Jorjani Biomedicine Journal

Background and objectives: Emotional intelligence contributes to the success in leadership, especially among nursing managers. This study sought to determine the relationship between the components of emotional intelligence and transformational-transactional leadership style among the heads of nursing education departments of Iranian medical universities.

Methods: This cross-sectional study used convenience sampling to select the managers of 68 nursing education departments from the country’s universities of medical sciences. Data were collected using the Bar-On Emotional Quotient Inventory and Bass’s Multifactor Leadership Questionnaire. Data analysis was performed with Pearson’s correlation coefficient, analysis of variance, and Student’s test in SPSS version 16.0.

Results: There was a direct, positive correlation between emotional intelligence and leadership style (P < 0.05 r = 0.36). The components of problem solving, happiness, independence, self-actualization, emotional self-awareness, interpersonal relationship, optimism, and accountability showed significant correlations with all leadership styles. However, impulse control was not significantly correlation with any of the leadership styles.

Conclusion: Considering the significant positive correlation between the components of emotional intelligence and leadership styles, training about emotional intelligence and its components and reinforcing the components of emotional intelligence can be beneficial to presenting leadership styles and thus more successful management.

Background and objectives: Performance assessment is a powerful management tool in the development of human resources. For their survival in a competitive environment, universities should enhance their management knowledge and performance. Thus, the present study evaluated the application of performance management in Golestan University of Medical Sciences (Iran) from the viewpoint of faculty members.

Methods: This cross-sectional analytical study was conducted in 2012. A total of 136 faculty members of Golestan University of Medical Sciences were randomly selected. Data were collected using a reliable questionnaire (Cronbach’s alpha = 0.76) developed by the researchers in Shiraz University (Iran). The questionnaires, comprising two dimensions of benefits and applicability of performance management in the university, were distributed among the participants and collected after completion. The obtained data were analyzed using inferential statistics.

Results: The studied faculty members reported the benefits of performance management and its dimensions, i.e. performance evaluation of faculty members and groups, support and improvement of performance of faculty members and groups, management of the groups, and comparison and ranking of the groups, to be at a desirable level. They considered “comparison and ranking of faculty members as acceptable. The applicability of performance management and its dimensions were also rated as acceptable. However, the benefit of performance management and its dimensions were rated significantly higher than the mean applicability and its dimensions in the university (P = 0.0001).

Conclusion: The participating faculty members suggested the applicability of performance management in the current conditions of the university. Meanwhile, the benefit of performance management was scored more favorably than its application.