Purpose: This study sought to investigate the effects of role conflict, role ambiguity, and workload on burnout syndrome among clinical nurses working in university hospitals and the mediating role of work-related stress in these effects.Design and Methods: Cross-sectional questionnaire-based survey was conducted.Data from 386 nurses were evaluated. The research variables were analyzed using statistical methods such as factor analysis, correlation analysis, regression analysis, Sobel tests, and bootstrapping method.Findings: It was determined that role conflict, role ambiguity, workload, and workrelated stress affect nurses' burnout significantly and work-related stress has a mediator role between burnout and the independent variables. Practice Implications: Nurses' burnout syndrome can be prevented if managerial practices to reduce the sources of role-related stressors and work-related stress are implemented by managers.
Current emphasis in culture research focuses on how leaders might change the culture to improve organizational performance. However, how culture affects organizational performance under active leadership relations research has resulted in conceptual ambiguities, as well as contradictory empirical findings. We argue that organizational culture moderates the effectiveness of leadership on organizational performance. We used an ethical approach to generalize paternalistic leadership in moderating Turkish organizational culture. The results indicate that paternalistic leadership functions are divided into two dimensions: family relationships and non-work life involvement, and the overall effects of paternalistic leadership on non-financial performance are unconnected to organizational culture, namely cultural tightness-looseness (CTL).
PurposeThis paper researches the effects of the cultural context from values' ground on leadership roles and the effects of roles on styles. The idea behind this study is to show that cultural communities have different cultural models regarding the kinds of roles leaders should or should not play.Design/methodology/approachThe sample was chosen from the part of the town where the immigrant workforce is growing, as well as it is the closest growing economic area to Europe in Turkey.FindingsThe analysis shows that cultural values significantly affect leadership roles. Additionally, there is a correlation between roles and paternalistic leadership style. Asian cultural values do affect leadership roles more than Western values. Additionally, each culture is diminishing the other. As leadership roles increase, they are acting as paternalistic leadership substitutes.Originality/valueInterestingly we have introduced paternalistic leadership substitutes to literature and showed that paternalistic leadership is not only culturally but also contextually bounded.
This article develops arguments about the factors that promote intrapreneurship in relation to role theory. These are based on contributions from interactional and structural sociology. Fixed theoretical tools for intrapreneurship are not enough. So, the structural and interactionist perspective of sociology is necessary to understand the concept of intrapreneurship. The above approaches depend on individuals, organizations or environments to encourage potential employees to be intrapreneurs. Thus, Expectations can be a cornerstone for intrapreneurship because intrapreneurs learn from their roles.
This chapter analyzes the relation between Positive Psychology, Psychological Capital, and Well-Being. Positive psychology pursues information that flourishes on life. Positive psychology improves the quality of life and investigates the paths towards positive individual characteristics and developing communities through actions that increase well-being and prevents discomfort in situations where life is vicious and meaningless. Psychological capital is associated with many positive results for employees and the organization and promises to increase productivity in today's workplace. In this chapter, the transformation of positive psychology into the concept of psychological capital is explained in the field of organizational behavior, and the state of well-being and psychological capital are examined from a theoretical perspective. Besides, it is explained how psychological capital improves employee wellbeing. Psychological capital and well-being are very effective concepts on employee workplace performance, and there are strong relationships between them.
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