagement among community health workers in Sierra Leone: Validating the Utrecht Work Engagement Scale. Revista de Psicología del Trabajo y de las Organizaciones. 2017; 33(1), 41-46. [DOI:10.1016/j.rpto.2016.12.001]
7. Safarzadeh S, Naderi F, Asgari P, Enayati MS, Heidariei R. The relationship between innovative organizationa climate, organizational justice and job engagement with psychological empowerment in employees. Journal of Basic and Applied Scientific Research. 2013; 3(6), 645-650.
8. Shanker R, Bhanugopan R, Heijden BI, Farrell M. Organizational climate for innovation and organizational performance: The mediating effect of innovative work behavior. Journal of Vocational Behavior. 2017; 100, 67-77. [DOI:10.1016/j.jvb.2017.02.004]
9. Tastan SB. The influences of participative organizational climate and self-leadership on innovative behavior and the roles of job involvement and proactive personality: A survey in the context of SMEs in Izmir. Social and Behavioral Sciences. 2013; 75, 407-419.
10. Kang JH, Matusik JG, Kim T, Phillips JM. Interactive effects of multiple organizational climates on employee innovative behavior in entrepreneurial firms: A cross-level investigation. Journal of Business Venturing. 2016; 31(6), 628-642. [DOI:10.1016/j.jbusvent.2016.08.002]
11. Faghih Aram B, Khademi M. Relationship between organizational support and innovative organizational climate with engagement in employee of the Ministry of Science, Research and Technology. Journal of Management and Planning in Educational Systems. 2017; 10(1), 133-146. [Persian]
12. Naujokaitiene J, Tereseviciene M, Zydziunaite V. Organizational support for employee engagement in technology-enhanced learning. SAGE Journals. 2015; 5(4), 1-9.
13. Shen Y, Jackson T, Ding C, Yuan D, Zhao L, et al. Linking perceived organizational support with employee work outcomes in a Chinese context: Organizational identification as a mediator. European Management Journal. 2014; 32(3), 406-412. [DOI:10.1016/j.emj.2013.08.004]
14. Gaudet M, Tremblay M. Initiating structure leadership and employee behaviors: the role of perceived organizational support, affective commitment and leader–member exchange. European Management Journal. 2017; 35(5), 663-675. [DOI:10.1016/j.emj.2017.04.001]
15. Ming-Chu Y, Meng-Hsiu L. Unlocking the black box: exploring the link between perceive organizational support and resistance to change. Asia Pacific Management Review. 2015; 20(3), 177-183. [DOI:10.1016/j.apmrv.2014.10.003]
16. Hashem Matoori H. Investigating the relationship between psychological capital and perceived organizational support with work engagement among nurses. Iranian Journal of Psychiatric Nursing. 2017; 5(2), 45-51. [Persian] [DOI:10.21859/ijpn-05027]
17. Clercq DD, Bouckenooghe D, Raja U, Matsyborska G. Servant leadership and work engagement: the contingency effects of leader–follower social capital. Human Resource Development Quarterly. 2014; 25(2), 183-212. [DOI:10.1002/hrdq.21185]
18. Chiniara M, Bentein K. Linking servant leadership to individual performance: Differentiating the mediating role of autonomy, competence and relatedness need satisfaction. The Leadership Quarterly. 2016; 27(1), 124-141. [DOI:10.1016/j.leaqua.2015.08.004]
19. Yoshida DT, Sendjaya S, Hirs G, Cooper B. Does servant leadership foster creativity and innovation? A multi-level mediation study of identification and prototypicality. Journal of Business Research. 2014; 67(7), 1395-1404. [DOI:10.1016/j.jbusres.2013.08.013]
20. Harwiki W. The impact of servant leadership on organization culture, organizational commitment, organizational citizenship behavior (OCB) and employee performance in women cooperatives. Social and Behavioral Sciences. 2016; 219, 283-290.
21. Akharbin P, Zahed Babolan A, Naghizadeh Baghi A. The relationship between servant leadership and organizational learning and nurses' work engagement. Journal of Research Development in Nursing & Midwifery. 2014; 11(1), 91-98. [Persian]
22. Salanova M, Schaufeli WB. A cross-national study of work engagement as a mediator between job resources and proactive behavior. The International Journal of Human Resource Management. 2008; 19(1), 116-131. [DOI:10.1080/09585190701763982]
23. Naderi F, Safarzade S. The relationship of organizational justice, organizational health, job engagement and organizational climate with psychological empowerment and organizational citizenship behavior. Knowledge & Research in Applied Psychology. 2014; 15(2), 56-68. [Persian]
24. Rasekh N, Mozafari H. Prediction of the innovative organizational climate based on organizational support and justice of the Sports and Youth general administration in Mashhad City. Journal of Human Resource Management in Sport. 2014; 1(2), 125-135. [Persian]
25. Eisenberger R, Armeli S, Rexwinkel B, Lynch PD, Rhoades L. Reciprocation of perceived organizational support. Journal of Applied Psychology. 2001; 86, 42-51. [DOI:10.1037/0021-9010.86.1.42]
26. Shenavar F, Beshlideh K, Hashemi SE, Naami A. Investigate the role of mediation work-family conflict in the relationship between stress, social support with job satisfaction and family satisfaction. Journal of Psychology Achievement. 2015; 4(1), 111-132. [Persian]
27. Gholipour A, Hazrati M. Explaining the Measurement of Servant Leadership in Iranian Governmental Organizations. Management Research in Iran, 2009; 2(3), 5-27. [Persian]
28. Sadeghi A, Goharloo Arkawaz A, Cheraghi F, Moghimbeigi A. Relationship between head nurses' servant leadership style and nurses' job satisfaction. Quarterly Journal of Nursing Management. 2015; 4(1), 28-38. [Persian]
29. Hsu MLA, Fan H. Organizational Innovation Climate and Creative Outcomes: Exploring the Moderating Effect of Time Pressure. Creativity Research Journal. 2010; 22(4), 378-386. [DOI:10.1080/10400419.2010.523400]
30. Caesens G, Stinglhamber F. The relationship between perceived organizational support and work engagement: The role of self-efficacy and its outcomes La relation entre le soutien organizational percu et l'engagement au travail: analyse du rôle du sentiment d'efficacité personnelle et de ses consequences. Revue Europeenne de Psychologie Appliquee/ European Review of Applied Psychology. 2014; 64(5), 259-267. [DOI:10.1016/j.erap.2014.08.002]
31. Allen DG, Shore LM, Griffen RW. The role of perceived organizational support and supportive human resources practices in the turnover process. Journal of Management. 2003; 29(1), 99-118. [DOI:10.1177/014920630302900107]
32. Klein ND. The relationship between servant leadership and employee engagement: The mediating roles of trust and fit. Omaha, NE: Creighton University; 2014.
33. Kordi E, Nasti Zaei N. The relationship of servant leadership style and organizational learning with job engagement of exceptional school teachers. Journal of Occupational and Organizational Counseling. 2015; 7(23), 68-91. [Persian]
34. Tahmasebi R, Abbasi D, Fathi M, Yousefi Amiri M. Studying the organizational effect of servant leadership on job behavior (case: faculty members and employees of University of Zanjan). Organizational Culture Management. 2017; 15(1), 165-186. [Persian]
Send email to the article author

Add your comments about this article
Your username or Email:


XML   Persian Abstract   Print

Download citation:
BibTeX | RIS | EndNote | Medlars | ProCite | Reference Manager | RefWorks
Send citation to:

Asadpour A, Shafizadeh H, Abdollahi M, Pirzad A, Momayez S. Predicting nurses' work engagement based on innovative organizational climate, perceived organizational support and servant leadership. مدیریت پرستاری. 2018; 7 (1) :51-60
URL: http://ijnv.ir/article-1-532-en.html

Volume 7, Issue 1 (6-2018) Back to browse issues page
فصلنامه مدیریت پرستاری Quarterly Journal of Nursing Management
Persian site map - English site map - Created in 0.06 seconds with 33 queries by YEKTAWEB 3876