AI Summary & Key Takeaways
AI InsightWhen the results of the hypothesis on comparing the organizational influence of paternal leadership behavior were examined, it was observed that paternal leadership for both sectors had no organizational impact.
📌 3 Key Takeaways
Abstract
Problem of the Study: Individuals experience their feelings for the organization and their managers in their working lives, and in parallel, the reactions to events in the working environment are of the same intensity. Objective of the Study: In this study, the organizational impact of paternal leadership in public and private hospitals in the fatih health care district was examined. Comparing these effects in terms of public and private hospitals has been another issue examined within the scope of this study. Method: The "Simple Selection (Random) Sampling method" method was used in the study, and a survey was applied to a sample group of 771 people. Three different measuring tools have been used as a data collection tool. The "Paternalistic Leadership Scale" developed by Cheng, Chou, Wu, Huang and Farh in 2004 was used. The scale was developed by Brandes, Dharwadkar and Dean in 1999. A scale of 6 questions is used for demographic features. Findings and Results: Those who work in the paternal relationship between employees and the manager or leader perceive the hospital environment as a family environment, obey their leader, help their leaders on non-business issues, accept the leader's authority and believe that the leader knows what is good for them. When the results of the hypothesis on comparing the organizational influence of paternal leadership behavior were examined, it was observed that paternal leadership for both sectors had no organizational impact.