Copyright notice This article has been cited by other articles in PMC. Leadership has been described as the behavior of an individual when directing the activities of a group toward a shared goal. The key aspects of the leadership role involves influencing group activities and coping with change.
Received Sep 3; Accepted May This article has been cited by other articles in PMC. Abstract Background Organizational culture refers to the beliefs and values that have existed in an organization for a long time, and to the beliefs of the staff and the foreseen value of their work that will influence their attitudes and behavior.
It is therefore essential to understand the relationship between organizational culture, leadership behavior and job satisfaction of employees. Methods A cross-sectional study was undertaken that focused on hospital nurses in Taiwan.
Data was collected using a structured questionnaire; questionnaires were distributed and valid questionnaires were returned.
Correlation analysis was used on the relationships between organizational cultures, leadership behavior and job satisfaction. Results Organizational cultures were significantly positively correlated with leadership behavior and job satisfaction, and leadership behavior was significantly positively correlated with job satisfaction.
Conclusions The culture within an organization is very important, playing a large role in whether it is a happy and healthy environment in which to work. In communicating and promoting the organizational ethos to employees, their acknowledgement and acceptance of it can influence their work behavior and attitudes.
When the interaction between the leadership and employees is good, the latter will make a greater contribution to team communication and collaboration, and will also be encouraged to accomplish the mission and objectives assigned by the organization, thereby enhancing job satisfaction.
Because organizational culture reflects the values, beliefs and behavioral norms that are used by employees in an organization to give meaning to the situations that they encounter, it can influence the attitudes and behavior of the staff [ 2 ].
In other management fields, empirical research of organizational culture has involved the functionalist perspective, providing impressive evidence of the role of organizational culture in improving performance [ 4 ].
The pervasiveness of an organizational culture requires that management recognize its underpinning dimensions and its impact on employee-related variables, such as job satisfaction [ 5 ], organizational commitment [ 6 ], and performance [ 7 ]. Lund [ 5 ] believed that less research was done on the relationship between organizational culture and job satisfaction within the research topic of organizational culture and outcome.
The organization consists of the staff, with the behavior of its individual members affecting outcomes. Since cultural research within the nursing field is not common [ 8 ], it is necessary to explore the way the culture influences the behavior of the nursing staff, and in turn how the behavior of the staff influences the organizational outcome.
A two-dimensional model of leadership that focuses on the concern for people and production has been used for many years in organizational research [ 9 ]. In the late s, leadership research started focusing on behavior within organizational change and development [ 10 ].
Leadership implies authority in the broadest sense of the word and not simply the power to wield the stick [ 11 ].
It is based on objective factors, such as managerial ability, and more subjective characteristics that include personal qualities of the leaders. The factors are of even greater importance given the current emerging culture of the nurse who has a clear and assertive vision about the nature of clinical practice [ 12 ].
Currently, there is a shortage of nurses in clinical care, and good leaders can help any attrition. Furthermore, the leadership skills of nurse administrators can contribute to the success of their organization [ 13 ]. Leadership is of increasing importance in clinical nursing [ 14 ].
Although leadership and organizational culture constructs have been well studied, the relationship between them has not been established in the field of nursing [ 6 ].
This study explores the relationship between organizational culture and leadership behavior. Although the data indicated that the development of an organizational culture is related to the behavior of its leaders, the results failed conclude whether this affected their attitudes or behavior as employees.
From the nursing administration perspective, the normal course of action taken to influence employee behavior and achieve the objectives set by the administrators comes through administrative management. Therefore, as well as discussing the relationship between leadership behavior and organizational culture, this research will investigate the effect of leader behavior and organizational culture towards employee job satisfaction.
The findings clearly show that hospital administrators should be concerned about the effects of leadership behavior and organizational culture on the attitude towards work of their employees. This should help administrators alter their behavior in order to maintain a good mutual relationship with their subordinates, improving their working attitude and, more importantly, reducing potential conflicts.
Relationship between organizational culture and leadership behavior Culture is socially learned and transmitted by members; it provides the rules for behavior within organizations [ 18 ].
The definition of organizational culture is of the belief that can guide staff in knowing what to do and what not to do, including practices, values, and assumptions about their work [ 19 ].Complexity characterises the behaviour of a system or model whose components interact in multiple ways and follow local rules, meaning there is no reasonable higher instruction to define the various possible interactions..
The term is generally used to characterize something with many parts where those parts interact with each other in multiple ways, culminating in a higher order of emergence.
provide information regarding the importance of the transformational leadership theory to () in his analysis of political leaders.
Prior to this time much attention had been given to the utilized in organizations since the s (Bass, ; Bass, Waldman, Avolio, & Bebb, ;. Gerald Chertavian is dedicated to closing the Opportunity Divide that exists in our nation. Determined to make his vision a reality, Gerald combined his entrepreneurial skills and his passion for working with urban young adults to found Year Up in With its annual operating budget in excess of $M, Year Up is one of the fastest growing non-profits in the nation.
Review Paper: Leadership styles Nanjundeswaraswamy T. S.* and Swamy D. R. leadership role and its influence on performance, leadership behaviors, attitudes.
They found that high leadership Transactional leadership in organizations plays an exchange role between managers and subordinates Abstract. This case study investigates the impact of leadership stage development in transformational change initiatives.
In particular, it looks at how the structure and characteristics of leadership teams determine large change outcomes in organizations.
Leadership and Followership Robert H. Jerry II University of Florida Levin College of Law, A Theory of Dynamic Team Leadership, in TE AM EFFECTIVENESS IN COMPLEX ORGANIZATIONS: CROSS-DISCIPLINARY PERSPECTI\ S AND A Post-Structuralist Analysis of Follower Identities.
17 LEADERSHIP Q.