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Introduction: Instructors’ leadership styles and characteristics are affected on learning and clinical experiences’ students. If situational leadership model used by nurse instructors effectively, it would be applied as a way for overcoming difficulties and obstacles in clinical education.

Aim: The aim of this study was to assessing the level of adaptability nurse instructors’ leadership style in clinical education.

Method: This study was descriptive cross-sectional that was done in 2010 in nursing-midwifery school in Arak city. Data were gathered by “Leader Behavior Description Questionnaire“ and nursing student’s “Readiness level questionnaire“. Internal consistency reliability (Cronbach’s alpha) in order were (α=0.88 and α=0.76). All 15 clinical educators and 186 nursing students (11 people in the former, 2^nd year 71, 3^th year 76, and in the fourth year 28 people) were selected to complete questionnaires. Data were analyzed by descriptive statistics using SPSS 13 software.

Results: findings showed that nursing instructors were 13.3% male and 86.7% female. Their mean of work experiences were 5.5 years. Also, nursing students were 35.5% male and 64.5% female that their mean of age were 21.18 years. Findings showed that the selling leadership style and then delegating were as the dominant styles of nurse instructors. The majority of nurse instructors (46.8%) had moderate adaptability and 23.7% of them had low.

Conclusion: The ability nurse instructors must be improve for assessing ability and willingness of students for performing the tasks and skills in clinical practicum correctly and their selection the appropriate leadership style. Application scientific principles of management and leadership especially situational leadership would be improve professional development for students.

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 Introduction: It is vital that the managers identify and use some appropriate methods to increase job satisfaction. Performance appraisal is one of the essential task for managers to achieve organizational goals , improving the quality of services and one of the factor for job satisfaction.

 Aim: The aim of the study was to assess the correlation between quality of performance appraisal and job satisfaction of nurses in hospitals of Arak University of Medical Sciences.

 Method: This study was a descriptive – correlation that all nurses (133) in teaching hospitals of Arak in 1390 were selected. Data were collected by two questionnaires performance appraisal had 44 and job satisfaction had 20 questions. Their reliabilities were 0.85 and 0.72 respectively by Cronbach Alpha. Data analysis was done by Spearman correlation coefficient and used software SPSS 13.

 Results: Results showed that nurses believed that head nurses have moderate competence for the implementation of performance appraisal (80.5%). Also, qualities of process and outcome performance appraisal were average level respectively, by 50.4 % and 60.9% of nurses. The majority (72.2%) of nurses expressed moderate level of job satisfaction. There was a significant relationship between a feeling of job satisfaction and nurses’ perceptions of head nurses’ competence, process and outcome qualities(P<0/05).

Conclusion: Regarding the results, it is necessary all nurse managers try for self- empowerment and promote the quality of the performance appraisal process.

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Introduction: The effectiveness of managerial activities and skills of nursing managers have benefits for the health organizations. In this way leadership plays an important role. Studies showed that education is an effective factor on leadership performance and focus on continuous improvement of skills in management.

Aim: This study was done to determine the impact of management development program on effectiveness of leadership style of head nurses.

Method: This study was a quasi-experimental study of the one group of pre-and post-test design in Amir kabir hospital in Arak. Data were was collected by using standard questionnaire LEAD “ Leadership Effectiveness and Adaptability Description” with reliability of 0/95. Based on the census, 88 people, that were including19 head nurses and 69 nurses, participated in this study. At first the questionnaires were completed by participants,then The action plan of management development with content of leadership, communication and performance appraisal in methods of lecture, group discussion and presentation of performance scenarios was done and training booklet was given to the head. Second evaluation was performed 2 months after initial assessment. Data analyzing by using SPSS16 and descriptive statistics (frequency, percentage, frequency, mean, standard deviation) and paired t-test analysis was conducted.

Results: After the intervention the Mean of effectiveness of leadership style in head nurses through self evaluation and evaluation by nurses increased Although paired t test indicated significant differences for effectiveness mean score from nurses, views before and after the intervention (p>0/001)there wasn’t significant differences from head nurses, view.

Conclusion: there is a gap between present status and ideal situation that. Defined by scale of effectiveness and adaptability so, for management development programe suggeste strategies such as leadreship behaviors supervisory, feedback to head nurses, participation of all level of management and modern educational methods.

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 Introduction: Managers’ self-efficacy and belief to fulfill their managerial performance is considered as an indicator for quality of nursing services, it also determine their needs to participate in continuing education programs and promote awareness.

 Aim: This study was done for assessing charge nurse s' managerial self-efficacy in teaching hospitals in Arak in 2012.

 Method: This study was descriptive - cross. All of the nurses who worked in teaching hospitals in Arak city were samples that 199of them took part in this study. A self-administered questionnaire " assessment charge nurse s' managerial self-efficacy" was designed in the five areas of planning, organization, staffing, directing / leading and controlling / monitoring that measures charge nurses' confidence about their ability to perform managerial functions. Validity and reliability of the questionnaire were measured respectively with content validity and test - retest reliability (α=0.76). Data with descriptive statistics were analyzed using SPSS software.

 Results: Data analysis showed that (88.1%) of charge nurses were female the mean of work experience were (6.45±5.10) years and (44.2%) of them had more than (30) year's old. The majority (62.3 % ) of them determined their self-efficacy in moderate level. The highest their efficacy was in the control domain (3.73 ± 0.47) and the lowest their efficacy was in staffing domain (3.32 ± 0.57).

 Conclusion: Although in this study there was no weak self-efficacy yet the current situation is far from the ideal charge nurse self-efficacy . So, nurse managers could be improving charge nurses' performance with proper supportive planning and motivational mechanisms.