كليدواژه :
هوش فرهنگي , آواي كاركنان , رهبري تحول‌آفرين , بيمارستان
چكيده فارسي :
شناخت نيروي انساني و عوامل مؤثر بر كارآيي آن‌ها جهت به‌كارگيري هرچه مطلوب‌تر اين سرمايه سازماني يكي از دلمشغولي‌هاي مديران سازمانها بوده و هست. از جمله عوامل مؤثر بر كارآيي سازمان، توجه به آواي كاركنان است. هدف اين مطالعه تعيين تأثير هوش فرهنگي بر آواي كاركنان با نقش ميانجي رهبري تحول‌آفرين است. براي اجراي اين مطالعه از روش توصيفي- همبستگي استفاده شد. جامعه آماري در اين تحقيق شامل دو بخش است. در بخش اول، مسئولين بخش‌هاي مختلف تخصصي و بستري در قالب رهبراني تحول‌آفرين به تعداد 35 نفر بود كه تعداد 32 نفر در اين پيمايش شركت داشتند. بخش دوم، پرستاران بيمارستان شهداي تجريش به تعداد 550 نفر بود كه تعداد 226 نفر به‌صورت تصادفي ساده انتخاب شدند. ابزار اصلي جمع‌آوري داده‌ها در اين پژوهش، پرسشنامه بود. براي آزمون فرضيه‌هاي تحقيق از آزمون مدل معادلات ساختاري و نرم‌افزار Smart PLS نسخه 2 استفاده شد. تحليل داده‌ها نشان داد كه هوش فرهنگي با ضريب مسير (0/417) بر آواي كاركنان با نقش ميانجي رهبري تحول‌آفرين تأثير دارد. همچنين، هوش فرهنگي با ضريب مسير (0/833) و (0/692) به ترتيب بر آواي كاركنان و رهبري تحول‌آفرين تأثير دارد. همچنين، رهبري تحول‌آفرين با ضريب مسير (0/160) بر آواي كاركنان تأثير دارد. نتايج مطالعه حاضر نشان داد كه با به‌كارگيري سبك رهبري تحول‌آفرين و با تكيه بر هوش فرهنگي، پذيرش روابط مثبت با ديگران را تسهيل شد و از اين طريق مي‌توان آواي كاركنان را به نحو مناسب‌تري درك نمود.
چكيده لاتين :
1- INTROUDUCTION
Hospitals staff have direct contact with their patients, and in many cases, they deal with patients' lives. Since patients have different cultures and backgrounds, the need for staff `s cultural intelligence to deal with multicultural situations is very necessary. These organizations are often environments for increasing stress. Accordingly, the main question of this study is whether cultural intelligence affects employees’ voice given the mediation of transformational leadership.
2- THEORETICAL FRAMEWORK
Detert and Burris (2007) define employee voice as the relationship between management and employee. In other words, employees have the opportunity to express their concerns and interests. Employee`s voice can have positive behavioral results on employee performance directly or indirectly. Cultural intelligence is defined by Earley and Ang (2003) as the ability to learn new patterns in cultural interactions and to provide correct behavioral responses to these patterns. In the related literature, transformational leadership is considered as a factor which is capable of mediating the relationship between cultural intelligence and employee voice. Transformational leaders encourage their employee intellectually to explore opportunities, challenge current situations, and see old problems from new perspectives (Jyoti & Cour, 2015).
3- METHODOLOGY
This research was a descriptive-correlation study. The statistical population was comprised of two parts: one, 35 officials of different specialized departments, and the other, 550 nurses of Shohadaye Tajrish Hospital. The main tool for data collection was a standard questionnaire and obtained data was analyzed by structural equation modeling in SmartPLS software.
4- RESULTS & DISCUSSION
Research findings indicated that cultural intelligence affected employee voice mediated by transformational leadership. In other words, by applying transformational leadership style and relying on cultural intelligence, the acceptance of positive relationships with others was facilitated, and thereby, the voice of employees can be understood in a better way. In explaining this result, it can be said that transformational leaders encourage their employees intellectually to explore opportunities, challenge current situations, and see old problems from new perspectives. Employees with more cultural intelligence solve problems more appropriately in culturally diverse situations due to their excellent competence in discovering, absorbing, and reasoning.
5- CONCLUSIONS & SUGGESTIONS
Due to the effect of cultural intelligence on employee voice, it can be said that information and knowledge-based education is not enough and hospital education systems should provide metacognitive skills needed to learn in different situations. Considering the effect of cultural intelligence on transformational leadership, it is suggested to pay more attention to the issues of intercultural interactions in education. Considering the effect of transformational leadership on employee voice, it is recommended to hold workshops based on the scientific content of new theories of leadership and management in order to create necessary leadership potential for hospital managers.
