Mansoureh Zagheri Tafreshi; Parivash Jahandar; Maryam Rassouli; Foroozan Atashzadeh-Shoorideh; Amir Kavousi
Volume 19, Issue 7 , July 2017, , Pages 1-11
Abstract
Background: Spiritual leadership has recently become the focus of attention for policy makers and top managers in Iran, especially in the health system. Due to the lack of culturally and academically accepted scales in Iran for measuring spiritual leadership, localization of a foreign scale in this ...
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Background: Spiritual leadership has recently become the focus of attention for policy makers and top managers in Iran, especially in the health system. Due to the lack of culturally and academically accepted scales in Iran for measuring spiritual leadership, localization of a foreign scale in this field is necessary.Objectives: This study aimed at investigating the validity and reliability of the Persian version of Fry’s spiritual leadership questionnaire (SLQ) among Iranian nurses.Methods: The present cross sectionalmethodological research was conducted during year 2016. Participants were 400 nurses working in teaching hospitals affiliated to 3 universities of medical sciences in Tehran, Iran, who were selected using stratified sampling. A standard forward-backward translation procedure according to Wild et al. (2005) was used to translate the English version of the SLQ to Persian. The psychometric evaluation processes were achieved by face, content, and construct validity (confirmatory factor analysis). Reliability was examined using test-retest and Cronbach’s alpha for internal consistency reliability.Results: The SLQ showed good content validity (CVI = 0.94) ranging from 0.79 to 0.94 for each of the items. Construct validity evaluation by confirmatory factor analysis (CFA) led to extraction of 8 factors from data was confirmed with acceptable values (factorloading values ranged from 0.32 to 0.95). The original model was presented and incorporated in the CFA, indicating an acceptable fit for the model (root mean square error of approximation (RMSEA) = 0.08; comparative fit index (CFI) = 0.91; normed fit index (NFI) = 0.90; and incremental fit index (IFI) = 0.95). Cronbach’s alpha coefficient for the total scale was 0.94 and for each component ranged from 0.71 to 0.86, indicating good internal consistency, and the intraclass correlation coefficients (ICC = 0.92) showed good test-retest reliability.Conclusions: The Persian version of Fry’s spiritual leadership questionnaire has acceptable psychometric properties for measuring spiritual leadership style of Iranian nurse managers and helps detect and predict the extent and scope of the application of this new type of leadership to improve organizational outcomes.
Leila Hosseinpour-Dalenjan; Foroozan Atashzadeh-Shoorideh; Meimanat Hosseini; Jamileh Mohtashami
Volume 19, Issue 4 , April 2017, , Pages 1-8
Abstract
Background: Because nurses’ work engagement is related to positive outcomes like increasing organization productivity, it is necessary to promote it. The first step to achieve this goal is to determine the factors associated with nurses’ work engagement, yet very few studies have been conducted ...
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Background: Because nurses’ work engagement is related to positive outcomes like increasing organization productivity, it is necessary to promote it. The first step to achieve this goal is to determine the factors associated with nurses’ work engagement, yet very few studies have been conducted on this subject in Iran.Objectives: This study aimed at investigating the correlation between work engagement and workplace incivility in nurses who were working in selected teaching hospitals of Shahid Beheshti University of Medical Sciences in Tehran, Iran, during 2015 and 2016.Methods: In this descriptive correlational study, 516 nurses were selected randomly from teaching hospitals of Shahid Beheshti University of Medical Sciences during 2015 and 2016. Data were collected using the demographic questionnaire, the utrecht work engagement scale, and the nursing incivility scale.Results: Themeans of work engagement and workplace incivility scores were 3.59±1.16 (average) and 2.68±0.65 (low), respectively. A significant negative correlation was found between work engagement and workplace incivility in nurses (P < 0.01, r = -0.27). The findings of the present study revealed that the nurses’ work engagement and incivility from physicians were significantly different based on the type of ward. In addition, the mean score of incivility from physicians were significantly different based on different hospitals and work experience.Conclusions: Nursing managers should use proper strategies to improve nurses’ work engagement and decrease the incidence of incivility in hospitals and clinical environments.
