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Teixeira G, Lucas P, Gaspar F. Impact of Nurse Manager's Attributes on Multi-Cultural Nursing Teams: A Scoping Review. NURSING REPORTS 2024; 14:1676-1692. [PMID: 39051361 PMCID: PMC11487393 DOI: 10.3390/nursrep14030125] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/20/2024] [Revised: 07/08/2024] [Accepted: 07/12/2024] [Indexed: 07/27/2024] Open
Abstract
BACKGROUND As global migration increases, nurse managers' effectiveness in multi-cultural nursing work environments is crucial due to the rising cultural diversity within healthcare teams. Despite the increasing international recruitment of qualified nurses to address the worldwide nursing shortage, no studies have synthesised the impact of nurse managers' attributes on nurses in multi-cultural nursing teams. Therefore, it was conducted a literature review aimed to synthesise the available literature on how nurse managers' personality traits, competencies, behaviours, and leadership styles influence nurse outcomes in multi-cultural nursing teams. METHODS Scoping review conducted according to the Joanna Briggs Institute guidelines to map the relationship or influence of nurse managers' personality traits, competencies, behaviours, and leadership styles on the outcomes of nurses in multi-cultural settings across various clinical environments. Searches were conducted across electronic databases such as CINAHL and MEDLINE, along with grey literature. RESULTS This review included 39 studies, highlighting 29 personality traits, 9 competencies, 115 behaviours, and 5 leadership styles that impact nurses' outcomes. Key findings emphasise the importance of nurse managers being supportive, culturally competent, and effective communicators, with transformational leadership style being particularly beneficial. CONCLUSIONS These findings provide insights for planning and developing training programmes to equip current and future nurse managers with skills to effectively lead in multi-cultural care settings.
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Affiliation(s)
- Gisela Teixeira
- Nursing Research Innovation and Development Centre of Lisbon (CIDNUR), Nursing School of Lisbon, 1600-190 Lisbon, Portugal; (P.L.); (F.G.)
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Lavoie-Tremblay M, Boies K, Clausen C, Frechette J, Manning K, Gelsomini C, Cyr G, Lavigne G, Gottlieb B, Gottlieb LN. Evaluation of the effectiveness of a Strengths-Based Nursing and Healthcare Leadership program aimed at building leadership capacity: A concurrent mixed-methods study. INTERNATIONAL JOURNAL OF NURSING STUDIES ADVANCES 2024; 6:100184. [PMID: 38746801 PMCID: PMC11080289 DOI: 10.1016/j.ijnsa.2024.100184] [Citation(s) in RCA: 4] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/06/2023] [Revised: 02/01/2024] [Accepted: 02/04/2024] [Indexed: 01/06/2025] Open
Abstract
Background Targeted interventions have been found effective for developing leadership practices in nurses. However, to date, no leadership training program based on the Strengths-Based Nursing and Healthcare Leadership approach exists. Objectives Demonstrate the effectiveness of a Strengths-Based Nursing and Healthcare Leadership 6-month program designed for nurse and healthcare leaders on leadership capacity and psychological outcomes. Design Concurrent mixed-methods with nurse and healthcare leaders from five healthcare organisations in Quebec and Ontario (Canada). Settings Participants were recruited from five Canadian health care organizations: two in Toronto (Ontario) and three in Montreal (Quebec). Participants A total of 50 nurse leaders and healthcare leaders were included in the quantitative component, and 22 (20 nurse leaders and two healthcare leaders) participated in the qualitative individual interviews. Methods Quantitative and qualitative (interviews) methods were used. Quantitative data (pre-post surveys) were collected from the participants before their participation in the program (Time 0), as well as after the completion of the program (Time 1). Qualitative data (individual interviews) were collected from participants at the end of the program (Time 1). Analysis was conducted using descriptive statistics, paired-sample t-tests, and thematic analysis. Results Quantitative results suggest a significant improvement in terms of leadership capabilities, work satisfaction, and reduction in perceived stress among participants. Three themes emerged from the qualitative data analysis: 1) focus on people's strengths, 2) structure and language based on Strengths-Based Nursing and Healthcare values, and 3) building support networks. Conclusions The Strengths-Based Nursing and Healthcare Leadership program developed to build the leadership capabilities of nurse and healthcare leaders was found to be effective. The positive impact of the 6-month program was demonstrated. It was also shown that the leadership program can help improve the leadership competencies, well-being, and work satisfaction of participating nurses and healthcare leaders. Implication This study reinforces the importance of working with educational, research, and healthcare organizations to establish leadership development programs and mentorship opportunities. Future leadership training should use a Strengths-Based Nursing and Healthcare Leadership lens when tackling leadership and stress in the workplace.
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Affiliation(s)
- Mélanie Lavoie-Tremblay
- Faculty of Nursing, Researcher Centre de recherche de l’institut universitaire en santé mentale de Montréal, University of Montreal, Pavillon Marguerite-d'Youville, 2375, chemin de la Côte Sainte-Catherine, Bureau 2089, Montréal, QC, H3T 1A8, Canada
| | - Kathleen Boies
- Concordia University Research Chair in Leadership Development, Department of Management, John Molson School of Business, Concordia University, 1455 de Maisonneuve Blvd. W. Montreal, QC H3G 1M8, Canada
| | - Christina Clausen
- Jewish General Hospital, Integrated University Health and Social Services Center-West Central, 3755 Cote-Sainte-Catherine Road, B620, Montreal, QC H3T 1E2, Canada
| | | | | | - Christina Gelsomini
- Ingram School of Nursing, McGill University, 680 Sherbrooke Ouest, 19e étage, bureau 1818, Montréal, Québec, H3A 2M7, Canada
| | - Guylaine Cyr
- Ingram School of Nursing, McGill University, 680 Sherbrooke Ouest, 19e étage, bureau 1818, Montréal, Québec, H3A 2M7, Canada
| | - Geneviève Lavigne
- Ingram School of Nursing, McGill University, 680 Sherbrooke Ouest, 19e étage, bureau 1818, Montréal, Québec, H3A 2M7, Canada
| | - Bruce Gottlieb
- Ingram School of Nursing, McGill University, 680 Sherbrooke Ouest, 19e étage, bureau 1818, Montréal, Québec, H3A 2M7, Canada
- Lady Davis Institute for Medical Research, Jewish General Hospital, 3755 Chem. de la Côte-Sainte-Catherine, Montréal, QC H3T 1E2, Canada
| | - Laurie N. Gottlieb
- Ingram School of Nursing, McGill University, 680 Sherbrooke Ouest, 19e étage, bureau 1818, Montréal, Québec, H3A 2M7, Canada
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Doody O, O'Halloran M, Carey E, Kilduff M, Gilmartin A, Ryan R. Leadership in intellectual disability practice: design, development, and evaluation of a programme to support practice. BMC Health Serv Res 2024; 24:674. [PMID: 38807195 PMCID: PMC11134711 DOI: 10.1186/s12913-024-11124-7] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/16/2024] [Accepted: 05/20/2024] [Indexed: 05/30/2024] Open
Abstract
BACKGROUND Intellectual disability services have and continue to experience changes in service provision. This has an implication for leadership in practice as the quality of leadership has a direct influence on staff practice and care provided. AIM To design, deliver, and evaluate a leadership programme for nurse and social care managers in Ireland. DESIGN An accredited programme was designed based on evidence from literature, practice, and national expertise. A cross-sectional survey was used to collect information on the attitudes and behaviour of participants before commencing and after completing the programme. Data from the questionnaires were analysed using SPSS and open-ended questions were analysed using content analysis. SETTING Intellectual disability services. PARTICIPANTS 102 participants completed the programme and survey. METHODS Pre-post survey and reported using the CROSS guidelines. RESULTS Participants' expectations were rated highly, and all items scored higher in the post-survey. Qualitative data was overall positive regarding opportunities for more time to work through each aspect of the programme. The key learning was through the forum day where participants shared their group projects. CONCLUSIONS Overall, the programme was positively evaluated and through engaging with the programme participants' perceptions moved from seeing leadership as mostly task-oriented to realising that qualities such as good communication, person-centredness, advocacy, supporting, role modelling, and empowering are key to leadership.
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Affiliation(s)
- Owen Doody
- Health Research Institute, Department of Nursing and Midwifery, University of Limerick, Limerick, Ireland.
| | | | - Eileen Carey
- Health Research Institute, Department of Nursing and Midwifery, University of Limerick, Limerick, Ireland
| | - Marie Kilduff
- National Clinical Leadership Centre for Nursing and Midwifery, Health Service Executive, Dublin, Ireland
| | - Ann Gilmartin
- National Clinical Leadership Centre for Nursing and Midwifery, Health Service Executive, Sligo, Ireland
| | - Ruth Ryan
- Health Research Institute, Department of Nursing and Midwifery, University of Limerick, Limerick, Ireland
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Peršolja M, Žvanut B, Rot Š, Markič M. Assessment of management styles among top nursing leaders in Slovenian primary health centers: a cross-sectional analysis. Leadersh Health Serv (Bradf Engl) 2024; ahead-of-print:157-168. [PMID: 38390728 PMCID: PMC11348956 DOI: 10.1108/lhs-10-2023-0083] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/31/2023] [Revised: 01/04/2024] [Accepted: 02/01/2024] [Indexed: 02/24/2024]
Abstract
PURPOSE This study aims to endeavor to discern the predominant leadership styles used by nursing managers within the framework of Slovenian primary health centers. Using a quantitative research approach, the study was conducted through the administration of a structured questionnaire. DESIGN/METHODOLOGY/APPROACH The investigation encompassed 67 nursing managers, representing the entire spectrum of primary health centers in Slovenia. A stratified representative subset comprising 53 top nursing managers actively participated in this study. FINDINGS The prevailing leadership style among nursing managers predominantly manifests as the "integrated" style, characterized by a balanced emphasis on both interpersonal relationships and task-oriented elements. These nursing leaders exhibited a proclivity for fostering collaborative teamwork, with their leadership approach notably shaped by traits such as positive thinking, self-assuredness, comprehensive leadership knowledge and an intrinsic motivation to guide and inspire individuals. Notably, leadership knowledge emerged as the most influential factor in determining the selected leadership style. The study's findings recognize specific areas in which leadership competencies among nurse managers may require further enhancement and development. ORIGINALITY/VALUE The study's findings are based on a specific subset of nursing leaders in a particular region, which can add to the originality, especially as there is limited prior research in this specific context. The study's exploration of leadership styles is original in the sense that it provides insights into the leadership behaviors and traits of nursing managers in the given context. The emphasis on factors such as positive thinking and leadership knowledge as influential elements adds originality to the study.
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Affiliation(s)
- Melita Peršolja
- Faculty of Health Sciences, University of
Primorska, Izola, Slovenia
| | - Boštjan Žvanut
- Faculty of Health Sciences, University of
Primorska, Izola, Slovenia
| | - Špela Rot
- Primary Health Center Logatec, Logatec, Slovenia
| | - Mirko Markič
- Faculty of Management, University of Primorska,
Koper, Slovenia
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Liu J, Zheng QQ, Wu YT. Effect of enhanced recovery after surgery with multidisciplinary collaboration on nursing outcomes after total knee arthroplasty. World J Clin Cases 2023; 11:7745-7752. [DOI: 10.12998/wjcc.v11.i32.7745] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 09/27/2023] [Revised: 10/25/2023] [Accepted: 10/30/2023] [Indexed: 11/16/2023] Open
Abstract
BACKGROUND There is a lack of studies on the effects of enhanced recovery after surgery (ERAS) with multidisciplinary collaboration on the nursing outcomes of total knee arthroplasty (TKA).
AIM To explore the effect of ERAS with multidisciplinary collaboration on nursing outcomes after TKA.
METHODS We retrospectively analyzed the clinical data of 80 patients who underwent TKA at a tertiary hospital between January 2021 and December 2022. The patients were divided into two groups according to the nursing mode: the ERAS group (n = 40) received ERAS with multidisciplinary collaboration, and the conventional group (n = 40) received routine nursing. The following indicators were compared between the two groups: length of hospital stay, hospitalization cost, intraoperative blood loss, hemoglobin level 24 h after surgery, visual analog scale (VAS) score for pain, range of motion (ROM) of the knee joint, Hospital for Special Surgery (HSS) knee score, and postoperative complications.
RESULTS The ERAS group had a significantly shorter length of hospital stay, lower hospitalization cost, less intraoperative blood loss, higher hemoglobin level 24 h after surgery, lower VAS score for pain, higher knee joint ROM, and higher HSS knee score than the conventional group (all P < 0.05). There was no significant difference in the incidence of postoperative complications between the two groups (P > 0.05).
CONCLUSION Multidisciplinary collaboration with ERAS can reduce blood loss, shorten hospital stay, and improve knee function in patients undergoing TKA.
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Affiliation(s)
- Jing Liu
- Operating Room, Shangrao People's Hospital, Shangrao 334000, Jiangxi Province, China
| | - Qian-Qian Zheng
- Operating Room, Shangrao People's Hospital, Shangrao 334000, Jiangxi Province, China
| | - Yang-Tao Wu
- Operating Room, Shangrao People's Hospital, Shangrao 334000, Jiangxi Province, China
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Conner T, Parkinson M, Thompson J. Band 5 Nurses' Leadership Development as a Current Care Priority in England: A Qualitative Study of Perceptions, Barriers, and Ways Forward. J Nurs Manag 2023; 2023:3145908. [PMID: 40225625 PMCID: PMC11918816 DOI: 10.1155/2023/3145908] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/26/2022] [Revised: 05/28/2023] [Accepted: 07/05/2023] [Indexed: 04/15/2025]
Abstract
Aims To explore band 5 staff nurses' perceptions of leadership and leadership development and derive insights and recommendations to inform future practice. Background Band 5 staff nurses are increasingly expected to develop leadership skills but are not always well supported in this. Method A qualitative methodology situated within a constructivist paradigm explored the shared meanings and understandings of band 5 nurses' leadership development within the context of current organisation, policy, and culture. Results Three principal themes representing band 5 nurses' perceptions of leadership were identified: defining leadership, opportunities to lead, promoting leadership development. Conclusion Band 5 nurses' leadership development is highly variable in frequency and quality. Key barriers and facilitators to development are discussed, including the wide provision of formally validated and bespoke leadership programmes that combine practice-based, informal training. Implications for Practice. Nurse leadership development at all levels remains integral to high-quality and safe health care. High rates of senior staff attrition and recent guidelines in England reinforce the need for band 5 nurse leadership. The multiple challenges impeding this are discussed, alongside ways of overcoming them.
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Affiliation(s)
- Tony Conner
- Northumbria University, Newcastle-upon-Tyne, UK
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Chen W, Modanloo S, Graham ID, Hu J, Lewis KB, Gifford W. A mixed-methods systematic review of interventions to improve leadership competencies of managers supervising nurses. J Nurs Manag 2022; 30:4156-4211. [PMID: 36194186 DOI: 10.1111/jonm.13828] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/12/2022] [Revised: 09/16/2022] [Accepted: 09/28/2022] [Indexed: 01/04/2023]
Abstract
AIM This study aimed to synthesize evidence on interventions to improve leadership competencies of managers supervising nurses. BACKGROUND In recent years, numerous interventions have been developed to improve the leadership competencies of managers supervising nurses. However, researchers and nursing leaders are unclear about what aspects of interventions are effective for developing which competencies. METHODS We conducted a mixed-methods systematic review following the Joanna Briggs Institute (JBI) approach for evidence synthesis. The Medline (Ovid), CINAHL, Embase, Scopus, Nursing and Allied Health Database were reviewed. Data extraction, quality appraisal and narrative synthesis were conducted in line with Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines. RESULTS A total of 69 studies (35 quantitative, 22 mixed methods, 12 qualitative) evaluating 68 interventions were included. Studies showed that interventions used modal activities such as lectures, group work and mentoring that generally had positive effects on improving leadership competencies such as supporting, developing and recognizing nurses. Opportunities to interact with peers increased managers' engagement in the interventions; however, many barriers existed for managers to use the competencies in practice including understaffing, insufficient time and lack of support from supervisors and staff. CONCLUSIONS Leadership interventions were shown to have beneficial effects on developing different competencies. Managers predominately felt positive about participating in leadership interventions; however, they expressed many difficulties applying what they learned in practice. IMPLICATIONS FOR NURSING MANAGEMENT Leadership interventions should include multimodal activities that give managers opportunities for interaction. When considering interventions for developing the leadership of managers, it is imperative to consider the practice environments for managers to be successful in applying the competencies they learned in practice.
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Affiliation(s)
- Wenjun Chen
- School of Nursing, Faculty of Health Science, University of Ottawa, Ottawa, Ontario, Canada.,Center for Research on Health and Nursing, University of Ottawa, Ottawa, Ontario, Canada
| | - Shokoufeh Modanloo
- Arthur Labatt Family School of Nursing, Western University, London, Ontario, Canada
| | - Ian D Graham
- School of Nursing, Faculty of Health Science, University of Ottawa, Ottawa, Ontario, Canada.,School of Epidemiology and Public Health, Faculty of Medicine, University of Ottawa, Ottawa, Ontario, Canada.,Clinical Epodemiology, Ottawa Hospital Research Institute, University of Ottawa, Ottawa, Ontario, Canada
| | - Jiale Hu
- Department of Nurse Anesthesia, Virginia Commonwealth University, Richmond, Virginia, USA
| | - Krystina B Lewis
- School of Nursing, Faculty of Health Science, University of Ottawa, Ottawa, Ontario, Canada.,Center for Research on Health and Nursing, University of Ottawa, Ottawa, Ontario, Canada
| | - Wendy Gifford
- School of Nursing, Faculty of Health Science, University of Ottawa, Ottawa, Ontario, Canada.,Center for Research on Health and Nursing, University of Ottawa, Ottawa, Ontario, Canada
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8
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Lateef MA, Mhlongo EM. A qualitative study on patient-centered care and perceptions of nurses regarding primary healthcare facilities in Nigeria. COST EFFECTIVENESS AND RESOURCE ALLOCATION 2022; 20:40. [PMID: 35964074 PMCID: PMC9375318 DOI: 10.1186/s12962-022-00375-y] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/05/2021] [Accepted: 07/23/2022] [Indexed: 11/13/2022] Open
Abstract
BACKGROUND Patient-centered care (PCC) approach has continued to gain recognition globally as the key to providing quality healthcare. However, this concept is not fully integrated into the management of primary health care (PHC) in existing nursing practice due to numerous challenges. Among these challenges is the perception of nursing on PCC in the Primary Health Care system. This study seeks to present the results of qualitative research performed at various selected PHC centres on nurses' perceptions in PCC practice. This study aim was to explore the perception of nurses on PCC. METHODS A qualitative action research approach was adopted. The study involved 30 local government PHC centres located in Osun State Southwest of the federal republic of Nigeria. Data was collected through a semi-structured interview guide questions. Thereafter, data analysis was performed using thematic analysis and NVivo 12 software to generate themes, subthemes, and codes. RESULTS PCC perceptions of nurses that was revealed in our findings were categorised into positive and negative themes. The negative themes include: poor approach by the nurses and lack of enforcement agency. The positive themes that emerged include: outcome driven healthcare, valued care provider, communication to sharpen care and driven healthcare service. CONCLUSION There is need for continuous training, and upgrading of nurses in line with global recommended standards of providing quality healthcare service delivery to the people. Therefore, the federal and state governments and local government council through the Nursing and Midwifery Council body should regulate, supervise, monitor and enforce the use and implementation of PCC in the PHC healthcare system.
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Affiliation(s)
- Monsurat Adepeju Lateef
- Department of Nursing, College of Health Sciences, University of KwaZulu-Natal, Howard College, Durban, South Africa
| | - Euphemia Mbali Mhlongo
- Department of Nursing, College of Health Sciences, University of KwaZulu-Natal, Howard College, Durban, South Africa
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9
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County Health Leadership Practices and Readiness for Noncommunicable Disease Services in Kenya. Ann Glob Health 2022; 88:58. [PMID: 35936230 PMCID: PMC9306762 DOI: 10.5334/aogh.2673] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/05/2019] [Accepted: 06/15/2022] [Indexed: 11/20/2022] Open
Abstract
Background: Premature mortality from noncommunicable diseases (NCDs) is a contemporary development challenge. Low-income and lower-middle-income countries are disproportionately affected, with the poorest in society considered the most vulnerable. A paucity of literature exists on how leadership practices at the implementation level relate to ensuring readiness for NCD services. Objective: This study investigated any relationship between leadership practices and readiness for NCD services. Methods: This correlational study investigated any relationship between leadership practices at the county level and readiness for NCD services in Kenya using secondary data from a 2013 Service Availability and Readiness Assessment survey. Correlation and multiple linear regression tests were used to determine the strength and direction of any relationship between leadership practices (annual work planning, therapeutic committees, and supportive supervision), and NCD readiness (county readiness score). Findings: The findings indicated a statistically significant relationship between therapeutic committee (p = .002) and supportive supervision practices (p = .023) and NCD readiness. Leadership practices also had a statistically significant predictive relationship with NCD readiness (p = .009). Conclusion: Health leaders should ensure that leadership practices that have a predictive relationship with NCD readiness, such as therapeutic committee activities and supportive supervision visits, are implemented appropriately. Further, county health leaders should pay particular attention to the implementation of these leadership practices at nonpublic and Tiers 2, 3, and 4 health facilities that had lower NCD readiness scores.
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Zada M, Zada S, Khan J, Saeed I, Zhang YJ, Vega-Muñoz A, Salazar-Sepúlveda G. Does Servant Leadership Control Psychological Distress in Crisis? Moderation and Mediation Mechanism. Psychol Res Behav Manag 2022; 15:607-622. [PMID: 35310833 PMCID: PMC8926009 DOI: 10.2147/prbm.s354093] [Citation(s) in RCA: 13] [Impact Index Per Article: 4.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/15/2021] [Accepted: 02/24/2022] [Indexed: 12/12/2022] Open
Abstract
Purpose This study aims to investigate the impact of servant leadership on the psychological distress of healthcare staff during the Covid-19 crisis. The authors propose that work engagement mediates and mindfulness moderates the direct relationship between servant leadership and psychological distress. Methods Time-lagged data were collected from 277 healthcare staff working at different hospitals in Pakistan. Process Macro version 3.1 on SPSS 23 was used for statistical analysis. For model fitness, we used AMOS V 22. Results The results show that servant leadership is negatively related to psychological distress. Furthermore, work engagement mediates the relationship between servant leadership and psychological distress. Moreover, mindfulness is anticipated to moderate the direct relationship between servant leadership and psychological distress, drawing on the social exchange and conservation of resources theory. Discussion This study finds that servant leadership is vital for the mental health of healthcare staff. Thus, it extends the utility of the concept of servant leadership to the psychology and crisis management literature.
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Affiliation(s)
- Muhammad Zada
- Business School Henan University, Kaifeng, 475000, People’s Republic of China
| | - Shagufta Zada
- Business School Henan University, Kaifeng, 475000, People’s Republic of China
- Department of Business Administration, Faculty of Management Sciences, Ilma University, Karachi, Pakistan
| | - Jawad Khan
- Department of Business Administration, Iqra National University, Peshawar, Pakistan
| | - Imran Saeed
- IBMS, The University of Agriculture, Peshawar, Pakistan
| | - Yong Jun Zhang
- Business School Henan University, Kaifeng, 475000, People’s Republic of China
- Correspondence: Yong Jun Zhang, Business School Henan University, Kaifeng, Henan, 475000, People’s Republic of China, Email
| | - Alejandro Vega-Muñoz
- Public Policy Observatory, Universidad Autónoma de Chile, Santiago, 7500912, Chile
| | - Guido Salazar-Sepúlveda
- Departamento de Ingeniería Industrial, Facultad de Ingeniería, Universidad Católica de la Santísima Concepción, Concepción, 4090541, Chile
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Kwon MY, Kim NY. Validity and Reliability of a Korean Version of the ConCom Safety Management Scale. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:12514. [PMID: 34886239 PMCID: PMC8656705 DOI: 10.3390/ijerph182312514] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 10/05/2021] [Revised: 11/21/2021] [Accepted: 11/26/2021] [Indexed: 11/16/2022]
Abstract
The purpose of this study was to verify the validity and reliability of the Korean version of the ConCom Safety Management Scale (K-CCSMS). This study consisted of two phases. First, in accordance with the guidelines of the World Health Organization, the Korean version of the scale was developed in five stages. Second, data from 206 general and tertiary hospital nurses were analyzed to confirm the validity and reliability of the K-CCSMS; thus, the construct validity, criterion-related validity, and reliability were confirmed. In total, 21 items divided across four factors (i.e., stressing the importance of safety rules and monitoring, providing employees with feedback, showing role modeling behavior, and creating safety awareness) were identified through exploratory factor analysis. Three items were deleted through confirmatory factor analysis, and the model fit was as follows: normed χ2 = 2.80, normed fit index = 0.87, Tucker-Lewis index = 0.90, comparative fit index = 0.92, and standardized root mean square residual = 0.05. The correlation coefficient between the K-CCSMS and patient safety culture was 0.76 (p < 0.001), and internal consistency was acceptable (Cronbach's α = 0.95). For patient safety, an appropriate combination of control- and commitment-based management is required, and the 18-item K-CCSMS showed usefulness and reliability in determining such a balance and evaluating the leadership styles of Korean nursing managers.
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Affiliation(s)
- Mi Young Kwon
- Department of Nursing, Gimcheon University, Gimcheon 39528, Korea;
| | - Nam Yi Kim
- College of Nursing, Konyang University, Daejeon 35365, Korea
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12
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López-Medina IM, Sáchez-García I, García-Fernández FP, Pancorbo-Hidalgo PL. Nurses and ward managers' perceptions of leadership in the evidence-based practice: A qualitative study. J Nurs Manag 2021; 30:135-143. [PMID: 34498335 DOI: 10.1111/jonm.13469] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/18/2021] [Revised: 07/30/2021] [Accepted: 09/07/2021] [Indexed: 12/01/2022]
Abstract
AIM To describe nurses and ward managers' experiences with nursing leadership in the implementation of evidence-based practice. BACKGROUND The implementation of evidence-based practice requires to identify the most suitable styles of nursing leadership for the successful application. DESIGN A qualitative descriptive study. METHODS The study was carried out with 57 nurses (clinical nurses and ward managers) in eight focus groups from five public hospitals. Template analysis, using the Promoting Action on Research Implementation in Health Services framework, was used. The Consolidated Criteria for Reporting Qualitative Research guide was followed in planning and reporting this research. RESULTS Three types of nursing leadership were identified: traditional leadership, medium leadership and transformational leadership. Traditional leadership was the most frequent, with a predominance of bureaucratic tasks for ward managers, so implementation of evidence-based practice is difficult. CONCLUSION Nurses do not feel empowered and they perceive the changes as an imposition. In the absence of strong leadership for evidence-based practice, a natural leader emerges. IMPLICATIONS FOR NURSING MANAGEMENT Clinical nurses demand more empowerment for decision-making, and ward managers need clarity of roles. To create an environment favourable to evidence-based practice, it is necessary consider the role of the transformational leader.
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Affiliation(s)
- Isabel M López-Medina
- Department of Nursing, Faculty of Health Sciences, University of Jaén, Jaén, Spain.,Research Group Nursing and Innovation in Healthcare, University of Jaén, Jaén, Spain
| | | | - Francisco P García-Fernández
- Department of Nursing, Faculty of Health Sciences, University of Jaén, Jaén, Spain.,Research Group Nursing and Innovation in Healthcare, University of Jaén, Jaén, Spain
| | - Pedro L Pancorbo-Hidalgo
- Department of Nursing, Faculty of Health Sciences, University of Jaén, Jaén, Spain.,Research Group Nursing and Innovation in Healthcare, University of Jaén, Jaén, Spain
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13
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Ko A, Burson R, Gagleard R, Stocker Schneider J. Brilliant at the Basics: An Academic Practice Partnership to Build Nursing Management Expertise. J Contin Educ Nurs 2021; 52:136-141. [PMID: 33631024 DOI: 10.3928/00220124-20210216-08] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/08/2020] [Accepted: 09/23/2020] [Indexed: 11/20/2022]
Abstract
This article describes the importance of building academic and practice partnerships, and the process in developing and implementing a successful leadership academy in transforming emerging nurse leaders. In addition, this article highlighted the value on the evaluation and outcomes of the educational program pertaining to positive changes in the workplace. In its initial phase, the health system conducted a needs assessment that provided vital information to enhance nursing management development skills through the initiation of a leadership training academy for nurse leaders. The vital information obtained in the needs assessment was used as a framework in working on topical outline and content objectives developed as a joint initiative between the university-based school of nursing and health professions and the health system that shared a similar mission, vision, and goals. Thus, "Brilliant at the Basics" nursing leadership academy was formed. [J Contin Educ Nurs. 2021;52(3):136-141.].
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14
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Gottlieb LN, Gottlieb B, Bitzas V. Creating Empowering Conditions for Nurses with Workplace Autonomy and Agency: How Healthcare Leaders Could Be Guided by Strengths-Based Nursing and Healthcare Leadership (SBNH-L). J Healthc Leadersh 2021; 13:169-181. [PMID: 34349581 PMCID: PMC8326221 DOI: 10.2147/jhl.s221141] [Citation(s) in RCA: 39] [Impact Index Per Article: 9.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/06/2021] [Accepted: 06/23/2021] [Indexed: 11/23/2022] Open
Abstract
The COVID-19 pandemic had the unintended consequence of placing nurses in the spotlight because their knowledge and skills were in desperate need. While it will be years until we fully understand the impact that this pandemic has exacted on the nursing workforce, early studies have found that nurses have been traumatized by this event and many intend to leave the profession This seismic event only further exacerbated an already vulnerable and strained nursing workforce that pre-existed worldwide prior to COVID-19. The pandemic also highlighted the many challenges facing nursing leadership, in particular, how to create conditions to maintain and sustain a healthy nursing workforce. Nurses’ job satisfaction has emerged as an important predictor of whether nurses remain in an organization and stay in the profession. When examined more closely, job satisfaction has been related to nurses feeling empowered to exercise autonomy over their own practice and having agency. Autonomy and agency, in turn, are affected by their managers' leadership styles. Leaders are instrumental in setting the tone and creating the climate and culture that either values or devalues autonomy and agency. To help leaders create empowering conditions, we have developed a guide for leaders. This guide, based on the value-driven philosophy of leadership called Strengths-Based Nursing and Healthcare Leadership (SBNH-L), is founded on principles of person-centered, empowerment, relationship-focused, and innate capacities (ie, strengths) that are operationalized in eight core values. This guide can be used by leaders as their roadmap to create empowering workplace conditions that value and facilitate nurses’ autonomy and agency.
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Affiliation(s)
- Laurie N Gottlieb
- Ingram of School of Nursing, McGill University, Montreal, Quebec, Canada.,Department of Nursing, Jewish General Hospital, CIUSSS Centre Ouest, Montreal, Quebec, Canada
| | - Bruce Gottlieb
- Ingram of School of Nursing, McGill University, Montreal, Quebec, Canada.,Department of Human Genetics, McGill University, Montreal, Quebec, Canada.,Lady Davis Institute for Medical Research, Jewish General Hospital, CIUSSS Centre Ouest, Montreal, Quebec, Canada.,Segal Cancer Centre, Jewish General Hospital, CIUSSS Centre Ouest, Montreal, Quebec, Canada
| | - Vasiliki Bitzas
- Ingram of School of Nursing, McGill University, Montreal, Quebec, Canada.,Department of Nursing, Jewish General Hospital, CIUSSS Centre Ouest, Montreal, Quebec, Canada
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15
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Warden DH, Hughes RG, Probst JC, Warden DN, Adams SA. Current turnover intention among nurse managers, directors, and executives. Nurs Outlook 2021; 69:875-885. [PMID: 34148657 DOI: 10.1016/j.outlook.2021.04.006] [Citation(s) in RCA: 34] [Impact Index Per Article: 8.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/07/2020] [Revised: 03/31/2021] [Accepted: 04/10/2021] [Indexed: 10/21/2022]
Abstract
BACKGROUND Nursing leadership turnover can adversely affect nurse retention and thus quality of care. Little research has examined the way nurses at differing levels of leadership experience their workplace and voluntarily decide to leave. PURPOSE Our study sought to explore and compare intent to leave and turnover experiences of acute care nurse managers, directors, and executives. METHODS Data were collected via an online survey. Participants included nurse managers, directors, and executives from 47 states (n = 1880) working in acute care settings. FINDINGS Over 50% of respondents intend to leave their current positions within the next 5 years with reasons for leaving differing by type of nurse leader. Retirement was a factor for slightly over 30% of those nurse leaders overall and almost 50% of nurse executives. DISCUSSION Nurse managers, directors, and executives experience turnover and intent to leave differently. Most frequently, voluntary factors for leaving a position include job dissatisfaction and a desire for promotion and advancement.
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Affiliation(s)
| | - Ronda G Hughes
- Center for Nursing Leadership, College of Nursing, University of South Carolina, Columbia, SC
| | - Janice C Probst
- Arnold School of Public Health, University of South Carolina, Columbia, SC
| | - David N Warden
- Department of Sociology, University of South Carolina, Columbia, SC
| | - Swann Arp Adams
- College of Nursing, University of South Carolina, Columbia, SC
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16
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Van Nguyen T, Liu HE. Factors associated with the critical thinking ability of professional nurses: A cross-sectional study. Nurs Open 2021; 8:1970-1980. [PMID: 33819376 PMCID: PMC8186709 DOI: 10.1002/nop2.875] [Citation(s) in RCA: 15] [Impact Index Per Article: 3.8] [Reference Citation Analysis] [Abstract] [Key Words] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/27/2020] [Revised: 01/25/2021] [Accepted: 03/21/2021] [Indexed: 12/02/2022] Open
Abstract
Aim To measure the level of critical thinking among Vietnamese professional nurses and to identify the related factors. Design A cross‐sectional design was used. Methods The total sample included 420 professional nurses. Data were collected from July to September 2019 in three public hospitals located in Southwestern Vietnam. The level of critical thinking was measured using the Vietnamese version of the Nursing Critical Thinking in Clinical Practice Questionnaire. The data were analysed using the independent Student's t tests, ANOVA, Pearson's correlation and regression analysis. Results Most of the participants had a low (48.3%) or moderate (45.5%) level of critical thinking. Age, gender, ethnicity, education level, health condition, duration of working as a nurse, duration of working in the current hospital, having heard the term “critical thinking” and work position had an impact on the critical thinking ability. Work position and gender explained 11% of the total variance in critical thinking ability.
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Affiliation(s)
- Tuan Van Nguyen
- Faculty of Nursing and Medical Technology, Can Tho University of Medicine and Pharmacy, Can Tho, Vietnam.,School of Nursing, College of Medicine, Chang Gung University, Taoyuan, Taiwan
| | - Hsueh-Erh Liu
- School of Nursing, College of Medicine, Chang Gung University, Taoyuan, Taiwan.,Department of Rheumatology, Chang Gung Memorial Hospital, Linkou, Taiwan.,Department of Nursing, College of Nursing, Chang Gung University of Science and Technology, Taoyuan, Taiwan
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17
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Alharbi A, Rasmussen P, Magarey J. Clinical nurse managers' leadership practices in Saudi Arabian hospitals: A descriptive cross-sectional study. J Nurs Manag 2021; 29:1454-1464. [PMID: 33682226 DOI: 10.1111/jonm.13302] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/18/2020] [Revised: 02/24/2021] [Accepted: 03/02/2021] [Indexed: 11/28/2022]
Abstract
AIM To understand the situational profiles of clinical nurse managers' transformational leadership practices in Saudi hospitals. BACKGROUND Clinical nurse managers' effective leadership may enable registered nurses to provide safe patient care. METHODS This included 29 clinical nurse managers and 318 registered nurses from three Saudi hospitals. Data were collected using the leadership practice inventory-self and the leadership practice inventory-observer. RESULTS A significant difference between self- and observer-assessed transformational leadership practices of clinical nurse managers was found. There was also a significant difference in transformational leadership practice between Saudi and non-Saudi clinical nurse managers. Ward experience of clinical nurse managers was statistically positively associated with higher ratings of "enabling others to act". Length of clinical nurse managers' experience was associated with "enabling others to act" and "encouraging the heart" practices. CONCLUSION Clinical nurse managers rated their transformational leadership performance higher than that reported by registered nurses. Further, non-Saudi clinical nurse managers working in Saudi hospitals overestimated the extent of their transformational leadership practices. IMPLICATIONS FOR NURSING MANAGEMENT Clinical nurse managers should gather feedback about their leadership performance regularly and implement required changes. Hospital administrations should provide additional support to clinical nurse managers through effective leadership programmes, enculturation and team-building strategies, to create a shared vision regarding the execution of optimal leadership.
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Affiliation(s)
- Abdulhafith Alharbi
- Adelaide Nursing School, The University of Adelaide, Adelaide, South Australia, AU.,College of Nursing, University of Ha'il, Hail, Saudi Arabia
| | - Philippa Rasmussen
- Adelaide Nursing School, The University of Adelaide, Adelaide, South Australia, AU
| | - Judy Magarey
- Adelaide Nursing School, The University of Adelaide, Adelaide, South Australia, AU
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18
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Zhao F, Ahmed F, Faraz NA. Caring for the caregiver during COVID-19 outbreak: Does inclusive leadership improve psychological safety and curb psychological distress? A cross-sectional study. Int J Nurs Stud 2020; 110:103725. [PMID: 32810720 PMCID: PMC7390759 DOI: 10.1016/j.ijnurstu.2020.103725] [Citation(s) in RCA: 63] [Impact Index Per Article: 12.6] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/09/2020] [Revised: 07/17/2020] [Accepted: 07/20/2020] [Indexed: 12/30/2022]
Abstract
BACKGROUND Public health emergencies and epidemics shatter the assumptions of the world as a safe place. Healthcare workers are at the forefront of such pressures resulting from a persistent threat to their safety and well being. It is therefore important to study such mechanisms that can influence and predict the psychological distress of nurses OBJECTIVES: While there is an increasing number of studies on positive outcomes of leadership styles, their influence on curbing unwanted adverse outcomes is scarce. This study aims to observe the influence of an inclusive leadership style on psychological distress while assessing the mediating role of psychological safety. It uses the theoretical lens of job demands-resources theory and the theory of shattered assumptions to develop and test hypotheses. DESIGN Cross-Sectional Study with Temporal Separation SETTINGS AND PARTICIPANTS: The researchers recruited 451 on-duty registered nurses from 5 hospitals providing patient care during the highly infectious phase of COVID-19 in January 2020 in Wuhan city, the epicentre of the outbreak in China METHODS: After obtaining permission from hospital administration, data were collected through an online questionnaire survey in three stages with temporal separation to avoid common method bias. Partial least square structural equation modelling was used to analyze data. The study controlled for effects of age, gender, experience, working hours and education. RESULTS Hypothesized relationships proved significant. Inclusive leadership has an inverse relationship with psychological distress with a strong path-coefficient. Psychological safety mediates the relationship between inclusive leadership and psychological distress while explaining 28.6% variance. Multi-group analysis results indicate no significant differences between respondents based on these control variables CONCLUSIONS: Recurring or prolonged experiences of stress and anxiety at the workplace, without a mechanism to counter such effects, can culminate into psychological distress. Inclusive leadership style can serve as such a mechanism to curb psychological distress for healthcare workers by creating a psychologically safe environment.
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Affiliation(s)
- Fuqiang Zhao
- School of Management, Wuhan University of Technology, Wuhan 430070, PR China.
| | - Fawad Ahmed
- School of Management, Wuhan University of Technology, Wuhan 430070, PR China.
| | - Naveed Ahmad Faraz
- School of Management, Wuhan University of Technology, Wuhan 430070, PR China.
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19
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Ahmed F, Zhao F, Faraz NA. How and When Does Inclusive Leadership Curb Psychological Distress During a Crisis? Evidence From the COVID-19 Outbreak. Front Psychol 2020; 11:1898. [PMID: 32849111 PMCID: PMC7423991 DOI: 10.3389/fpsyg.2020.01898] [Citation(s) in RCA: 34] [Impact Index Per Article: 6.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/22/2020] [Accepted: 07/09/2020] [Indexed: 12/12/2022] Open
Abstract
Traumatic events such as a pandemic shatter the assumption of the workplace as a safe place. Nurses face risks of life-threatening infection, which can create psychological distress. Quality of care for infected patients depends on mental well-being of nurses which calls for research on predictors of stress among health care workers. Responding to a call for research on the effects of leadership styles on psychological distress during traumatic events, this paper uses the theoretical lens of social exchange theory and contributes to literature on relationships between inclusive leadership, psychological distress, work engagement, and self-sacrifice. Participants of this cross sectional study included 497 registered nurses from five hospitals in Wuhan. Data were collected with temporal separation through an online questionnaire. Partial least-squares structural equation modeling was used to analyze data. Results show inclusive leadership has a significant negative relationship with psychological distress. Work engagement mediates this relationship, and nurses’ self-sacrificial behavior moderates it. Findings indicate inclusive leadership style serves as a sustainable mechanism to reduce psychological distress during pandemics. It can operationalize the delivery of mental health support in real-time in work settings. Results provide empirical support for social exchange theory through high work engagement to help control psychological distress among nurses.
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Affiliation(s)
- Fawad Ahmed
- School of Management, Wuhan University of Technology, Wuhan, China
| | - Fuqiang Zhao
- School of Management, Wuhan University of Technology, Wuhan, China
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20
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Zuriguel-Pérez E, Lluch-Canut MT, Agustino-Rodríguez S, Gómez-Martín MDC, Roldán-Merino J, Falcó-Pegueroles A. Critical thinking: A comparative analysis between nurse managers and registered nurses. J Nurs Manag 2018; 26:1083-1090. [PMID: 30198624 DOI: 10.1111/jonm.12640] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 03/14/2018] [Indexed: 11/26/2022]
Abstract
AIM To analyse the levels of critical thinking among nurse managers and registered nurses and to explore the association between these levels and socio-demographic and occupational factors. BACKGROUND Critical thinking is an essential skill in advanced clinical nursing. However, few studies to date have explored critical thinking levels in nurse managers or compared them with those recorded in registered nurses. METHODS A randomized sample of 44 nurse managers and 295 registered nurses from a tertiary hospital in Barcelona participated in this study. The Nursing Critical Thinking in Clinical Practice Questionnaire was used to measure the level of critical thinking. The data were analysed using multivariate analysis by logistic regression. RESULTS Levels of critical thinking were higher in nurse managers than in registered nurses. Age, work shift schedule and educational level were associated with a higher level of critical thinking in nurse managers and were predictor factors. CONCLUSIONS This study identified age, work shift schedule and educational level as factors that impact on the acquisition of critical thinking skills among nurse managers. IMPLICATIONS FOR NURSING MANAGEMENT This study provides substantive evidence of the levels of critical thinking among nurse managers. When introducing strategies to enhance these skills, the associated occupational factors should be taken into account.
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Affiliation(s)
- Esperanza Zuriguel-Pérez
- Department of Nursing Informatics and Knowledge Management, Hospital Vall d'Hebron, Barcelona, Spain.,Health Care Research, Vall d'Hebron Research Institute, Barcelona, Spain
| | - M Teresa Lluch-Canut
- School of Nursing, Faculty of Medicine and Health Sciences, University of Barcelona, Barcelona, Spain.,Consolidated Research Group on Measurement Invariance and Analysis of Change (GEIMAC: 2014-1139), University of Barcelona, Barcelona, Spain
| | - Sandra Agustino-Rodríguez
- Department of Nursing Informatics and Knowledge Management, Hospital Vall d'Hebron, Barcelona, Spain
| | | | - Juan Roldán-Merino
- Consolidated Research Group on Measurement Invariance and Analysis of Change (GEIMAC: 2014-1139), University of Barcelona, Barcelona, Spain.,Sant Joan de Deu School of Nursing, University of Barcelona, Barcelona, Spain
| | - Anna Falcó-Pegueroles
- School of Nursing, Faculty of Medicine and Health Sciences, University of Barcelona, Barcelona, Spain.,Consolidated Research Group on Advanced Techniques Applied Psychology (GTEAAP: 2014-326), University of Barcelona, Barcelona, Spain
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21
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de Vries JMA, Curtis EA. Nursing leadership in Ireland: experiences and obstacles. Leadersh Health Serv (Bradf Engl) 2018; 32:348-363. [PMID: 31298089 DOI: 10.1108/lhs-11-2017-0068] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.1] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PURPOSE This paper aims to investigate nurses' experiences of leadership within health care in the Republic of Ireland. DESIGN/METHODOLOGY/APPROACH This mainly qualitative study made use of a mail survey sent to a random national selection of registered nurses. Participants were asked to provide narrative descriptors of good nursing leadership and identify obstacles to such leadership. FINDINGS Participants mainly provided examples of nursing leadership within a hierarchical context (concentrated leadership), such as meeting organisational goals and decision-making. While elements of distributed leadership were mentioned (good communication, providing help and support), they were mainly described as part of formal management roles, rather than leadership. Observed obstacles to developing nursing leadership included high workload, lack of support from management and peers, limited opportunities to gain experience, lack of education/training and poor work environments. RESEARCH LIMITATIONS/IMPLICATIONS The small sample (n = 72) limits generalisation. A wider interdisciplinary effort to address experiences with nursing leadership in Ireland may be needed to inform health services of the issues from a broader perspective. PRACTICAL IMPLICATIONS The findings suggest that development of nursing leadership in Ireland may still be in its infancy, and that several obstacles need to be overcome. ORIGINALITY/VALUE Very few studies have addressed narratives from nurses regarding personal experiences with nursing leadership. The examples provided by participants have yielded significant insight into the issues they encounter, which are reflective of health care elsewhere.
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Affiliation(s)
- Jan M A de Vries
- School of Nursing and Midwifery, Trinity College Dublin , Dublin, Ireland
| | - Elizabeth A Curtis
- School of Nursing and Midwifery, Trinity College Dublin , Dublin, Ireland
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22
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Thornton K. Australian Hospital-Based Nurse Educators' Perceptions of Their Role. J Contin Educ Nurs 2018; 49:274-281. [PMID: 29847686 DOI: 10.3928/00220124-20180517-08] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.1] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/20/2017] [Accepted: 03/01/2018] [Indexed: 11/20/2022]
Abstract
This article presents the findings from a phenomenological study that explored the understandings of Australian hospital-based nurse educators' experiences of their role. Purposive sampling resulted in 11 nurse educators from four large metropolitan hospitals within an Australian jurisdiction. The participants were asked how they understand their role and translate that understanding into practice. Thematic analysis identified four themes representative of nurse educators' understanding of their role: Becoming an Educator, Capability Building, Panacea, and Tension. A coherent picture emerged from subthemes highlighting that nurse educators were undervalued and value is added. Being undervalued and value adding are translated into nurse educator practice as resilience, being educationally literate, investing, and having a presence. This article identifies a gap in knowledge related to understanding the nurse educator role and informs recruitment and subsequent retention of nurses into nurse educator roles at a time when the nursing workforce in Australia and internationally is about to experience a major shortfall. Findings are specific to the Australian context and are not necessarily generalizable to other hospital jurisdictions. J Contin Educ Nurs. 2018;49(6):274-281.
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23
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Cummings GG, Tate K, Lee S, Wong CA, Paananen T, Micaroni SPM, Chatterjee GE. Leadership styles and outcome patterns for the nursing workforce and work environment: A systematic review. Int J Nurs Stud 2018; 85:19-60. [PMID: 29807190 DOI: 10.1016/j.ijnurstu.2018.04.016] [Citation(s) in RCA: 239] [Impact Index Per Article: 34.1] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/19/2018] [Revised: 04/25/2018] [Accepted: 04/25/2018] [Indexed: 11/24/2022]
Abstract
BACKGROUND Leadership is critical in building quality work environments, implementing new models of care, and bringing health and wellbeing to a strained nursing workforce. However, the nature of leadership style, how leadership should be enacted, and its associated outcomes requires further research and understanding. We aimed to examine the relationships between various styles of leadership and outcomes for the nursing workforce and their work environments. METHODS The search strategy of this systematic review included 10 electronic databases. Published, quantitative studies that examined the correlations between leadership behaviours and nursing outcomes were included. Quality assessments, data extractions and analysis were completed on all included studies by independent reviewers. RESULTS A total of 50,941 titles and abstracts were screened resulting in 129 included studies. Using content analysis, 121 outcomes were grouped into six categories: 1) staff satisfaction with job factors, 2) staff relationships with work, 3) staff health & wellbeing, 4) relations among staff, 5) organizational environment factors and 6) productivity & effectiveness. Our analysis illuminated patterns between relational and task focused leadership styles and their outcomes for nurses and nursing work environments. For example, 52 studies reported that relational leadership styles were associated with higher nurse job satisfaction, whereas 16 studies found that task-focused leadership styles were associated with lower nurse job satisfaction. Similar trends were found for each category of outcomes. CONCLUSIONS The findings of this systematic review provide strong support for the employment of relational leadership styles to promote positive nursing workforce outcomes and related organizational outcomes. Leadership focused solely on task completion is insufficient to achieve optimum outcomes for the nursing workforce. Relational leadership practices need to be encouraged and supported by individuals and organizations to enhance nursing job satisfaction, retention, work environment factors and individual productivity within healthcare settings.
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Affiliation(s)
- Greta G Cummings
- Edmonton Clinic Health Academy, University of Alberta, 11405 87 Ave. NW, Edmonton, AB, T6G 1C9, Canada.
| | - Kaitlyn Tate
- Edmonton Clinic Health Academy, University of Alberta, 11405 87 Ave. NW, Edmonton, AB, T6G 1C9, Canada
| | - Sarah Lee
- Edmonton Clinic Health Academy, University of Alberta, 11405 87 Ave. NW, Edmonton, AB, T6G 1C9, Canada
| | - Carol A Wong
- Arthur Labatt Family School of Nursing, University of Western Ontario, Room 3306, FIMS & Nursing Building, London, Ontario, N6A 5B9, Canada
| | - Tanya Paananen
- Edmonton Clinic Health Academy, University of Alberta, 11405 87 Ave. NW, Edmonton, AB, T6G 1C9, Canada
| | - Simone P M Micaroni
- Edmonton Clinic Health Academy, University of Alberta, 11405 87 Ave. NW, Edmonton, AB, T6G 1C9, Canada
| | - Gargi E Chatterjee
- Edmonton Clinic Health Academy, University of Alberta, 11405 87 Ave. NW, Edmonton, AB, T6G 1C9, Canada
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24
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Lotfi Z, Atashzadeh-Shoorideh F, Mohtashami J, Nasiri M. Relationship between ethical leadership and organisational commitment of nurses with perception of patient safety culture. J Nurs Manag 2018. [DOI: 10.1111/jonm.12607] [Citation(s) in RCA: 31] [Impact Index Per Article: 4.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Affiliation(s)
- Zahra Lotfi
- Department of Nursing Management; School of Nursing & Midwifery; Shahid Beheshti University of Medical Sciences; Tehran Iran
| | - Foroozan Atashzadeh-Shoorideh
- Department of Nursing Management; School of Nursing & Midwifery; Shahid Beheshti University of Medical Sciences; Tehran Iran
| | - Jamileh Mohtashami
- Department of Psychiatric Nursing; School of Nursing & Midwifery; Shahid Beheshti University of Medical Sciences; Tehran Iran
| | - Maliheh Nasiri
- Department of Biostatistics; School of Allied Medical Sciences; Shahid Beheshti University of Medical Sciences; Tehran Iran
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25
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Alingh CW, Strating MMH, van Wijngaarden JDH, Paauwe J, Huijsman R. The ConCom Safety Management Scale: developing and testing a measurement instrument for control-based and commitment-based safety management approaches in hospitals. BMJ Qual Saf 2018; 27:807-817. [PMID: 29511092 DOI: 10.1136/bmjqs-2017-007162] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/14/2017] [Revised: 11/09/2017] [Accepted: 02/12/2018] [Indexed: 11/04/2022]
Abstract
BACKGROUND Nursing management is considered important for patient safety. Prior research has predominantly focused on charismatic leadership styles, although it is questionable whether these best characterise the role of nurse managers. Managerial control is also relevant. Therefore, we aimed to develop and test a measurement instrument for control-based and commitment-based safety management of nurse managers in clinical hospital departments. METHODS A cross-sectional survey design was used to test the newly developed questionnaire in a sample of 2378 nurses working in clinical departments. The nurses were asked about their perceptions of the leadership behaviour and management practices of their direct supervisors. Psychometric properties were evaluated using confirmatory factor analysis and reliability estimates. RESULTS The final 33-item questionnaire showed acceptable goodness-of-fit indices and internal consistency (Cronbach's α of the subscales range: 0.59-0.90). The factor structure revealed three subdimensions for control-based safety management: (1) stressing the importance of safety rules and regulations; (2) monitoring compliance; and (3) providing employees with feedback. Commitment-based management consisted of four subdimensions: (1) showing role modelling behaviour; (2) creating safety awareness; (3) showing safety commitment; and (4) encouraging participation. Construct validity of the scale was supported by high factor loadings and provided preliminary evidence that control-based and commitment-based safety management are two distinct yet related constructs. The findings were reconfirmed in a cross-validation procedure. CONCLUSION The results provide initial support for the construct validity and reliability of our ConCom Safety Management Scale. Both management approaches were found to be relevant for managing patient safety in clinical hospital departments. The scale can be used to deepen our understanding of the influence of patient safety management on healthcare professionals' safety behaviour as well as patient safety outcomes.
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Affiliation(s)
- Carien W Alingh
- Erasmus School of Health Policy & Management, Erasmus University Rotterdam, Rotterdam, The Netherlands.,Department of Human Resource Studies, Tilburg University, Tilburg, The Netherlands
| | - Mathilde M H Strating
- Erasmus School of Health Policy & Management, Erasmus University Rotterdam, Rotterdam, The Netherlands
| | | | - Jaap Paauwe
- Erasmus School of Health Policy & Management, Erasmus University Rotterdam, Rotterdam, The Netherlands.,Department of Human Resource Studies, Tilburg University, Tilburg, The Netherlands
| | - Robbert Huijsman
- Erasmus School of Health Policy & Management, Erasmus University Rotterdam, Rotterdam, The Netherlands
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26
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Fast O, Rankin J. Rationing nurses: Realities, practicalities, and nursing leadership theories. Nurs Inq 2017; 25:e12227. [PMID: 29277951 DOI: 10.1111/nin.12227] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.1] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 11/12/2017] [Indexed: 11/27/2022]
Abstract
In this paper, we examine the practicalities of nurse managers' work. We expose how managers' commitments to transformational leadership are undermined by the rationing practices and informatics of hospital reform underpinned by the ideas of new public management. Using institutional ethnography, we gathered data in a Canadian hospital. We began by interviewing and observing frontline leaders, nurse managers, and expanded our inquiry to include interviews with other nurses, staffing clerks, and administrators whose work intersected with that of nurse managers. We learned how nurse managers' responsibility for staffing is accomplished within tightening budgets and a burgeoning suite of technologies that direct decisions about whether or not there are enough nurses. Our inquiry explicates how technologies organize nurse managers to put aside their professional knowledge. We describe professionally committed nurse leaders attempting to activate transformational leadership and show how their intentions are subsumed within information systems. Seen in light of our analysis, transformational leadership is an idealized concept within which managers' responsibilities are shaped to conform to institutional purposes.
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27
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Sfantou DF, Laliotis A, Patelarou AE, Sifaki-Pistolla D, Matalliotakis M, Patelarou E. Importance of Leadership Style towards Quality of Care Measures in Healthcare Settings: A Systematic Review. Healthcare (Basel) 2017; 5:E73. [PMID: 29036901 PMCID: PMC5746707 DOI: 10.3390/healthcare5040073] [Citation(s) in RCA: 179] [Impact Index Per Article: 22.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/01/2017] [Revised: 09/15/2017] [Accepted: 09/25/2017] [Indexed: 01/20/2023] Open
Abstract
Effective leadership of healthcare professionals is critical for strengthening quality and integration of care. This study aimed to assess whether there exist an association between different leadership styles and healthcare quality measures. The search was performed in the Medline (National Library of Medicine, PubMed interface) and EMBASE databases for the time period 2004-2015. The research question that guided this review was posed as: "Is there any relationship between leadership style in healthcare settings and quality of care?" Eighteen articles were found relevant to our research question. Leadership styles were found to be strongly correlated with quality care and associated measures. Leadership was considered a core element for a well-coordinated and integrated provision of care, both from the patients and healthcare professionals.
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Affiliation(s)
- Danae F Sfantou
- 2nd Department of Cardiology, Attikon University Hospital, National and Kapodistrian University of Athens Medical School, Athens 12462, Greece.
| | - Aggelos Laliotis
- Department of Upper Gastrointestinal and Bariatric Surgery, St. Georges, NHS Foundation Hospitals, London SE170QT, UK.
| | - Athina E Patelarou
- Department of Anesthesiology, University Hospital of Heraklion, Crete 71500, Greece.
| | - Dimitra Sifaki-Pistolla
- Clinic of Social and Family Medicine, School of Medicine, University of Crete, Crete 71500, Greece.
| | - Michail Matalliotakis
- Department of Obstretics and Gynaecology, Venizeleio General Hospital, Heraklion, 71409, Greece.
| | - Evridiki Patelarou
- Florence Nightingale Faculty of Nursing and Midwifery, King's College, London SE18WA, UK.
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Fischer SA, Jones J, Verran JA. Consensus achievement of leadership, organisational and individual factors that influence safety climate: Implications for nursing management. J Nurs Manag 2017; 26:50-58. [PMID: 28940765 DOI: 10.1111/jonm.12519] [Citation(s) in RCA: 20] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 05/25/2017] [Indexed: 11/26/2022]
Abstract
AIM To validate a framework of factors that influence the relationship of transformational leadership and safety climate, and to enable testing of safety chain factors by generating hypotheses regarding their mediating and moderating effects. BACKGROUND Understanding the patient safety chain and mechanisms by which leaders affect a strong climate of safety is essential to transformational leadership practice, education, and research. METHODS A systematic review of leadership and safety literature was used to develop an organising framework of factors proposed to influence the climate of safety. A panel of 25 international experts in leadership and safety engaged a three-round modified Delphi study with Likert-scored surveys. RESULTS Eighty per cent of participating experts from six countries were retained to the final survey round. Consensus (>66% agreement) was achieved on 40 factors believed to influence safety climate in the acute care setting. CONCLUSIONS Consensus regarding specific factors that play important roles in an organisation's climate of safety can be reached. Generally, the demonstration of leadership commitment to safety is key to cultivating a culture of patient safety. IMPLICATIONS FOR NURSING MANAGEMENT Transformational nurse leaders should consider and employ all three categories of factors in daily leadership activities and decision-making to drive a strong climate of patient safety.
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Affiliation(s)
- Shelly A Fischer
- Fay W. Whitney School of Nursing, University of Wyoming, Laramie, WY, USA
| | | | - Joyce A Verran
- College of Nursing, University of Colorado, Aurora, CO, USA
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Backman A, Sjögren K, Lindkvist M, Lövheim H, Edvardsson D. Characteristics of highly rated leadership in nursing homes using item response theory. J Adv Nurs 2017; 73:2903-2913. [DOI: 10.1111/jan.13353] [Citation(s) in RCA: 23] [Impact Index Per Article: 2.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 04/19/2017] [Indexed: 11/27/2022]
Affiliation(s)
| | | | - Marie Lindkvist
- Department of Statistics; Umeå School of Business and Economics; Umeå University; Umeå Sweden
- Epidemiology and Global Health; Department of Public Health and Clinical Medicine; Umeå University; Umeå Sweden
| | - Hugo Lövheim
- Department of Community Medicine and Rehabilitation; Umeå University; Umeå Sweden
| | - David Edvardsson
- Department of Nursing; Umeå University; Umeå Sweden
- School of Nursing and Midwifery; La Trobe University; Melbourne Australia
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Morsiani G, Bagnasco A, Sasso L. How staff nurses perceive the impact of nurse managers' leadership style in terms of job satisfaction: a mixed method study. J Nurs Manag 2016; 25:119-128. [PMID: 27917561 DOI: 10.1111/jonm.12448] [Citation(s) in RCA: 59] [Impact Index Per Article: 6.6] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 09/20/2016] [Indexed: 11/30/2022]
Abstract
AIM To describe staff nurses' perceptions related to the leadership styles adopted by their nurse managers, identify which leadership style ensured job satisfaction in staff nurses and describe which behaviours nurse managers should change. BACKGROUND Empirical literature suggests that leadership styles of nurse managers significantly influence staff satisfaction. However, few studies investigate how staff nurses perceive the leadership styles of their nurse managers, and how these impact upon the staff nurses' job satisfaction. METHODS This was a mixed method study, which included the administration of the Multi-factor Leadership Questionnaire and three focus groups. RESULTS Ward nurse managers mostly adopted a transactional leadership style ('Management by exception active') aimed at monitoring errors and intervening to correct errors and punish, which had a negative impact on staff nurses' levels of job satisfaction. In contrast, the transformational leadership style, which is mostly correlated with satisfaction ('Idealized Influence Attributed', which staff nurses perceived as 'respect', 'caring for others', 'professional development' and 'appreciation'), was rarely practiced by nurse managers. CONCLUSIONS The transformational leadership skills of Italian nurse managers need to be improved through behaviours based on greater respect, caring for others, professional development and appreciation. The present study could also serve as model to improve the leadership style of nurse managers in other countries. IMPLICATIONS FOR NURSING MANAGEMENT The themes of transformational leadership could serve as a guide for nurse managers to help them improve their leadership style, and improve the levels of job satisfaction in staff nurses. Owing to the complexity and the importance of this issue, classroom educational interventions would not be sufficient: it should be dealt as a strategic priority by nursing directors.
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Affiliation(s)
| | | | - Loredana Sasso
- Department of Health Sciences, University of Genoa, Italy
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Fox MT, Butler JI. Nurses' perspectives on how operational leaders influence function-focused care for hospitalised older people. J Nurs Manag 2016; 24:1119-1129. [PMID: 27633608 DOI: 10.1111/jonm.12421] [Citation(s) in RCA: 7] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 07/12/2016] [Indexed: 01/03/2023]
Abstract
AIMS To explore nurses' perspectives on how leaders influence function-focused care, defined as care that preserves and restores older people's functional abilities. BACKGROUND Hospitalised older people are at risk of functional decline. Although leaders have the potential to influence function-focused care, few studies have explored nurses' perspectives on how leaders influence function-focused care. METHODS Thirteen focus groups were held with 57 acute care nurses. Semi-structured questions prompted discussion on nurses' perspectives, needs and strategies to meet their needs. Data were thematically analysed. RESULTS Three themes were identified: (1) the emphasis in hospitals is on moving older people quickly through the system, not supporting their functioning; (2) leaders are generally seen as too disconnected from practice to design system efficiency initiatives that support older people's functioning and nurses' provisioning of function-focused care; and (3) leadership strategies to better support nurses in providing function-focused care to older people in the context of system efficiency. CONCLUSIONS Leaders should connect with practice to devise age-sensitive efficiency initiatives that support function-focused care. Nurses need support from leaders in four areas to provide function-focused care to older people in the current hospital context. IMPLICATIONS The findings provide direction on how leaders can facilitate function-focused care in the current health-care environment emphasising system efficiency.
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Affiliation(s)
- Mary T Fox
- School of Nursing, York University, Toronto, Ontario, Canada.
| | - Jeffrey I Butler
- York University Centre for Aging Research and Education, Toronto, Ontario, Canada
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Rosser EA, Scammell J, Bevan A, Hundley VA. Strong leadership: the case for global connections. J Clin Nurs 2016; 26:946-955. [PMID: 27572554 DOI: 10.1111/jocn.13562] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 08/24/2016] [Indexed: 11/28/2022]
Abstract
AIMS AND OBJECTIVES To identify how nurse leaders view and experience the opportunities offered by one of the largest global nursing organisations Sigma Theta Tau International. BACKGROUND Worldwide, nursing leadership is challenged with addressing the complex issues impacting on care delivery. International nursing organisations are a means to bring together individuals to promote leadership and scholarship for nursing practice to promote patient safety and quality care. The newly established all-England chapter of Sigma Theta Tau International is a recent addition to the society in terms of nurse leadership in Europe, as such faces challenges as it establishes its identity and seeks to interpret the organisational vision: to advance world health through nursing leadership and scholarship. Moving forward, members views were sought on the goals of the chapter and how they may be enacted. DESIGN In July 2013, all chapter members at that time had been nominated on the basis of achievement in nurse leadership; all were invited to participate in an online survey. The online questionnaire contained a series of closed and open questions. RESULTS Most respondents joined because they believed in the vision and networking opportunities Sigma Theta Tau International provides. Three themes were extracted from the data: the value of networking and communication, leadership and the development of culturally sensitive organisations and the need for shared scholarship for nursing practice. CONCLUSION Findings indicate the growth of effective leadership at all levels of nursing could be harnessed through successful collaboration and keen support for robust connections between practice and education to promote quality care. RELEVANCE TO CLINICAL PRACTICE Whilst challenging, globalisation presents an opportunity for a nursing society such as Sigma Theta Tau International to work collaboratively to address healthcare issues. A nursing society that explores and resolves its own complex issues by actively promoting leadership and collaborative scholarship reveals a potential to empower the profession to share our collective solutions towards enhancing clinical practice.
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Affiliation(s)
- Elizabeth A Rosser
- Faculty of Health and Social Sciences, Bournemouth University, Bournemouth, UK
| | - Janet Scammell
- Faculty of Health and Social Sciences, Bournemouth University, Bournemouth, UK
| | - Ann Bevan
- Faculty of Health and Social Sciences, Bournemouth University, Bournemouth, UK
| | - Vanora A Hundley
- Faculty of Health and Social Sciences, Bournemouth University, Bournemouth, UK.,Centre for Midwifery, Maternal and Perinatal Health, Bournemouth University, Bournemouth, UK
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Vaismoradi M, Griffiths P, Turunen H, Jordan S. Transformational leadership in nursing and medication safety education: a discussion paper. J Nurs Manag 2016; 24:970-980. [DOI: 10.1111/jonm.12387] [Citation(s) in RCA: 20] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 03/13/2016] [Indexed: 11/28/2022]
Affiliation(s)
| | - Pauline Griffiths
- College of Human and Health Sciences; Swansea University; Swansea UK
| | - Hannele Turunen
- Department of Nursing Science; University of Eastern Finland; Kuopio University Hospital; Kuopio Finland
| | - Sue Jordan
- College of Human and Health Sciences; Swansea University; Swansea UK
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Yoon J, Kim M, Shin J. Confidence in delegation and leadership of registered nurses in long-term-care hospitals. J Nurs Manag 2016; 24:676-85. [DOI: 10.1111/jonm.12372] [Citation(s) in RCA: 12] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 01/28/2016] [Indexed: 11/28/2022]
Affiliation(s)
- Jungmin Yoon
- Division of Nursing; College of Nursing; Ewha Womans University; Seoul Korea
| | - Miyoung Kim
- Division of Nursing; College of Nursing; Ewha Womans University; Seoul Korea
| | - Juhhyun Shin
- Division of Nursing; College of Nursing; Ewha Womans University; Seoul Korea
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The influence of authentic leadership and supportive professional practice environments on new graduate nurses’ job satisfaction. J Res Nurs 2016. [DOI: 10.1177/1744987115624135] [Citation(s) in RCA: 31] [Impact Index Per Article: 3.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022] Open
Abstract
It is important to uncover new approaches to attracting and retaining newly qualified nurses in Canada to address the growing nursing workforce shortage. Authentic leadership theory proposes mechanisms that allow managers to create positive and supportive environments that facilitate new graduate nurses’ transition into practice and subsequently improve nurses’ and organizational outcomes. The purpose of this study was to test a theoretical model linking authentic leadership to new graduate nurses’ job satisfaction through its effect on supportive professional practice environments. A secondary analysis of data ( n = 93) from a larger study of new graduate nurses in their first two years of practice was conducted. Mediation multiple regression analysis was performed to determine the influence of authentic leadership and supportive professional practice environments on new graduate nurses’ job satisfaction. Measures of the Authentic Leadership Questionnaire (ALQ), the Revised Nursing Worklife Index (NWI-R) and the North Carolina Center for Nursing – Survey of Newly Licensed Nurses (NCCN-SNLN) were used. Supportive professional practice environment partially mediated the relationship between authentic leadership and new graduate nurses’ job satisfaction. The findings suggest that managers who demonstrate authentic leadership create supportive professional practice environments and are more likely to enhance new graduate nurses’ job satisfaction.
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Monroe D, King C, Sullivan K. Nurse, interrupted. Nursing 2015; 45:10. [PMID: 26580101 DOI: 10.1097/01.nurse.0000473410.91457.75] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 06/05/2023]
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