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J Nurs Acad Soc. 1975 Jun;5(1):79-86. Korean. Original Article.
Kim YM , Han SL .
Department of Nursing, Catholic Medical College, Korea.

It had been thought the role of Nursing administrator was still not started along the right line in Korea because of the Lacking of full understanding and recognition of the real meaning of administrator' s role, and because there are several Rinds of problems and difficulties in actual role. The present study is an attempt to clarify some existing relationships between the chief Nurse' s Leadership style and the organizational climate of Hospitals. The problems of the study are specifically started as follows; 1) What influence does the individual behavior have on the formation of the organizational climate of Hospital ? 2) From what do the difference of climate arise ? 3) How are the individual be havior and organizational climate of Hospital measured ? In order to see the relationships of the interactions between the two factors, the chief nurse' s Leadership style and organizational climate of hospital, the researcher has classified, the former into; 1) effective Leadership style. 2) initiating structure leadership style. 3) Consideration structure Leadership style, and 4) ineffective Leadersip style, and the latter in to. 1) open climate and 2) closed climate The Chief Nurses Leaderehip style has been. Classified into consideration-human relations approaches and initiating structure approaches according to L. B. D. Q by Hapin. Organizational climate of hospital has been classified into open-closed continum according to O. C. D Q. by Halpin and Croft. The results obtained are as follows! 1) The chief nurse' s Leadership style is closer to Initiating structure Leadership style than Consideration structure Leadership style. 2) The organizational climate of hospital is closer to open climate than closed climate. 3) The chief nurse's Leadership style and the organizational climate of hospital to not sh OW any significant relations.

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