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Raso R, Bailey KD, Fitzpatrick JJ, Kennedy K, Leclerc L. Bold inquiry into relational leadership. Nurs Manag (Harrow) 2024; 55:7-8. [PMID: 38170882 DOI: 10.1097/nmg.0000000000000085] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/05/2024]
Affiliation(s)
- Rosanne Raso
- Rosanne Raso is the editor-in-chief of Nursing Management in Philadelphia, Pa. K. David Bailey is a CNO at UCLA Health Santa Monica Medical Center in Santa Monica, Calif., past president of the Association for Leadership Science in Nursing, and a member of the Nurse Leader editorial board. Joyce J. Fitzpatrick is a director at the Marian K. Shaughnessy Nurse Leadership Academy, the Elizabeth Brooks Ford professor of nursing at Frances Payne Bolton School of Nursing, and a distinguished university professor at Case Western Reserve University in Cleveland, Ohio. Kay Kennedy is the chief executive officer of uLeadership LLC, and a senior clinical instructor at the Nell Hodgson Woodruff School of Nursing at Emory University in Atlanta, Ga. Lucy Leclerc is the chief innovation and learning officer at uLeadership LLC and a nurse scientist at Wellstar Kennestone Hospital in Atlanta, Ga., and a member of the Journal of Nursing Education editorial board
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Leclerc L, Bailey KD, Fitzpatrick JJ, Kennedy K, Raso R. Getting Schooled in Relational Leadership. J Nurs Educ 2023; 62:599-600. [PMID: 37934689 DOI: 10.3928/01484834-20231010-02] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/09/2023]
Affiliation(s)
- Lucy Leclerc
- uLeadership, Nurse Scientist, Wellstar Kennestone, Hospital, Editorial Board, Journal of Nursing, Education
| | - K David Bailey
- UCLA Health Santa, Monica Medical Center, Past President, Association for Leadership, Science in Nursing
| | - Joyce J Fitzpatrick
- Marian K. Shaughnessy Nurse, Leadership Academy, Elizabeth Brooks Ford Professor of Nursing, Frances Payne Bolton School of Nursing, Distinguished University Professor, Case Western Reserve University
| | - Kay Kennedy
- uLeadership, LLC, Senior Clinical Instructor, Nell Hodgson Woodruff School of Nursing at Emory University
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Al Mutair A, Al-Ghuraibi M, Alabbasi Y, Alguthaib F, Woodman A, Elgamri A. Saudi women's leadership experiences in the healthcare sector: A qualitative study. PLoS One 2023; 18:e0285187. [PMID: 37725601 PMCID: PMC10508591 DOI: 10.1371/journal.pone.0285187] [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: 08/30/2022] [Accepted: 04/17/2023] [Indexed: 09/21/2023] Open
Abstract
BACKGROUND Gender equality in the workforce and the promotion of woman leadership is critical to economic growth and the sustainable development of society and the global community. However, gender diversity in leadership positions is a concern as women continue to be underrepresented. Ensuring equal opportunities in leadership positions in the health sector can help advance the achievement of the sustainable development goals (SDGs). PURPOSE The aim of this study was to explore Saudi women's perspectives and leadership experiences at senior-level positions in the healthcare sector. METHODS A descriptive qualitative approach was adopted to address the study aim. This included nine semi-structured interviews with Saudi women who have held leadership positions in the health sector over the past ten years. Reflexive thematic analysis was conducted by adopting the six phases. RESULTS The results showed that internal factors, such as qualifications, experience, and the innate qualities of a winner, are the most important factors that contribute to women's leadership. Women's role expectations, gender norms, and the patriarchal nature of the community have a negative impact on women's leadership. One of the new findings of this study was negative attitudes and lack of support from female colleagues. CONCLUSION Women leaders in health care in Saudi Arabia share similarities and differences with women leaders around the world. However, the Saudi community has its own social norms and gender roles that cannot be denied. While Vision 2030 brought a number of positive changes in women's empowerment that participants spoke of, more research is needed to explore men's perceptions, which can complete the picture and lead to organizational improvement and changes.
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Affiliation(s)
- Abbas Al Mutair
- Research Center, Almoosa Specialist Hospital, Al-Hasa, Saudi Arabia
- School of Nursing, University of Wollongong, Wollongong, Australia
- Department of Medical-Surgical Nursing, College of Nursing, Princess Nourah Bint Abdulrahman University, Riyadh, Saudi Arabia
- Department of Nursing, Prince Sultan Military College of Health Sciences, Dahran, Saudi Arabia
- Almoosa College of Health Sciences, Al-Ahsa, Saudi Arabia
| | - Muna Al-Ghuraibi
- Department of Social Studies, College of Humanity and Social Science, King Saud University, Riyadh, Saudi Arabia
| | - Yasmine Alabbasi
- Department of Maternity and Child Health Nursing, College of Nursing, Princess Nourah Bint Abdulrahman University, Riyadh, Saudi Arabia
| | | | - Alexander Woodman
- School of Health Science, University of Salford, Manchester, United Kingdom
| | - Alya Elgamri
- Faculty of Dentistry, University of Khartoum, Khartoum, Sudan
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Algeri EDBDO, Silveira RSD, Barlem JGT, Costa MCMDDR, Stigger DADS, Dan CDS. Authentic leadership in nurses' professional practice: an integrative review. Rev Bras Enferm 2022; 75:e20210972. [PMID: 36259920 DOI: 10.1590/0034-7167-2021-0972] [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: 01/23/2022] [Accepted: 07/09/2022] [Indexed: 06/16/2023] Open
Abstract
OBJECTIVES to identify the primary constructs concerning authentic leadership and its relevance for nurses' professional practice. METHODS integrative literature review conducted between 2015 and 2020 in LILACS, SciELO, and PubMed databases. RESULTS the United States published most of the 31 studies analyzed, with eight studies (25.8%), followed by Canada with seven studies (22.6%), and Brasil with five (16.1%). Most studies adopted a quantitative approach (77.41%), and 96.8% presented weak evidence. Three categories emerged: Work Engagement/Job Satisfaction and Organizational Commitment; Healthy Work Environment; and Intention to Quit the Job and Mental Exhaustion. FINAL CONSIDERATIONS authentic leadership positively contributes to management and nursing care practice, promoting healthy work environments, structural empowerment, greater work engagement, and organizational commitment, decreasing absenteeism and mental exhaustion.
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Affiliation(s)
| | | | | | | | | | - Cristiane de Sá Dan
- Universidade Federal da Grande Dourados. Dourados, Mato Grosso do Sul, Brazil
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Maziero VG, Rocha FLR, Campos JADB, Dias BM, Balsanelli AP, Gabriel CS, Bernardes A. Authentic Leadership Questionnaire applied to Brazilian nurses: evidence of validity. Rev Lat Am Enfermagem 2022; 30:e3607. [PMID: 35858007 DOI: 10.1590/1518-8345.5868.3607] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/23/2021] [Accepted: 03/10/2022] [Indexed: 11/22/2022] Open
Abstract
OBJECTIVE to establish the psychometric properties of the Authentic Leadership Questionnaire (ALQ) applied to Brazilian nurses. METHOD cross-sectional observational study with a non-probabilistic sample. The psychometric properties of the RATER and SELF versions of the ALQ were calculated using confirmatory factor analysis with the WLSMV robust estimation method. The following indices were used to assess the goodness-of-fit of the model: chi-square by degrees of freedom (χ2/df), Tucker-Lewis Index (TLI), Comparative Fit Index (CFI), Root Mean Square Error of Approximation (RMSEA) and Standardized Root Mean Squared Residual (SRMR). Data reliability was analyzed using the ordinal coefficient alpha and composite reliability. RESULTS 181 nurses participated of the study (female gender: 80.1%; mean age of 34.6 years; working time of less than five years: 76.3%). The complete ALQ RATER and ALQ SELF models did not present an adequate fit. Therefore, the refined models presented a better fit to the sample data (ALQ RATER: χ2/df=2.77; CFI=0.97; TLI=0.97; RMSEA=0.10; SRMR=0.05; ALQ SELF: χ2/df=2.74; CFI=0.94; TLI=0.92; RMSEA=0.10; SRMR=0.08). In the ALQ RATER model, items 1, 7 and 13 were excluded. Due to the high correlation between the factors Relational Transparency and Moral Perspective, a three-factor model based on the combination of the factors mentioned above was proposed. In the ALQ SELF model, items 2, 5, 9 and 10 were excluded. Likewise, a three-factor model based on the combination of two factors, now called Self-Awareness Balance, was proposed. CONCLUSION the data obtained with the Authentic Leadership Questionnaire with Brazilian nurses were valid and reliable.
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Affiliation(s)
- Vanessa Gomes Maziero
- Universidade de São Paulo, Escola de Enfermagem de Ribeirão Preto, Centro Colaborador da OPAS/OMS para o Desenvolvimento da Pesquisa em Enfermagem, Ribeirão Preto, SP, Brasil.,Empresa Brasileira de Serviços Hospitalares, Campo Grande, MS, Brasil
| | - Fernanda Ludmilla Rossi Rocha
- Universidade de São Paulo, Escola de Enfermagem de Ribeirão Preto, Centro Colaborador da OPAS/OMS para o Desenvolvimento da Pesquisa em Enfermagem, Ribeirão Preto, SP, Brasil
| | | | - Bruna Moreno Dias
- Universidade de São Paulo, Escola de Enfermagem de Ribeirão Preto, Centro Colaborador da OPAS/OMS para o Desenvolvimento da Pesquisa em Enfermagem, Ribeirão Preto, SP, Brasil
| | | | - Carmen Silvia Gabriel
- Universidade de São Paulo, Escola de Enfermagem de Ribeirão Preto, Centro Colaborador da OPAS/OMS para o Desenvolvimento da Pesquisa em Enfermagem, Ribeirão Preto, SP, Brasil.,Bolsista do Conselho Nacional de Desenvolvimento Científico e Tecnológico (CNPq), Brasil
| | - Andrea Bernardes
- Universidade de São Paulo, Escola de Enfermagem de Ribeirão Preto, Centro Colaborador da OPAS/OMS para o Desenvolvimento da Pesquisa em Enfermagem, Ribeirão Preto, SP, Brasil.,Bolsista do Conselho Nacional de Desenvolvimento Científico e Tecnológico (CNPq), Brasil
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Algeri EDBDO, Silveira RSD, Barlem JGT, Costa MCMDDR, Stigger DADS, Dan CDS. A liderança autêntica no exercício profissional do enfermeiro: uma revisão integrativa. Rev Bras Enferm 2022. [DOI: 10.1590/0034-7167-2021-0972pt] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/07/2022] Open
Abstract
RESUMO Objetivos: identificar os principais construtos adotados sobre a liderança autêntica e sua relevância para a prática profissional do enfermeiro. Métodos: revisão integrativa da literatura no período de 2015 a 2020, nas bases de dados: LILACS, SciELO e PubMed. Resultados: dos 31 estudos analisados, os países que mais publicaram foram Estados Unidos, com 8 estudos (25,8%), Canadá com 7 (22,6 %) e Brasil com 5 (16,1%); houve predomínio de estudos de abordagem quantitativa (77,41%), e 96,8% apresentaram nível de evidência fraca. Emergiram três categorias para discussão: Engajamento/Satisfação no trabalho e comprometimento organizacional; Ambiente de trabalho saudável; Intenção de sair do emprego e desgaste mental. Considerações Finais: a liderança autêntica contribui positivamente na gestão e na prática do cuidado do enfermeiro, proporcionando ambientes de trabalho mais saudáveis, empoderamento estrutural, maior engajamento no trabalho e comprometimento organizacional, além de contribuir para diminuição das taxas de absenteísmo e desgaste mental.
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Maziero VG, Rocha FLR, Campos JADB, Dias BM, Balsanelli AP, Gabriel CS, Bernardes A. Authentic Leadership Questionnaire aplicado a enfermeros brasileños: evidencias de validez. Rev Lat Am Enfermagem 2022. [DOI: 10.1590/1518-8345.5868.3606] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/22/2022] Open
Abstract
Resumen Objetivo: estimar las propiedades psicométricas del Authentic Leadership Questionnaire (ALQ) aplicado a enfermeros brasileños. Método: estudio observacional transversal con muestreo no probabilístico. Las propiedades psicométricas de las versiones RATER y SELF del ALQ se estimaron mediante análisis factorial confirmatorio con el método de estimación robusta WLSMV. Como índices de calidad de ajuste de los modelos se utilizó: razón de chi-cuadrado por grados de libertad (χ2/gl), Tucker-Lewis Index (TLI), Comparative Fit Index (CFI), Root Mean Square Error of Approximation (RMSEA) y Standardized Root Mean Squared Residual (SRMR). La confiabilidad de los datos se analizó mediante el coeficiente alfa ordinal y la confiabilidad compuesta. Resultados: participaron 181 enfermeros (sexo femenino: 80,1%; edad media de 34,6 años; tiempo de trabajo inferior a cinco años: 76,3%). Los modelos completos ALQ RATER y ALQ SELF no mostraron un ajuste adecuado. Por lo tanto, el modelo refinado presentó un mejor ajuste para la muestra (ALQ RATER: χ2/gl=2,77; CFI=0,97; TLI=0,97; RMSEA=0,10; SRMR=0,05; ALQ SELF: χ2/gl=2,74; CFI=0,94, TLI=0,92, RMSEA=0,10, SRMR=0,08). En el modelo ALQ RATER se eliminaron los ítems 1, 7 y 13. Debido a la alta correlación entre los factores Transparencia Relacional y Perspectiva Moral, se propuso un modelo de tres factores basado en la unión de los factores mencionados anteriormente. En el modelo ALQ SELF se eliminaron los ítems 2, 5, 9 y 10. Asimismo, se propuso un modelo trifactorial basado en la unión de dos factores, ahora denominado Equilibrio de Autoconciencia. Conclusión: los datos obtenidos con el Authentic Leadership Questionnaire con enfermeros brasileños fueron válidos y confiables.
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Affiliation(s)
- Vanessa Gomes Maziero
- Universidade de São Paulo, Brazil; Empresa Brasileira de Serviços Hospitalares, Brasil
| | | | | | | | | | - Carmen Silvia Gabriel
- Universidade de São Paulo, Brazil; Conselho Nacional de Desenvolvimento Científico e Tecnológico (CNPq), Brazil
| | - Andrea Bernardes
- Universidade de São Paulo, Brazil; Conselho Nacional de Desenvolvimento Científico e Tecnológico (CNPq), Brazil
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Maziero VG, Rocha FLR, Campos JADB, Dias BM, Balsanelli AP, Gabriel CS, Bernardes A. Authentic Leadership Questionnaire applied to Brazilian nurses: evidence of validity. Rev Lat Am Enfermagem 2022. [PMID: 35858007 PMCID: PMC9285195 DOI: 10.1590/1518-8345.5868.3546] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/21/2022] Open
Abstract
Objective: to establish the psychometric properties of the Authentic Leadership Questionnaire (ALQ) applied to Brazilian nurses. Method: cross-sectional observational study with a non-probabilistic sample. The psychometric properties of the RATER and SELF versions of the ALQ were calculated using confirmatory factor analysis with the WLSMV robust estimation method. The following indices were used to assess the goodness-of-fit of the model: chi-square by degrees of freedom (χ2/df), Tucker-Lewis Index (TLI), Comparative Fit Index (CFI), Root Mean Square Error of Approximation (RMSEA) and Standardized Root Mean Squared Residual (SRMR). Data reliability was analyzed using the ordinal coefficient alpha and composite reliability. Results: 181 nurses participated of the study (female gender: 80.1%; mean age of 34.6 years; working time of less than five years: 76.3%). The complete ALQ RATER and ALQ SELF models did not present an adequate fit. Therefore, the refined models presented a better fit to the sample data (ALQ RATER: χ2/df=2.77; CFI=0.97; TLI=0.97; RMSEA=0.10; SRMR=0.05; ALQ SELF: χ2/df=2.74; CFI=0.94; TLI=0.92; RMSEA=0.10; SRMR=0.08). In the ALQ RATER model, items 1, 7 and 13 were excluded. Due to the high correlation between the factors Relational Transparency and Moral Perspective, a three-factor model based on the combination of the factors mentioned above was proposed. In the ALQ SELF model, items 2, 5, 9 and 10 were excluded. Likewise, a three-factor model based on the combination of two factors, now called Self-Awareness Balance, was proposed. Conclusion: the data obtained with the Authentic Leadership Questionnaire with Brazilian nurses were valid and reliable.
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Affiliation(s)
- Vanessa Gomes Maziero
- Universidade de São Paulo, Brazil; Empresa Brasileira de Serviços Hospitalares, Brasil
| | | | | | | | | | - Carmen Silvia Gabriel
- Universidade de São Paulo, Brazil; Conselho Nacional de Desenvolvimento Científico e Tecnológico (CNPq), Brazil
| | - Andrea Bernardes
- Universidade de São Paulo, Brazil; Conselho Nacional de Desenvolvimento Científico e Tecnológico (CNPq), Brazil
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Hirschmann J, Fleenor DW, Van Thyn R, Sharma V. CPE for leaders: Adapting Clinical Pastoral Education's learning methodology for healthcare managers and directors. J Health Care Chaplain 2021; 28:510-525. [PMID: 34096476 DOI: 10.1080/08854726.2021.1929765] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
Abstract
Clinical Pastoral Education (CPE), a training program for spiritual care providers, was adapted to meet the leadership development needs of a group of six healthcare managers. A focus group was conducted with the six participants to learn more about the program and its effects. Using thematic analysis, transcripts of the focus group were analyzed and seven themes were identified. Participants reported that the program facilitated trust and honesty, helped them connect to their emotions, and helped them respond to system-wide changes at work; that learning was facilitated by their connections with their peers in the group and with the facilitator; and that senior leaders' support for the program was key. They also reported that the name and course description were initially unclear and they wanted a follow-up program. This paper describes the program, presents these themes, and places CPE for Leaders in the context of other leadership models.
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Affiliation(s)
- Jo Hirschmann
- Director, Spiritual Care and Education, Mount Sinai Beth Israel and New York Eye & Ear Infirmary of Mount Sinai, ACPE Certified Educator, Center for Spirituality and Health, Icahn School of Medicine at Mount Sinai, Mount Sinai, NY, USA
| | - David W Fleenor
- Assistant Professor of Medical Education, ACPE Certified Educator, Director of Education, Center for Spirituality and Health, Icahn School of Medicine at Mount Sinai, Mount Sinai, NY, USA
| | - Rachel Van Thyn
- Staff Chaplain, ACPE Certified Educator, Center for Spirituality and Health, Icahn School of Medicine at Mount Sinai, Mount Sinai, NY, USA
| | - Vansh Sharma
- Medical Director, Center for Spirituality and Health, Director of QAPI, Center for Stress, Resilience and Personal Growth, Icahn School of Medicine at Mount Sinai, Mount Sinai, NY, USA
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Sahraei Beiranvand M, Beiranvand S, Beiranvand S, Mohammadipour F. Explaining the effect of authentic and ethical leadership on psychological empowerment of nurses. J Nurs Manag 2021; 29:1081-1090. [PMID: 33410211 DOI: 10.1111/jonm.13246] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/21/2020] [Revised: 12/23/2020] [Accepted: 01/01/2021] [Indexed: 01/23/2023]
Abstract
OBJECTIVE This study aimed to explain the effect of authentic and ethical leadership on the psychological empowerment of nurses. BACKGROUND Ethics-related leadership styles can play an important role in improving employee performance by influencing job satisfaction. However, no study has investigated ethics-related leadership and its impact on the psychological empowerment of nurses. METHOD The present study is a descriptive correlational study with emphasis on structural equations. A random sample of 384 nurses in public hospitals in Tehran responded to three self-report questionnaires. RESULTS The authentic leadership variable explains 74.5% of the variance of the psychological empowerment variable. In addition, the variable of ethical leadership explains 87.7% of the variance of psychological empowerment variable. CONCLUSION Ethical and authentic leadership is effective on the nurses' psychological empowerment. IMPLICATIONS FOR NURSING MANAGEMENT Ethical and authentic leadership is necessary for managers to psychologically empower nursing staff. Increasing awareness of capabilities of nurses and how decisions and behaviours affect them, balanced information processing, observance of ethics in the workplace, transparency in communication, information and power sharing, all impact justice in the workplace.
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Affiliation(s)
- Mahdi Sahraei Beiranvand
- Leadership and Education Development Group, Educational Sciences and Psychology, Shahid Beheshti University, Tehran, Iran
| | - Shabnam Beiranvand
- Student Research Committee, Lorestan University of Medical Sciences, Khorramabad, Iran
| | - Shokoufeh Beiranvand
- Sport Management Department, Physical Education and Sports Science, Shahid Beheshti University, Tehran, Iran
| | - Fatemeh Mohammadipour
- Social Determinants of Health Research Center, Lorestan University of Medical Sciences, Khorramabad, Iran.,Lorestan University of Medical Sciences, Khorramabad, Iran
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Iheduru-Anderson KC, Agomoh CJ, Inungu J. African born black nurses' perception of their U.S. work environment: Race matters. Nurs Outlook 2021; 69:409-424. [PMID: 33353725 DOI: 10.1016/j.outlook.2020.11.009] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/13/2020] [Revised: 10/15/2020] [Accepted: 11/28/2020] [Indexed: 12/27/2022]
Abstract
BACKGROUND Healthy work environment is essential to patients' safety, staff recruitment, retention, and organization's financial viability. It is imperative to examine, understand and mitigate any and all factors that may contribute to unhealthy work environment. PURPOSE This study aimed to describe how African-born Black nurses felt their race affected their experience of the work environment and whether these experiences contributed to perceptions of unhealthy work environments. METHOD Thematic analysis was performed on data obtained from unstructured interviews of 17 African born Black nurses in this qualitative descriptive study. FINDINGS Seven themes emerged from the study: disregard for personhood, poor communication, democratic disqualification, lack of recognition, missing authentic leadership, attrition, and finding control. DISCUSSION The finding suggests African born Black nurses' experiences are uniquely and qualitatively different from that of their American born counterparts. Creating healthy work environment require authentic nurse leaders who can influence and support others in its achievement.
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Affiliation(s)
- Kechinyere C Iheduru-Anderson
- The Herbert H. and Grace A. Dow College of Health Professions, CHP 1215, Central Michigan University, Mount Pleasant, MI.
| | | | - Joseph Inungu
- School of Health Sciences, Public Health Division, College of Health professions Central Michigan University, Mount Pleasant, MI
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Raso R, Fitzpatrick JJ, Masick K. Clinical Nurses' Perceptions of Authentic Nurse Leadership and Healthy Work Environment. ACTA ACUST UNITED AC 2020; 50:489-494. [DOI: 10.1097/nna.0000000000000921] [Citation(s) in RCA: 15] [Impact Index Per Article: 3.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
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Long T. Effect of authentic leadership on newly qualified nurses: a scoping review. Nurs Manag (Harrow) 2020; 27:28-34. [PMID: 32255277 DOI: 10.7748/nm.2020.e1901] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 01/06/2019] [Indexed: 06/11/2023]
Abstract
Authentic leadership is a relatively new concept in nursing in which authentic leaders are anchored by their deep sense of self, and know where they stand on important issues, values and beliefs. While there is considerable literature available on authentic nurse leadership, little has been written regarding its effect on newly qualified nurses. Therefore, the author undertook a scoping review of the literature on authentic leadership and newly qualified nurses. A total of 12 articles were found through database searches and included in the review. Thematic analysis of the articles identified two primary themes of 'well-being at work' and 'work environment', and two lesser themes of 'transition from student to nurse' and 'retention'. The scoping review found that authentic leadership has a positive effect on newly qualified nurses and that authentic leaders can develop genuine and trusted relationships, thereby promoting a supportive work environment for newly qualified nurses.
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Affiliation(s)
- Tracey Long
- 0-5 Service, Children's Care Group, Rotherham Doncaster and South Humber NHS Foundation Trust, Doncaster, England
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Maziero VG, Bernardes A, Righetti EAV, Spiri WC, Gabriel CS. Positive aspects of authentic leadership in nursing work: integrative review. Rev Bras Enferm 2020; 73:e20190118. [DOI: 10.1590/0034-7167-2019-0118] [Citation(s) in RCA: 14] [Impact Index Per Article: 3.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/09/2019] [Accepted: 05/10/2020] [Indexed: 11/21/2022] Open
Abstract
ABSTRACT Objective: To identify and analyze the existing scientific production on the positive aspects of authentic leadership in the nurse’s work process. Method: This is an integrative literature review. The databases used were Scientific Electronic Library Online; Latin American and Caribbean Literature on Health Sciences; and National Library of Medicine - National Institutes of Health. Results: In this study, 17 articles were selected for analysis; 1 study (6%) was published in a national journal, and 16 (94%) were international studies. Of the 17 (100%) articles studied, 11 (65%) were developed in Canada. The hospital environment was present in the 17 (100%) articles. Final considerations: Authentic leadership has several positive aspects that significantly influence the nurse’s work process, such as engagement and job satisfaction, retention of new nurses, organizational commitment, among others.
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Anwar A, Abid G, Waqas A. Authentic Leadership and Creativity: Moderated Meditation Model of Resilience and Hope in the Health Sector. Eur J Investig Health Psychol Educ 2019; 10:18-29. [PMID: 34542466 PMCID: PMC8314234 DOI: 10.3390/ejihpe10010003] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/28/2019] [Revised: 07/06/2019] [Accepted: 07/14/2019] [Indexed: 02/03/2023] Open
Abstract
Authentic leaders are recognized as self-aware individuals who act according to their values and beliefs in the organization. Most of the studies have acknowledged the positive impact of authentic leaders on followers. However, the characteristics of an authentic leader, such as making decisions according to his/her own belief system, might negatively affect the followers. The current study aims to investigate the relationship of authenthic leadership/leaders (AL) and creativity through the mediating role of resilience. In this study, data were collected from 172 nurses working at public hospitals using a three-wave, time-lagged study design. The findings show that authentic leadership significantly predicts hope among employees. A hopeful individual positively reflects creativity in the workplace and also mediates the relationship between authentic leadership and creativity at workplace. These results report that authentic leadership impacts hope in a positive manner; thereby, increasing the level of creativity of nurses at the workplace. The study also highlights that if a resilient nurse is supervised by an authentic leader, it decreases hope and eventually creativity at work. The paper elaborates theoretical and practical implications for the health care sector along with limitations and direction for future research.
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Affiliation(s)
- Aizza Anwar
- School of Professional Advancement, University of Management and Technology, Lahore 54782, Pakistan
- Correspondence: ; Tel.: +92-42-35212801
| | - Ghulam Abid
- School of Business Administration, National College of Business Administration and Economics, Lahore 54660, Pakistan
| | - Ali Waqas
- Department of Management Sciences, The Superior University, Lahore 55150, Pakistan
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Affiliation(s)
- Rosanne Raso
- Rosanne Raso is the vice president and CNO at NewYork-Presbyterian/Weill Cornell in New York, N.Y., and editor-in-chief of Nursing Management
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Abstract
This article contrasts the nursing leadership styles of introverts and extraverts and examines what each brings to the nurse leader role. While introverts and extraverts bring unique strengths, it may appear to introverts that extraverts garner the preponderance of attention in meetings and committee work. Strategies for the self-identified introvert nurse leader to successfully lead in an extraversion-centric workplace are described. The article ends with the personal journey of 2 nurse leaders who embraced their introversion traits and learned ways to flourish in health care and academic settings.
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Affiliation(s)
- Kathleen Z Wisser
- Notre Dame of Maryland University, School of Nursing, Baltimore (Dr Wisser); and Houston Baptist University School of Nursing and Allied Health, Houston, Texas (Dr Massey)
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18
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Panczyk M, Jaworski M, Iwanow L, Cieślak I, Gotlib J. Psychometric properties of Authentic Leadership Self-Assessment Questionnaire in a population-based sample of Polish nurses. J Adv Nurs 2018; 75:692-703. [PMID: 30537263 DOI: 10.1111/jan.13922] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/18/2018] [Revised: 10/16/2018] [Accepted: 11/13/2018] [Indexed: 11/28/2022]
Abstract
AIM The purpose of the study was to adapt and evaluate the psychometric characteristics of the Polish language version of the Authentic Leadership Self-Assessment Questionnaire intended for use among Registered Nurses. DESIGN A cross-sectional study where the Authentic Leadership Self-Assessment Questionnaire was administered to a representative group of 3,299 Polish Registered Nurses was carried out between September and November 2017. METHODS Linguistic-cultural adaptation of the ALSAQ was carried out according to the WHO guidelines. The following psychometric properties of the ALSAQ were evaluated: content validity (content validity index), theoretical relevance (exploratory and confirmative factor analysis), unidimensionality of subscales (principal component analysis), internal consistency (Cronbach's alpha), test-retest reliability and criterion validity. FINDINGS The content validity analysis revealed a need to reduce the original ALSAQ version from 16-23 items. The factor structure of ALSAQ differed from the original version. A three-factor model was better fitted to the data than a four-factor model. The three distinguished subscales (moral processing, self-awareness, and relational transparency) were characterized by unidimensionality. ALSAQ has a good internal consistency (Cronbach's alpha 0.84) and test-retest analysis confirmed stability of the measurement for subscales and particular items. Moreover, the ALSAQ-P criterion validity with external variables, being of key importance for shaping the leadership skills (self-efficacy and universal moral foundations) was confirmed. CONCLUSIONS Authentic leadership skills in nursing practice are characterized by their individual specificity, which was indicated in the ALSAQ validation. The ALSAQ can be considered a reliable and valid tool for self-assessment of leadership skills in a group of nursing practitioners. The identified standards help measuring strengths and weaknesses of authentic leadership.
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Affiliation(s)
- Mariusz Panczyk
- Division of Teaching and Outcomes of Education, Faculty of Health Science, Medical University of Warsaw, Warsaw, Poland
| | - Mariusz Jaworski
- Division of Teaching and Outcomes of Education, Faculty of Health Science, Medical University of Warsaw, Warsaw, Poland
| | - Lucyna Iwanow
- Division of Teaching and Outcomes of Education, Faculty of Health Science, Medical University of Warsaw, Warsaw, Poland
| | - Ilona Cieślak
- Division of Teaching and Outcomes of Education, Faculty of Health Science, Medical University of Warsaw, Warsaw, Poland
| | - Joanna Gotlib
- Division of Teaching and Outcomes of Education, Faculty of Health Science, Medical University of Warsaw, Warsaw, Poland
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19
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Carpio RC, Castro LP, Huerto HM, Highfield ME, Mendelson S. Exploring Resilience at Work Among First-Line Nurse Managers. ACTA ACUST UNITED AC 2018; 48:481-486. [DOI: 10.1097/nna.0000000000000655] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
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