Mohamed Hanan Meslhy, Saleh Manal Saleh Moustafa, Attia Nora Mahdy, Abdelaziz Manal Mohammed Ahmed, Ata Azza Abdeldayem
Nursing Administration, Faculty of Nursing, Zagazig University, Zagazig, Egypt.
Department of Nursing Sciences, College of Applied Medical Science, Shaqra University, Shaqra, Saudi Arabia.
BMC Nurs. 2025 Apr 17;24(1):436. doi: 10.1186/s12912-025-03027-7.
Clan culture is characterized by a family-like environment that emphasizes collaboration, support, and a sense of belonging among employees. Paternalistic leadership combines strong authority with benevolence, where leaders act as parental figures, guiding and caring for their subordinates. In organizations with a clan culture, paternalistic leadership can thrive, as both prioritize close-knit relationships and employee well-being. This alignment can foster a supportive work environment, enhancing job satisfaction and reducing feelings of isolation among employees.
This study seeks to investigate the impact of clan culture on nurses' green behavior, with a specific emphasis on how paternalistic leadership operates as a mediator and workplace loneliness as a moderator.
780 nurses from the Zagazig University Hospitals in Zagazig City, Egypt, were chosen at a systematic random sampling method. This study used a descriptive correlational design. Four instruments were employed to collect the data: The paternalistic leadership scale, the employee green behaviors descriptive norms scale, the clan culture scale, and the revised UCLA loneliness scale.
Findings revealed that clan culture has a significant negative direct effect on green behaviors; nevertheless, it positively influences paternalistic leadership. Paternalistic leadership positively affects green behaviors. Paternalistic leadership partially mediates the relationship between clan culture and green behaviors. Workplace loneliness moderates the relationship between clan culture and green behaviors.
This study underscores the importance of leadership in translating organizational culture into sustainable practices. While clan culture, on its own, may deprioritize green behaviors, paternalistic leadership serves as a critical mediator, enabling organizations to align relational harmony with environmental sustainability. By fostering supportive leadership and integrating sustainability into cultural values, organizations can address both relational and ecological goals.
To address these findings, organizations should prioritize enhancing clan culture while avoiding its potential drawbacks, promote benevolent leadership while reducing authoritarian tendencies, and implement targeted strategies to improve green behavior and mitigate workplace loneliness. Interventions could include leadership training, employee support programs, and environmental awareness campaigns. Also, the findings highlight the need for a holistic approach to organizational development. Strategies to enhance clan culture and paternalistic leadership should incorporate sustainability and inclusivity as core values. Specific interventions include leadership training programs, sustainability workshops, and initiatives to foster social connections among nurses.
Not applicable.
家族文化的特点是营造一种类似家庭的环境，强调员工之间的协作、支持和归属感。家长式领导将强大的权威与仁爱相结合，领导者扮演家长的角色，指导和关爱下属。在具有家族文化的组织中，家长式领导能够蓬勃发展，因为两者都重视紧密的人际关系和员工福祉。这种契合能够营造一个支持性的工作环境，提高工作满意度并减少员工的孤立感。
本研究旨在调查家族文化对护士绿色行为的影响，特别关注家长式领导作为中介变量以及工作场所孤独感作为调节变量的作用方式。
采用系统随机抽样方法，选取了埃及扎加齐格市扎加齐格大学医院的780名护士。本研究采用描述性相关设计。使用了四种工具来收集数据：家长式领导量表、员工绿色行为描述性规范量表、家族文化量表和修订后的加州大学洛杉矶分校孤独感量表。
研究结果显示，家族文化对绿色行为有显著的负向直接影响；然而，它对家长式领导有正向影响。家长式领导对绿色行为有正向影响。家长式领导部分中介了家族文化与绿色行为之间的关系。工作场所孤独感调节了家族文化与绿色行为之间的关系。
本研究强调了领导在将组织文化转化为可持续实践中的重要性。虽然家族文化本身可能会降低对绿色行为的重视程度，但家长式领导作为关键的中介变量，使组织能够将关系和谐与环境可持续性相结合。通过培养支持性领导并将可持续性融入文化价值观，组织可以实现关系和生态目标。
为应对这些研究结果，组织应优先加强家族文化，同时避免其潜在弊端，推广仁爱领导，减少专制倾向，并实施针对性策略以改善绿色行为和减轻工作场所孤独感。干预措施可包括领导力培训、员工支持计划和环境意识宣传活动。此外，研究结果凸显了对组织发展采取整体方法的必要性。加强家族文化和家长式领导的策略应将可持续性和包容性作为核心价值观。具体干预措施包括领导力培训项目、可持续性工作坊以及促进护士之间社会联系的举措。
不适用。
