بررسی رابطه سبک رهبری مدیران و فرسودگی شغلی کارکنان ستادی دانشگاه علوم پزشکی لرستان در سال 1390

Background : Since employees spend more than 60 percent of their awakening time at work place, this environment plays an important role in promoting their health. Nowadays, in many organizations, stress is experienced with various levels. One of the immediate consequences of the stress is the job burnout phenomenon. On the other hand, one of the most important factors of causing job burnout is the leadership style which is adopted by managers. Materials and Methods: This descriptive-correlational research was carried out to study the relationship between the leadership style of managers and the job burnout among the staff employees of Lorestan university of medical sciences. The sampling method in this study was random-hierarchical and the sample size was determined based on the Morgan tables and comprised of 182 employees and 45 managers. The instruments used to collect the data consisted of two standardized questionnaires: 1. Fiedler's Least Preferred Coworker Questionnaire (LPC) 2. Maslach Burnout Inventory which covers three aspects of job burnout: emotional exhaustion, a sense of personal accomplishment, and depersonalization. Using Cronbach's alpha, the reliability of the questionnaires was calculated as 84% for the Maslach Burnout Inventory and 81% for LPC. The statistical data were analyzedby by SPSS software. Results: Among the employees, 64.3% low burnout levels, 35.2% moderate burnout levels and less than 1% high burnout levels were observed. 93% of the managers in this university in the staff section were shown to use a task-oriented style, 4.4% utilized a human relations oriented style, and 2.2% used a mixed style. Conclusion: There is also a significant relationship between the leadership style of managers and job burnout among the employees of the Lorestan university of medical sciences. The presence of a relationship between the leadership style of managers and job burnout among the employees demonstrates that there is an urgent need that managers use scientific methods of management in dealing with the personnel.