Firestone Deborah T
Clinical Laboratory Sciences, School of Health Technology and Management, Health Sciences Center, Stony Brook University, Stony Brook, NY 11794-8200, USA.
J Allied Health. 2010 Spring;39(1):34-42.
This study was designed to investigate leadership behaviors among chairpersons in allied health programs, based on their perceptions and the perceptions of faculty. Transformational, transactional, and laissez-faire leadership behaviors, as well as organizational outcomes of effectiveness, extra effort, and satisfaction, were measured using the Multifactor Leadership Questionnaire (MLQ Form 5X-Short). A form developed by the researcher was used to gather demographic and program information. One hundred thirty-eight chairpersons and 327 faculty participated in the study. Major findings support the view that chairpersons primarily demonstrate leadership behaviors associated with transformational leadership factors and the contingent reward factor of transactional leadership. Statistically significant differences were found between the mean values of the self-perceptions of chairpersons and faculty for the transformational leadership factors of idealized influence (behavior), inspirational motivation, intellectual stimulation, individual consideration, and organizational outcomes of effectiveness and satisfaction. There was a statistically significant positive correlation, based on the self-perceptions of chairpersons and faculty, of the five transformational leadership factors with the three organizational outcomes and the transactional leadership factor of contingent reward with the organizational outcomes of effectiveness and extra effort. There was a statistically significant negative correlation, based on the perception of faculty, with the management-by-exception (passive) and laissez-faire leadership factors, and the organizational outcomes of effectiveness, extra effort and satisfaction. Transformational leadership has been identified as an effective strategy to adapt to a rapidly changing environment. Further development of the transformational leadership behaviors of chairpersons should be considered a priority for the allied health professions.
本研究旨在根据联合健康项目主任及其教员的看法，调查主任们的领导行为。使用多因素领导问卷（MLQ表格5X-简版）对变革型、交易型和放任型领导行为以及有效性、额外努力和满意度等组织成果进行了测量。研究人员编制的一份表格用于收集人口统计学和项目信息。138位主任和327名教员参与了该研究。主要研究结果支持以下观点：主任们主要表现出与变革型领导因素和交易型领导的权变奖励因素相关的领导行为。在主任和教员对理想化影响（行为）、鼓舞性激励、智力激发、个性化关怀等变革型领导因素以及有效性和满意度等组织成果的自我认知平均值之间，发现了统计学上的显著差异。基于主任和教员的自我认知，五个变革型领导因素与三个组织成果以及权变奖励的交易型领导因素与有效性和额外努力的组织成果之间存在统计学上的显著正相关。基于教员的认知，管理例外（被动）和放任型领导因素与有效性、额外努力和满意度等组织成果之间存在统计学上的显著负相关。变革型领导已被确定为适应快速变化环境的有效策略。联合健康专业应将进一步发展主任的变革型领导行为视为优先事项。
