Perceptions of managerial practice among Spanish nurse managers: a cross-sectional study using the E-EPTGE instrument.

The study of the problem of the competency-based approach to the training of specialists, including for law enforcement agencies, has recently been of interest to scientists and practitioners. Since one of the important types of activity is organizational and managerial activity, the criterion of professionalism of its subject and the purpose of its professional development is precisely organizational and managerial competence. However, the problem of the formation and development of organizational and managerial competence of the investigator has not been studied at the level of directed scientific work; first of all, the essence of organizational and managerial competence in the psychological structure of the investigator’s professional activity and its fundamental competences have not been determined. That is why the purpose of the study was to determine the psychological content of organizational and managerial activities in the process of pre-trial investigation of offenses and to determine the key organizational and managerial competencies of the investigator as the basis for the formation of professionally important personality traits in the direction of improving his organizational and managerial activities. Methodological basis of the study is the theory of management psychology and the psychology of investigative activity, the concept of the formation of professional competence. According to the purpose and for solving problems the following methods were used: analysis of scientific researches in psychology of investigative activity, psychology of management and management; structural and system analysis to ensure the complexity of the substantiation of the concept of development of organizational and managerial competence of the investigator; formalization, generalization – to justify the conceptual apparatus of research and formulation of conclusions. Scientific novelty. The modern content of organizational and managerial competence in the professional activities of the investigator based on police management is revealed, its specific psychological features are determined. The notion of «investigator-manager» is formulated as a professional in the field of jurisprudence, who knows the basics of management, has the skills and organization of professional activities during the pre-trial investigation, the business leader of the SOG and other groups of participants in the pre-trial investigation. Conclusions. Organizational and managerial activities of the investigator are ensured by both the general parameters of the personality’s professionalism, and the individual organizational and leadership abilities of the investigator, a high level of self-organization, a system of mental properties and qualities that characterize the emotional-volitional stability of the subject of investigation and a creative approach to solving various professional tasks. Therefore, the investigator’s effective organizational and managerial activity is organizational and managerial competence, which on the one hand consists of a number of organizational and managerial competencies, and on the other, acts as a high-quality personal characteristic, which includes the ability and ability to organize and organize other people for joint activities, influence the processes of this activity, make organizational and managerial decisions regarding pre-trial been concerned. Keywords: investigator; pre-trial investigation; organization; planning; organizational and managerial competence.

This study aimed to explain the effect of authentic and ethical leadership on the psychological empowerment of nurses. Ethics-related leadership styles can play an important role in improving employee performance by influencing job satisfaction. However, no study has investigated ethics-related leadership and its impact on the psychological empowerment of nurses. The present study is a descriptive correlational study with emphasis on structural equations. A random sample of 384 nurses in public hospitals in Tehran responded to three self-report questionnaires. The authentic leadership variable explains 74.5% of the variance of the psychological empowerment variable. In addition, the variable of ethical leadership explains 87.7% of the variance of psychological empowerment variable. Ethical and authentic leadership is effective on the nurses' psychological empowerment. Ethical and authentic leadership is necessary for managers to psychologically empower nursing staff. Increasing awareness of capabilities of nurses and how decisions and behaviours affect them, balanced information processing, observance of ethics in the workplace, transparency in communication, information and power sharing, all impact justice in the workplace.

BackgroundEthical 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.MethodsIn 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.ResultsThe 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.ConclusionApplying 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.

The article substantiates the purpose, stages, content, algorithm and methods of implementation. The entry of Ukrainian higher education into the European space determines the need for specialists with integrated specialties. The purpose of the article is to investigate the purposefulness of the formation of managerial competence in future professionals in the social sphere to ensure the educational and methodological process in higher education institutions. Methodology – general industry, research, information, diagnostic, subject methodical. Thus, there is a need to modernize professional and human resources. Therefore, the issue of scientific understanding of quality training of social workers in management, i.e., leadership of small and large groups of people, their ability to be highly qualified professionals with established managerial competence. Modern approaches to understanding the process of formation of managerial competence in future professionals in the social sphere, which is determined by the focus on the object of management, taking into account its specifics and the nature of development in the socio-educational environment. Based on the analysis of scientific sources, the essence and content of the concept of "managerial competence" are revealed. The understanding of professional training as an important component of managerial competence of future specialists in the field of management is highlighted, in particular, that professional training is a set of knowledge, skills and abilities, mastery of which allows a person to work as a specialist or a skilled worker qualifications. The main purpose of the formation of managerial competence in future professionals in the social sphere is to achieve a high level of its main components and ensure the manageability of the educational and methodological process. Based on the analysis of pedagogical, methodological, philosophical research of the essence, content and structure of managerial competence in social specialists, the founders revealed as a component of professional competence of a social specialist, a dynamic integrated systemic education, which is manifested in management. In turn, management activity is the result of managerial training of a social worker to evaluate his or her professional activity. Professional training of future social professionals for management is a necessary component that requires clarification of the concept of "professional training of social professionals" in order to form managerial competence for effective performance of professional duties and opportunities for successful work in the chosen profession.

To determine the relationship between ethical leadership, organisational commitment of nurses and their perception of patient safety culture. Patient safety, organisational commitment and ethical leadership styles are very important for improving the quality of nursing care. In this descriptive-correlational study, 340 nurses were selected using random sampling from the hospitals in Tehran in 2016. Data were analysed using descriptive and inferential statistics in SPSS v.20. There was a significant positive relationship between the ethical leadership of nursing managers, perception of patient safety culture and organisational commitment. The regression analysis showed that nursing managers' ethical leadership and nurses' organisational commitment is a predictor of patient safety culture and confirms the relationship between the variables. Regarding the relationship between the nurses' safety performance, ethical leadership and organisational commitment, it seems that the optimisation of the organisational commitment and adherence to ethical leadership by administrators and managers in hospitals could improve the nurses' performance in terms of patient safety. Implementing ethical leadership seems to be one feasible strategy to improve nurses' organisational commitment and perception of patient safety culture. Efforts by nurse managers to develop ethical leadership reinforce organisational commitment to improve patient outcomes. Nurse managers' engagement and performance in this process is vital for a successful result.

The article focuses on cognitive competence as an important structural element of the system of general professional competences of managers working in the field of business. It is shown that the total mediatization of the consciousness of ordinary citizens and professionals, which is characteristic of modern post-information societies, as well as the specific and narrow focus of business managers and employees on solving the typical goals and tasks of a specific business, reduce the quality of their thought processes and deform their professional consciousness. The consciousness of a specialist, including a business manager, narrows, simplifies, loses flexibility and dynamism. This puts on the agenda the question of improving the quality of thinking activity and cognitive competence of management in business with the help of specially organized procedures and means. The coaching method is analyzed as a tool of non-manipulative social engineering, which is gaining more and more popularity in professional and business environments in various areas of social activity. This method is quite multifaceted and can be implemented in various areas of activity of business structures and organizations, including for the purpose of developing professional competencies and competencies of managers and attracting and retaining clients in the field of implemented management. Special attention is paid to group forms of coaching, in particular coaching for business. Attention is focused on the fact that the main task of coaching in the field of business is to increase the productivity of managers, employees and clients of a business organization in the most interesting and comfortable conditions for them. And in this sense, business coaching can be considered as an ecological and human-centered socio-psychological technology. The expediency of including elements (mechanisms, factors, rules) of game activity in the process of training and improving the cognitive competence of business managers and even the expedient introduction of gamification of business processes and processes of improving the professional, including cognitive qualification of staff, are substantiated. It is shown that the introduction of gamification in business activities at its first stages is possible only if an experienced coach with a good portfolio is involved in this. With the qualified support of a coach, it is possible to successfully organize joint goal-oriented activities of managers, staff and clients of a business organization in conditions of gamified interaction.

In modern conditions, an important scientific and practical task of ensuring the innovative economy development is building a model as competencies of the innovation manager. Determination of future competency needs enables the higher education system to carry out thoughtful adaptation of the professional training process for innovative staff and increase the competitiveness of educational programs. The article discusses the competencies of the manager’s profession – working at the average managerial level and engaged in innovation activity, which includes: assessing the commercial potential of innovation; operational planning and organization of work on innovation management; management of all stages in the innovation project; work with partners in the innovation market; monitoring the implementation of measures to promote innovation on the market, etc. An approach to the formation of a model of competencies of the manager of innovation in the form of an ordered list of five groups: professional, functional, digital, sociocultural and cognitive competencies are proposed. The research results will be aimed at improving and updating two educational programs of ENU named after L.N. Gumilyov “Innovation Management” and “Management” at three levels: undergraduate, graduate and PhD. The developed model of innovation activity manager competencies will be the basis for further research, namely: when assessing the formedness level of competencies among students and graduates; when developing training program and developing the competencies of innovation managers as part of the continuing education concept.

Background and Aim : Regarding the effect of ethical leadership style on employee involvement, the present study was conducted to determine the relationship between ethical leadership and job engagement by mediating role of leader-member interaction. Materials and Methods: This study descriptive-correlational research with structural equation model was done on 162 teachers of secondary schools in District 2 of Zahedan City. The sample size was estimated based on the Cochran formula and stratified-random sampling method was done. For collecting data, standard questionnaires of ethical leadership, Job involvement and leader-member interaction were used. For data analysis, Pearson correlation coefficient and structural equation model were used with application of SPSS 21 and Lisrel softwares. Findings: There was a significant correlation between ethical leadership and job involvement, ethical leadership with leader-member interaction, and interaction of leader-member with job involvement was significantly correlated (p<0.01). The direct effect of ethical leadership on job involvement was not significant (β=0.19, t=1.54). The direct effect of ethical leadership on the leader-member interaction (β=0.44, t=2.69) and direct effect of the leader-member interaction on job involvement (β=0.24, t=2.13) was significant. The indirect effect of ethical leadership on job involvement with the mediating role of leader-member interaction (β=105.53) was also significant. Conclusion: Applying the ethical leadership style can provide a basis for improving the leader-member interactions and consequently, increasing employee engagement. It is suggested that ethical managers observe moral norms and virtues such as honesty, fairness, commitment and responsibility in interaction with employees. Please cite this article as: Jashireh M, Nastiezaie N. The Relationship between Ethical Leadership and Job Involvement by the Mediating Role of Leader-Member Interaction. Bioethics Journal 2018; 8(29): 7-18.

Background and Objective: Ethical leadership has emerged as a new approach in the perspective of leadership and has provided a basis for the promotion of individual and organizational effectiveness by prioritizing ethics in the organization. This study aimed to determine the relationship between head nurses’ ethical leadership and demographic characteristics with the general self-efficacy of nurses working in Intensive Care Units (ICUs). Materials and Methods: This descriptive correlational study was conducted in 2019 on 230 nurses working in ICUs of educational-treatment centers of Hamadan University of Medical Sciences, Hamadan, Iran, who were selected using a stratified proportional sampling method. Data were collected by ethical leadership in nursing and the general self-efficacy scale of Scherer. Data were analyzed using SPSS software (version 16) through descriptive and inferential statistics. Results: There was no statistically significant association between the ethical leadership of head nurses and the general self-efficacy of nurses. The general self-efficacy of formal nurses was higher than contractual (P=0.04) and resident nurses (P=0.02), and the self-efficacy of ICU nurses was higher than those working in burn units (P=0.03). Moreover, general self-efficacy decreased with work experience (P&lt;0.05). Considering the output of the artificial neural network, the normalized significance scores of the independent variables on the dependent variable were obtained at 100, 74.8, 56.2, 52, 47.6, 46.4, 38.1, 37.1, 27, and 13.3, for work experience, pioneering, task orientation, moralism, workplace, age, job status, gender, division of power, and education, respectively. Conclusion: Considering the significant association between some demographic variables and the general self-efficacy of nurses, nursing managers are recommended to consider these variables, especially in retraining, to improve the general self-efficacy of nurses.

Objectives The purpose of this study is to identify the differences between ethical leadership, ethical sensitivity, ethical climate, and nursing performance and the correlation between variables according to the general characteristics of clinical nurses.&#x0D; Methods A structured questionnaire was distributed to 250 clinical nurses working at 3 secondary medical institutions with more than 250 beds in S city and Y city, and a descriptive correlation study using 239 copies of data for the final analysis.For data analysis, the SPSS 25.0 program was used for descriptive statistics, independent sample t-test, one-way ANOVA, Scheffe's post hoc test, Person's correlation analysis, and tool reliability.&#x0D; Results In the difference in ethical leadership according to general characteristics, there was a significant difference according to the place where nursing ethics education was received, and school classes and refresher education appeared higher than practical education in hospital (F=5.734, p&lt;.01), and ethical climate In terms of working department, the internal medicine ward and mixed ward were higher than the intensive care unit (F=2.298, p&lt;.05). Regarding the position, the head nurse was higher than the head nurse and head nurse (F=2.725, p&lt;.05), and the place where nursing ethics education was received was higher than the practical education in the hospital (F=3.307, p&lt;.05). Looking at the correlation results, ethical climate showed a statistically significant positive (+) correlation with ethical leadership (r=.642, p&lt;.001) and ethical sensitivity (r=.677, p&lt;.001). Nursing performance showed a statistically significant positive (+) correlation with ethical leadership (r=.510, p&lt;.001) and ethical sensitivity (r=.667, p&lt;.001), and ethical sensitivity showed a statistically significant positive (+) correlation with ethical leadership (r=.522, p&lt;.001).&#x0D; Conclusions Ethical leadership and ethical sensitivity of clinical nurses show a positive correlation with nursing performance, so it is necessary to improve empathy for patients in nursing performance and ethical sensitivity, and continuous and regular nursing ethics education and ethical leadership are needed. It is thought that it is necessary to develop various nursing intervention programs to create a correct ethical climate.

Student participation in governance of education is of growing interest. However, it remains unclear what factors render this participation in institutional governance a success or a failure. Another question is: what are the perceived benefits for schools and students? We empirically explored experiences and perspectives of student representatives and program directors of all (8) medical and (1) veterinary schools in the Netherlands on factors that influence student participation in institutional governance and its values and challenges for schools and student representatives. A constructivist grounded theory study was performed. A theoretical sample of student representatives was invited to fill out an explorative, qualitative questionnaire. Next, focus groups with student representatives and interviews with all program directors were conducted. Data was analyzed using open, axial and selective coding by all authors. Experiences and perspectives of students and program directors were remarkably similar in both perceived influences and values. Four main categories of influences could be distinguished in student participation: (1) individual student characteristics, (2) individual staff characteristics, (3) the organization of student representatives and (4) the school’s organization, including its culture and policy regarding student participation. A cohesive, well-organized and independent student organization has crucial impact on student participation in educational governance processes. For representatives, major benefits of participation are personal and career development. Challenges are low effectiveness and efficiency of their actions. A clear school policy on student participation and better introduction, feedback and coaching of representatives should be provided to improve student participation in governance processes.

The article highlights the problem of a doctor’s managerial competence structuring. The aim of the article is as follows: to substantiate the content and structure of a doctor's managerial competence based on the study of scientific and pedagogical literature. The role and importance of managerial competence in the professional activity of a modern doctor is substantiated. An analysis of the scientific literature on the research problem, highlighting various aspects of doctor’s professional training (continuous professional development, professional image, professional competence formation, the content and technological aspects of professional training) was carried out. The article presents the results of a doctor’s professional activity analysis which substantiates the content and structure of a doctor’s managerial competence. It is concluded that a doctor’s managerial competence is a component of professional competence, which includes knowledge, abilities and skills, general human and professional values and attitudes, necessary for planning, organizing, motivating, coordinating, and regulating one’s own professional activity, aimed at ensuring high‐ quality medical services in cooperation with colleagues, continuous professional development and development of the profession, which is implemented in a constructive professional environment. Its structure comprises several components among which we distinguish deontological and motivational (interest and motivation, moral and ethical qualities of doctor’s personality and his professional and deontological values), cognitive and informational (knowledge of personnel management and effective use of its potential, monitoring of personnel productivity, promoting its further development, activity management, resources management, etc.), operational and functional (the ability to plan, organize, motivate, monitor, coordinate and regulate one’s own professional activities, the activities of personnel, establish and maintain constructive professional relationships, teamwork, management of resources, people, activities, introduce innovations and contribute to transformations in the field of health care, make informed decisions based on knowledge and evidence, to assess their impact at the individual, organizational, and system levels), personal and reflective (the ability to review, critically analyse and evaluate one’s own professional activity, professional environment, activity of a health care institution, focus on continuous professional development, the ability to self‐ analysis, reflection, self‐control, self‐improvement).

PurposeIt is necessary for organizations to have committed employees to perform properly and be able to survive in a competitive world. One of the key components of organizational commitment is implementation of ethical leadership. The purpose of this study is to examine the relationship between ethical leadership and organizational commitment in fire organizations of Tehran.Design/methodology/approachA descriptive-correlational study was carried out in 2019. The sample consisted of 200 randomly selected participants, active in executive and headquarters divisions of fire department in Tehran. To collect data, a questionnaire with three different parts: demographics, organizational commitment questionnaire and the ethical leadership scale, was used. Data analysis were performed by AMOS24 and SPSS software, and data are presented as descriptive statistics of frequency, percentages, mean ± standard deviation (SD) and Pearson’s correlation coefficient.FindingsMean and SD for organizational commitment and ethical leadership were 3.44 ± 0.7 and 3.66 ± 0.62, respectively. Affective commitment had the highest average score among organizational commitment dimensions (3.63 ± 0.75). Among ethical leadership dimensions, ethical management showed the highest average (3.79 ± 0.70). Each component of organizational commitment, i.e. affective commitment, continuance commitment and normative commitment, also showed a significant relationship with ethical leadership (p < 0.05). Model fit results revealed that independent variables could anticipate 87% of changes of dependent variables in organizational commitment.Originality/valueThe results show a significantly positive relationship between ethical leadership and organizational commitment among the firefighters. Therefore, by using ethical leadership method, i.e. being a role model, improving the relations between management and employees, establishing trust and mutual respect, managers of fire departments can increase firefighters’ organizational commitment, affective commitment, continuance commitment and normative commitment and prevent them from quitting.

The present study aims to examine the effect of ethical leadership and the positive attitude of managers on creating job originality through the mediating role of perceived organizational support. Method: The method of present survey is applied research in terms of its objective. In terms of the data collection method, it was a descriptive-correlational study that specifically employed causal modeling. The statistical population of this study was composed of 500 employees of the Islamic Azad University of Dezful in 2019. Out of these 500 individuals, 217 were selected as the research sample using the Krejcie & Morgan (1997) table. Standard research-made questionnaires were used in this research to collect the research data. The reliability of the said questionnaires was confirmed through Cronbach's α, and their validity was confirmed by Smart-pls software. Also, Smart-pls and SPSS16 software were used to process the collected data. Moreover, structural equation modeling (SEM) was used for confirmatory factor analysis and assessment of research hypotheses. Results: Research results suggested that managers' ethical leadership and positive attitudes had an impact on working originality. Besides, ethical leadership and the positive attitudes of managers significantly affected the perceived organizational support. Furthermore, the mediating role of perceived organizational support in the relationship between ethical leadership and positive attitudes of managers and working originality was confirmed. Conclusion: Overall, it could be said that ethical leadership and the positive attitudes of managers were evaluated through various perspectives. Also, it could be stated that the working originality component was a key factor in the sustainable development and excellence of a social institution or an organization.

The appointment of civil servants in government structural positions is based on competence so that placement in government structural positions using the merit system considers aspects of qualifications, competence, and good performance. This research aims to analyze managerial, technical and socio-cultural competencies in the aspects of knowledge, skills, attitudes of officials who will be placed in the Gorontalo Regency government. The research approach uses qualitative methods, data collection is done through interviews, participatory observation, field notes, and document studies. Data analysis used an interactive model with three steps: condensing data, presenting data, and drawing conclusions or verification. Data condensation refers to the process of selecting, narrowing down, simplifying, summarizing, and transforming data. The findings in this research in the recruitment of Gorontalo Regency Government officials have referred to Law Number 5 of 2014, Regent Regulation Number 10 of 2017 which emphasizes aspects of technical competence, managerial competence and socio-cultural competence. In addition, the regulation also refers to the recruitment of officials who also pay attention to other aspects of competence such as integrity, cooperation, communication and skills. However, there are still interventions by groups of people who support candidates without regard to competence and educational background. Furthermore, in the mutation of structural officials in central and regional government agencies, although it has been carried out in accordance with statutory provisions, there is still political intervention. This research suggests that ASN must have adaptation competence or the ability to adjust to new or changing situations.