Research on leadership behaviors has been ongoing since the early 1900s. As a result of these studies, many leadership types (charismatic, transformational, transactional, paternalist, etc.) have been defined according to the behaviors of leaders. In this research, the effect of paternalistic leadership on motivation, organizational commitment, and performance will be discussed. A paternalist leader is defined as a leader who has a virtuous and moral character, attaches importance to hierarchy, creates a family atmosphere in the workplace, knows his employees closely, stands by them in good and bad times, protects them like a father, and expects respect and loyalty from his employees in return for what he does.

The success of managers depends on their ability to motivate their subordinates to behave in a way that achieves organizational goals and on employees' use of their knowledge, abilities, and energy in this The success of an organization depends not only on how it develops the talents of its employees to the highest level but also on how it encourages its employees to commit to the organization's direction. For these reasons, motivation is an important issue for managers. The ability of organizations to operate effectively and efficiently and ensure their sustainability largely depends on the performance of their human resources.

In the studies carried out to date, the effect of paternalistic leadership on employee performance, work motivation, and organizational commitment has been examined, but there is no study investigating the effect of paternalistic leadership on nurses' motivation, organizational commitment, and performance after paternalistic leadership training is given to healthcare managers. Therefore, it is thought that this study will make a significant contribution to both healthcare managers and the literature. The aim of this research is to determine whether paternalistic leadership training given to healthcare managers has an effect on the motivation, organizational commitment, and performance of healthcare professionals.

Research on leadership behaviors has been ongoing since the early 1900s. As a result of these studies, many leadership types (charismatic, transformational, transactional, paternalist, etc.) have been defined according to the behaviors of leaders. In this research, the effect of paternalistic leadership on motivation, organizational commitment, and performance will be discussed. A paternalist leader is defined as a leader who has a virtuous and moral character, attaches importance to hierarchy, creates a family atmosphere in the workplace, knows his employees closely, stands by them in good and bad times, protects them like a father, and expects respect and loyalty from his employees in return for what he does.

The success of managers depends on their ability to motivate their subordinates to behave in a way that achieves organizational goals and on employees' use of their knowledge, abilities, and energy in this The success of an organization depends not only on how it develops the talents of its employees to the highest level but also on how it encourages its employees to commit to the organization's direction. For these reasons, motivation is an important issue for managers. The ability of organizations to operate effectively and efficiently and ensure their sustainability largely depends on the performance of their human resources.

In the studies carried out to date, the effect of paternalistic leadership on employee performance, work motivation, and organizational commitment has been examined, but there is no study investigating the effect of paternalistic leadership on nurses' motivation, organizational commitment, and performance after paternalistic leadership training is given to healthcare managers. Therefore, it is thought that this study will make a significant contribution to both healthcare managers and the literature. The aim of this research is to determine whether paternalistic leadership training given to healthcare managers has an effect on the motivation, organizational commitment, and performance of healthcare professionals.

In order to prevent bias, patients will be included in the study groups according to the assignment made by the Randomizer.org program. Since the data will be transferred to the SPSS program and the analysis will be done by an independent statistician, the bias will also be controlled in the data evaluation.

Inclusion Criteria:

• Being over 18 years old,
• Speaking Turkish,
• Working as a nurse for at least one year,
• No mental health problems

Exclusion Criteria:

• Being under 18 years of age,
• Not being able to speak Turkish,
• Working as a nurse for less than one year,
• Having a mental health problem