Background: Ethical leadership plays an important role in improving the organizational climate and may be have an effect on citizenship behavior. Despite the growing emphasis on ethics in organizations, little attention to has been given this issue. The purpose of this study was to identify ethical leadership, an ethical climate, and their relationship with organizational citizenship behavior from nurses' perspective. Methods: In this descriptive correlational study, 250 nurses in twelve teaching hospitals in Tehran were selected by multistage sampling during 2016-2017. The data were collected using Ethical Leadership Questionnaire, Hospital Ethical Climate Survey, and Organizational Citizenship Behavior Scale. Results: The findings showed a significant correlation between ethical leadership in managers, organizational citizenship behavior (P = 0.04, r = 0.09) and an ethical climate (P < 0.001, r = 0.65). There was a significant correlation between an ethical climate and nurses' organizational citizenship behavior (P < 0.001, r = 0.61). The regression analysis showed that ethical leadership and an ethical climate is a predictor of organizational citizenship behavior and confirms the relationship between the variables. Conclusion: Applying an ethical leadership style and creating the necessary conditions for a proper ethical climate in hospitals lead to increased organizational citizenship behavior by staff. To achieve organizational goals, nurse managers can use these concepts to enhance nurses' satisfaction and improve their performance.

BackgroundThe method of implementing shared governance varies among organizations. Identifying the predisposing factors can facilitate and precipitate its successful implementation and aid educational institutions in achieving their goals. This study determined the antecedents of shared governance in nursing schools.MethodsEleven participants including faculty members of nursing schools, and managers of three major medical universities of Tehran were selected using purposive sampling method and underwent in-depth semi-structured interviews in this qualitative study. Conventional content analysis was used to analyze the data.ResultsData analysis led to the emergence of four categories including the participatory context of higher education institutions, infrastructural obligations, coordination with contemporary needs, and participation-oriented managers resulting in twelve subcategories.ConclusionThis study showed that managers can play a key role in the successful implementation of shared governance in the appropriate context of higher education institutions. Hence, the deliberate selection of managers who believe in managerial participation and their training are mandatory in nursing schools. The senior or higher level managers of educational institutions can empower themselves and their staff in participatory skills along with providing suitable resources of work serving as a suitable model of participation.

Background:Transition is a passage or movement from one state, condition, or place to another. Patients with chronic disorders such as end-stage renal disease experience transitions. This study aims to explore the process of transition to hemodialysis.Materials and Methods:This is a qualitative grounded theory of a doctoral dissertation. Twenty-four participants (19 patients on hemodialysis, 2 family members, 2 nurses, and a physician) were selected through purposive and theoretical sampling until data saturation. Data collection was conducted through semi-structured interviews, as well as field notes and memos. Data analysis was done concurrently with data collection in three levels of open, axial, and selective coding according to the Strauss and Corbin (1998) method. Core variable was appeared at the end of selecting coding stage.Results:Confronting unexpected situation of hemodialysis, challenge of accepting hemodialysis, comprehensive and pervasive changes, efforts made to self-management, and integration of hemodialysis with everyday life were considered to be the main themes of the process of transition to hemodialysis.Conclusions:The results would increase evidence-based knowledge regarding the process of transition to hemodialysis. Through identification of this process, effective factors such as determining strategies for management would lead to facilitate more specialized care of people undergoing hemodialysis, appropriate nursing interventions and more effective training programs to prepare patients and their families during the process of transition to hemodialysis. These results can be used for conducting and preparing other qualitative and quantitative studies.

Objective: Nurses' organizational commitment is one of the most important factors that facilitates their professional evolution and influences the method of care provision, quality of care, and patients' satisfaction. The aim of this study was identified the factors that affect nurses' perceived organizational commitment. Material and Methods: This qualitative study, conducted on 16 clinical nurses employed in Social Security Hospital of Khorramabad, Iran, during five months from May to September 2015, used deep semi-structured interviews. Purposive sampling method was used for the selection of nurses and the data were analyzed using conventional qualitative content analysis. Lincoln & Guba's criteria were used to secure data accuracy and stability. Results: Sixteen subcategories, five categories, and three themes were distilled during content analysis process. The abstracted themes included "organizational factors", "occupational challenges", and "contributory management". Conclusion: Our findings showed that numerous factors present in nurses' profession and work environment may influence the rate of nurses' interest and commitment in the hospital and the related organization. Hence, nurse managers can foster the promotion of nurses' organizational commitment through creating the required suitable conditions.