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Schwatka NV, Johnson S, Schilz M. Shared Leadership for Total Worker Health in the Construction Industry. J Occup Environ Med 2023; 65:e290-e297. [PMID: 36808123 PMCID: PMC10175193 DOI: 10.1097/jom.0000000000002812] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/22/2023]
Abstract
OBJECTIVE The purpose of this study is to investigate the organizational, supervisor, team, and individual factors associated with employee and leader perceptions of shared Total Worker Health (TWH) transformational leadership in teams. Methods: We conducted a cross-sectional study with 14 teams across three construction companies. Results: Shared TWH transformational leadership in teams was associated with employees and leaders' perceptions of support from coworkers. Other factors were also associated it, but it differed by position. Conclusions: We found that leaders may be focused on the mechanics of sharing TWH transformational leadership responsibilities and workers may be more focused on their internal cognitive abilities and motivations. Our results suggest the potential ways of promoting shared TWH transformational leadership among construction teams.
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Affiliation(s)
- Natalie V Schwatka
- From the Center for Health, Work & Environment and Department of Environmental and Occupational Health, Colorado School of Public Health, University of Colorado Anschutz Medical Campus, Aurora, CO, USA (N.V.S., M.S.); Doerr Institute for New Leaders, Rice University, Houston, TX, USA (S.J.)
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Transformational Leadership and Turnover Intentions: The Mediating Role of Employee Performance during the COVID-19 Pandemic. ADMINISTRATIVE SCIENCES 2021. [DOI: 10.3390/admsci11030081] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022] Open
Abstract
The purpose of this research paper is to explain the impact of transformational leadership on employees’ turnover intentions in light of the mediating role of their individual performance. More precisely, we attempt to explain (a) how TL connects to employees’ turnover intentions, (b) how TL connects to employee performance, (c) how employee performance connects to turnover intentions, and (d) how employee performance mediates the connection between intentions and TL. Four hundred and seventy-eight Turkish healthcare professionals participated in this research. The results revealed that employee performance mediates the connection between turnover intentions and TL. In other words, transformational leaders encourage employee performance, which in turn decreases their turnover intentions. This research has important implications for reducing turnover in workplaces and increasing employee performance by facilitating a setting for high performance, since employees who are supported by their leaders are generally more committed to their organizations and exhibit better performance. This research answers calls to study the mediating function of the TL procedure, since the mediation clarifies the circumstances under which TL relates to the favorable results.
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Schwatka NV, Brown CE, Tenney L, Scott JG, Shore E, Dally M, Newman LS. Evaluation of a Total Worker Health ® leadership program for small business leaders. OCCUPATIONAL HEALTH SCIENCE 2021; 5:163-188. [PMID: 37366387 PMCID: PMC10291283 DOI: 10.1007/s41542-021-00086-5] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Received: 06/17/2020] [Revised: 03/11/2021] [Accepted: 03/15/2021] [Indexed: 06/28/2023]
Abstract
Leaders play a critical role in the development and execution of Total Worker Health (TWH). Small businesses, in particular, can benefit from strong leadership support for TWH as the burden of work-related injury, illness and fatality, as well as poor health and well-being is high in this population. In the present study, we conducted a program evaluation of a TWH leadership development program for small business leaders using the RE-AIM framework. The goal of the program was to help change leaders' behaviors around health, safety and well-being practices following the theory of transformational leadership. Two leaders from each business participated in pre-training activities on their own, a 6-hour in-person training, and three months of access to virtual training transfer activities, including coaching and goal tracking. Our results suggest that the TWH leadership development program is effective at improving leaders' self-reported TWH leadership practices and that the in-person training was implemented successfully. However, leaders did not report improvements in their personal health and in fact reported increased levels of work stress after the program. We also observed some challenges when implementing our training transfer strategies. Our study suggests that leaders may benefit from attending TWH leadership trainings alongside other colleagues in their organization to facilitate a shared vision and goals for TWH in their organization. As a next step, it will be important to determine the program's effectiveness in changing business TWH policies and practices, employee perceptions of TWH and leadership, and employee health and safety outcomes.
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Affiliation(s)
- Natalie V. Schwatka
- Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., 3 Floor, Mail Stop B119 HSC, Aurora, CO 80045
- Department of Environmental and Occupational Health, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., 3 Floor, Mail Stop B119 HSC, Aurora, CO 80045
| | - Carol E. Brown
- Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., 3 Floor, Mail Stop B119 HSC, Aurora, CO 80045
| | - Liliana Tenney
- Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., 3 Floor, Mail Stop B119 HSC, Aurora, CO 80045
- Department of Environmental and Occupational Health, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., 3 Floor, Mail Stop B119 HSC, Aurora, CO 80045
| | - Joshua G. Scott
- Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., 3 Floor, Mail Stop B119 HSC, Aurora, CO 80045
- Department of Environmental and Occupational Health, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., 3 Floor, Mail Stop B119 HSC, Aurora, CO 80045
| | - Erin Shore
- Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., 3 Floor, Mail Stop B119 HSC, Aurora, CO 80045
| | - Miranda Dally
- Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., 3 Floor, Mail Stop B119 HSC, Aurora, CO 80045
- Department of Environmental and Occupational Health, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., 3 Floor, Mail Stop B119 HSC, Aurora, CO 80045
| | - Lee S. Newman
- Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., 3 Floor, Mail Stop B119 HSC, Aurora, CO 80045
- Department of Environmental and Occupational Health, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., 3 Floor, Mail Stop B119 HSC, Aurora, CO 80045
- Department of Epidemiology, Colorado School of Public Health and Department of Medicine, School of Medicine, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., 3 Floor, Mail Stop B119 HSC, Aurora, CO 80045
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Rigotti T, Korek S, Otto K. Career-related self-efficacy, its antecedents and relationship to subjective career success in a cross-lagged panel study. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2020. [DOI: 10.1080/09585192.2018.1460858] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/17/2022]
Affiliation(s)
- Thomas Rigotti
- Work, Organizational and Business Psychology, Johannes Gutenberg-Universität Mainz , Mainz, Germany
| | - Sabine Korek
- Work and Organizational Psychology, University of Leipzig , Leipzig, Germany
| | - Kathleen Otto
- Faculty of Psychology, Work and Organizational Psychology, Philipps University of Marburg , Marburg, Germany
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Fatigue in ferry shipping employees: the role of work-family conflict and supervisor support. BMC Public Health 2019; 19:1693. [PMID: 31847825 PMCID: PMC6918644 DOI: 10.1186/s12889-019-7954-z] [Citation(s) in RCA: 14] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/25/2018] [Accepted: 11/18/2019] [Indexed: 01/08/2023] Open
Abstract
Background Fatigue is a concern in ferry shipping as it has a negative impact on crew members health and plays a major role in marine incidents and accidents. Research within land-based occupational settings has found that work-family conflict is an important risk factor for fatigue and that support from leaders constitutes a possible resource with the potential to buffer a negative impact from work-family conflict. Though, the working conditions of ferry shipping are likely to interfere with employee’s family life those two factors have received little attention in research on seafarers’ health. Therefore, the aim of this study was to investigate the direct associations between work-family conflict as well as leaders’ support with fatigue in employees of the Danish ferry shipping industry. Further, the study aimed at testing whether support could buffer potential detrimental associations between work-family conflict and fatigue. Methods The study design was cross-sectional, and 193 respondents answered to a self-administered questionnaire. Fatigue was measured with the Swedish Occupational Fatigue Inventory. Perceived work-family conflict and perceived supervisor support were assessed with two subscales from the Copenhagen Psychosocial Questionnaire. The association of potential risk factors with fatigue was determined using hierarchical multiple linear regression analyses. Results After controlling for confounding, work-family conflict was found to be positively associated with four of the five subdimensions of fatigue; lack of energy, physical discomfort, lack of motivation and sleepiness, while more support from supervisors was related to less lack of energy, physical exhaustion and lack of motivation. Further, supervisor support was found to moderate the effect from work-family conflict on the physical subdimensions of fatigue. Conclusion Although restricted by its cross-sectional design and a limited sample, this study provides support for the independent relevance of work family conflict and support from nearest superior for employee fatigue in ferry shipping. Further, there was evidence for a moderating role of such support on the negative impact of work-family conflict on the physical aspects of fatigue. Shipping companies may consider commencing initiatives which reduce conflicts between family life and work obligations, and that leader support may be a relevant component in such initiatives.
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Kim H, Kim K. Impact of self‐efficacy on the self‐leadership of nursing preceptors: The mediating effect of job embeddedness. J Nurs Manag 2019; 27:1756-1763. [DOI: 10.1111/jonm.12870] [Citation(s) in RCA: 11] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/27/2019] [Revised: 08/05/2019] [Accepted: 09/12/2019] [Indexed: 11/28/2022]
Affiliation(s)
- Hyunju Kim
- Department of Nursing Changwon Fatima Hospital Gyungnam Korea
| | - Kisook Kim
- College of Nursing, Chung‐Ang University, Seoul Korea
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Galliker S, Nicoletti C, Feer S, Irene Etzer-Hofer, Brunner B, Grosse Holtforth M, Melloh M, Dratva J, Elfering A. Quality of leadership and presenteeism in health professions education and research: a test of a recovery-based process model with cognitive irritation and impaired sleep as mediators. PSYCHOL HEALTH MED 2019; 25:239-251. [PMID: 31244323 DOI: 10.1080/13548506.2019.1634823] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 01/17/2023]
Abstract
Presenteeism (PRES) includes working while feeling ill and constrained in performance. Compared with absence from work, PRES generates significantly higher cost estimates. Health problems and PRES are related to leadership quality. Hence, research on corporate health management needs to explore why leadership problems (LP) correspond to more frequent PRES.This study tests recovery after work as an underlying process with cognitive irritation (COGIRR) and sleep problems (SP) as simultaneous mediators and explores three mediation pathways (path one: LP→COGIRR→PRES; path two: LP→SP→PRES; and path three: LP→COGIRR→SP→PRES). Out of 293 employees of a university's school of health professions in German-speaking Switzerland, 211 completed a questionnaire. LP and PRES were found to be positively related (r(211) = .22, p < .01). The tests of mediation yielded no significant results for path one and two, but the third mediation path LP→COGIRR→SP→PRES was positive and differed significantly from zero (B = 0.83, CI95 = 0.33 to 1.69). According to our results, a recovery-based mediation model fits the empirical self-report data best. These results suggest that occupational health interventions should improve leadership quality to promote recovery after work in order to increase health and productivity by reduced PRES.
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Affiliation(s)
- Sibylle Galliker
- Department of Work and Organizational Psychology, University of Bern, Institute of Psychology, Bern, Switzerland
| | - Corinne Nicoletti
- School of Health Professions, Zurich University of Applied Sciences, Winterthur, Switzerland
| | - Sonja Feer
- School of Health Professions, Zurich University of Applied Sciences, Winterthur, Switzerland
| | - Irene Etzer-Hofer
- School of Health Professions, Zurich University of Applied Sciences, Winterthur, Switzerland
| | - Beatrice Brunner
- School of Management and Law, Zurich University of Applied Sciences, Winterthur Institute of Health Economics, Winterthur, Switzerland
| | - Martin Grosse Holtforth
- Department of Clinical Psychology and Psychotherapy, University of Bern, Institute of Psychology, Bern, Switzerland.,Division of Psychosomatic Medicine, Bern University Hospital, Bern, Switzerland
| | - Markus Melloh
- School of Health Professions, Zurich University of Applied Sciences, Winterthur, Switzerland.,Curtin Medical School, Curtin University, Bentley, Australia.,UWA Medical School, The University of Western Australia, Perth, Australia
| | - Julia Dratva
- School of Health Professions, Zurich University of Applied Sciences, Winterthur, Switzerland.,Medical Faculty, University of Basel, Basel, Switzerland
| | - Achim Elfering
- Department of Work and Organizational Psychology, University of Bern, Institute of Psychology, Bern, Switzerland
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Djourova NP, Rodríguez Molina I, Tordera Santamatilde N, Abate G. Self-Efficacy and Resilience: Mediating Mechanisms in the Relationship Between the Transformational Leadership Dimensions and Well-Being. JOURNAL OF LEADERSHIP & ORGANIZATIONAL STUDIES 2019. [DOI: 10.1177/1548051819849002] [Citation(s) in RCA: 19] [Impact Index Per Article: 3.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
The objective of this article is to test the roles of self-efficacy and resilience as consecutive mediators in the relationship between the four dimensions of transformational leadership and well-being (operationalized as psychosomatic complaints and psychological distress). The sample consists of 225 social services employees in Spain. Data were gathered at two time points with a time-lag of 6 months. We used path analysis to test the hypothesized model and Monte Carlo confidence intervals to check the significance of the indirect effects. Our results showed that only two of the four transformational leadership dimensions have a direct impact on self-efficacy: inspirational motivation and individualized consideration, although contrary to our hypothesis, the latter had a negative effect on self-efficacy. As for the indirect effects, self-efficacy did not mediate between the leadership dimensions and well-being, whereas resilience mediated between self-efficacy and well-being. Self-efficacy and resilience consecutively mediated between the leadership dimensions and well-being. Our findings contribute to understanding the underlying mechanisms connecting different dimensions of transformational leadership and well-being, and they highlight the importance of developing employees’ personal resources.
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Thompson J, Schwatka NV, Tenney L, Newman LS. Total Worker Health: A Small Business Leader Perspective. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2018; 15:E2416. [PMID: 30384455 PMCID: PMC6265998 DOI: 10.3390/ijerph15112416] [Citation(s) in RCA: 12] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 09/28/2018] [Revised: 10/21/2018] [Accepted: 10/28/2018] [Indexed: 11/16/2022]
Abstract
Total Worker Health® (TWH) frameworks call for attention to organizational leadership in the implementation and effectiveness of TWH approaches. It is especially important to study this within in the small business environment where employees face significant health, safety, and well-being concerns and employers face barriers to addressing these concerns. The purpose of this study was to gain a better understanding of how small business leaders perceive employee health, safety, and well-being in the context of their own actions. We conducted semi-structured interviews with 18 small business senior leaders and used a qualitative coding approach to analyze the transcripts to determine the frequency with which leaders discussed each code. When we asked leaders about their leadership practices for health, safety, and well-being, leaders reflected upon their business (65%), themselves (28%), and their employees (7%). Leaders rarely discussed the ways in which they integrate health, safety, and well-being. The interviews demonstrate that small business leaders care about the health of their employees, but because of the perceived value to their business, not to employees or themselves. Thus, they may lack the knowledge and skills to be successful TWH leaders. The present study supports a need for continued small business TWH leadership research.
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Affiliation(s)
- Janalee Thompson
- Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17th Pl., 3rd Floor, Mail Stop B119 HSC, Aurora, CO 80045, USA.
| | - Natalie V Schwatka
- Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17th Pl., 3rd Floor, Mail Stop B119 HSC, Aurora, CO 80045, USA.
- Department of Environmental and Occupational Health, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17th Pl., 3rd Floor, Mail Stop B119 HSC, Aurora, CO 80045, USA.
| | - Liliana Tenney
- Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17th Pl., 3rd Floor, Mail Stop B119 HSC, Aurora, CO 80045, USA.
- Department of Environmental and Occupational Health, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17th Pl., 3rd Floor, Mail Stop B119 HSC, Aurora, CO 80045, USA.
| | - Lee S Newman
- Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17th Pl., 3rd Floor, Mail Stop B119 HSC, Aurora, CO 80045, USA.
- Department of Environmental and Occupational Health, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17th Pl., 3rd Floor, Mail Stop B119 HSC, Aurora, CO 80045, USA.
- Department of Epidemiology, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17th Pl., 3rd Floor, Mail Stop B119 HSC, Aurora, CO 80045, USA.
- Division of Pulmonary Science and Critical Care Medicine, Department of Medicine, School of Medicine, University of Colorado, Anschutz Medical Campus, 13001 E 17th Pl., Aurora, CO 80045, USA.
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Carrara GLR, Bernardes A, Balsanelli AP, Camelo SHH, Gabriel CS, Zanetti ACB. Use of instruments to evaluate leadership in nursing and health services. ACTA ACUST UNITED AC 2018. [PMID: 29538606 DOI: 10.1590/1983-1447.2017.03.2016-0060] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/22/2022]
Abstract
OBJECTIVE To identify the available scientific evidence about the use of instruments for the evaluation of leadership in health and nursing services and verify the use of leadership styles/models/theories in the construction of these tools. METHOD Integrative literature review of indexed studies in the LILACS, PUBMED, CINAHL and EMBASE databases from 2006 to 2016. RESULTS Thirty-eight articles were analyzed, exhibiting 19 leadership evaluation tools; the most used were the Multifactor Leadership Questionnaire, the Global Transformational Leadership Scale, the Leadership Practices Inventory, the Servant Leadership Questionnaire, the Servant Leadership Survey and the Authentic Leadership Questionnaire. CONCLUSIONS The literature search allowed to identify the main theories/styles/models of contemporary leadership and analyze their use in the design of leadership evaluation tools, with the transformational, situational, servant and authentic leadership categories standing out as the most prominent. To a lesser extent, the quantum, charismatic and clinical leadership types were evidenced.
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Affiliation(s)
| | - Andrea Bernardes
- Universidade de São Paulo (USP), Escola de Enfermagem de Ribeirão Preto. Ribeirão Preto, São Paulo, Brazil
| | | | | | - Carmen Silvia Gabriel
- Universidade de São Paulo (USP), Escola de Enfermagem de Ribeirão Preto. Ribeirão Preto, São Paulo, Brazil
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Inceoglu I, Thomas G, Chu C, Plans D, Gerbasi A. Leadership behavior and employee well-being: An integrated review and a future research agenda. LEADERSHIP QUARTERLY 2018. [DOI: 10.1016/j.leaqua.2017.12.006] [Citation(s) in RCA: 172] [Impact Index Per Article: 28.7] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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12
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Ng TW. Transformational leadership and performance outcomes: Analyses of multiple mediation pathways. LEADERSHIP QUARTERLY 2017. [DOI: 10.1016/j.leaqua.2016.11.008] [Citation(s) in RCA: 143] [Impact Index Per Article: 20.4] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
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Nielsen K, Daniels K. The relationship between transformational leadership and follower sickness absence: the role of presenteeism. WORK AND STRESS 2016. [DOI: 10.1080/02678373.2016.1170736] [Citation(s) in RCA: 22] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
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Abstract
Mediation statistical models help clarify the relationship between independent predictor variables and dependent outcomes of interest by assessing the impact of third variables. This type of statistical analysis is applicable for many clinical nursing research questions, yet its use within nursing remains low. Indeed, mediational analyses may help nurse researchers develop more effective and accurate prevention and treatment programs as well as help bridge the gap between scientific knowledge and clinical practice. In addition, this statistical approach allows nurse researchers to ask - and answer - more meaningful and nuanced questions that extend beyond merely determining whether an outcome occurs. Therefore, the goal of this paper is to provide a brief tutorial on the use of mediational analyses in clinical nursing research by briefly introducing the technique and, through selected empirical examples from the nursing literature, demonstrating its applicability in advancing nursing science.
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Affiliation(s)
- Jianghong Liu
- a School of Nursing, Faculty Member of MPH, School of Medicine , University of Pennsylvania , 418 Curie Blvd., Room 426, Claire M. Fagin Hall, Philadelphia , Pennsylvania 19104-6096
| | - Connie Ulrich
- a School of Nursing, Faculty Member of MPH, School of Medicine , University of Pennsylvania , 418 Curie Blvd., Room 426, Claire M. Fagin Hall, Philadelphia , Pennsylvania 19104-6096
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Lin PY, MacLennan S, Hunt N, Cox T. The influences of nursing transformational leadership style on the quality of nurses' working lives in Taiwan: a cross-sectional quantitative study. BMC Nurs 2015; 14:33. [PMID: 25991910 PMCID: PMC4437742 DOI: 10.1186/s12912-015-0082-x] [Citation(s) in RCA: 33] [Impact Index Per Article: 3.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/23/2013] [Accepted: 04/30/2015] [Indexed: 11/10/2022] Open
Abstract
BACKGROUND Taiwan's NHI system is one of the most successful health care models for countries around the globe. However, little research has demonstrated the mental health issues associated with nursing transformational leadership style under the NHI system, especially in the quality of nurses' working lives in Taiwan. It is important to know the relationship between transformational leadership style and the mental health of nurses, organisational commitment and job satisfaction. The research aimed to understand the influences of nursing transformational leadership style on the quality of nurses' working lives in Taiwan. The research hypothesis was that transformational leadership styles would have positive influence on the quality of nurses' working lives. METHODS This was a cross-sectional quantitative study. Nurses from each type of hospital ownership (private, public and religious) were recruited. Participation was voluntary and signed informed consent was obtained. The inclusion criteria were nurses with at least one year's work experience in the hospitals. Self-administrated questionnaires were used. A total of 807 participants were contacted and 651 questionnaires were fully completed (response rate 80.7 %). A theory driven model was used to test the research hypotheses using structural equation modelling performed with AMOS 16.0. RESULTS Transformational leadership contributes significantly to supervisor support. Workplace support, particularly from the supervisor, is an important mediator variable that explains the relationship between transformational leadership and job satisfaction. Organisational commitment was the strongest factor relevant to the general health well-being in Taiwanese nurses than job satisfaction. The hypothesized positive relationships between transformational leadership and all variables were supported by the data. CONCLUSIONS Our findings have important consequences for organisational health. Our model demonstrates a complete picture of the work relationships on the quality of nurses' working lives. The results provided information about the subordinates' perceptions of transformational nursing leadership styles and mental health outcomes in different hospital settings, as well as identified organisational factors that could improve the quality of nurses' working lives.
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Affiliation(s)
- Ping-Yi Lin
- Division of Psychiatry and Applied Psychology, School of Medicine, University of Nottingham, Jubilee Crescent, Wollaton Road, NG8 1BB Nottingham, UK ; Transplant Medicine & Surgery Research Centre, Changhua Christian Hospital, No.135, Nansiao St., Changhua city, Changhua county 50006 Taiwan
| | - Sara MacLennan
- Academic Urology Unit, University of Aberdeen, oresterhill, Aberdeen, AB25 2ZD Scotland UK
| | - Nigel Hunt
- Division of Psychiatry and Applied Psychology, School of Medicine, University of Nottingham, Jubilee Crescent, Wollaton Road, NG8 1BB Nottingham, UK
| | - Tom Cox
- Centre for Sustainable Working Life, Birkbeck, University of London, Malet Street, Bloomsbury, London, England WC1E 7HX United Kingdom
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Burgess C, Curry MP. Transforming the Health Care Environment Collaborative. AORN J 2014; 99:529-39. [DOI: 10.1016/j.aorn.2014.01.012] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/21/2013] [Accepted: 01/17/2014] [Indexed: 11/25/2022]
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Holstad TJ, Rigotti T, Otto K. Prozedurale Fairness als Mediator zwischen transformationaler Führung und psychischer Beanspruchung am Arbeitsplatz. ZEITSCHRIFT FUR ARBEITS-UND ORGANISATIONSPSYCHOLOGIE 2013. [DOI: 10.1026/0932-4089/a000120] [Citation(s) in RCA: 8] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/12/2022]
Abstract
Die vorliegende Studie untersucht prozedurale Fairness als Mediator zwischen transformationaler Führung und psychischer Beanspruchung am Arbeitsplatz, konzeptualisiert als emotionale Erschöpfung und kognitive Irritation. In einer Querschnittstudie in Deutschland, Finnland und Schweden wurden Mehrebenendaten von 2092 Beschäftigten aus 271 Teams erhoben. Prozedurale Fairness konnte als ein Mediator des Zusammenhangs zwischen transformationaler Führung und psychischer Beanspruchung am Arbeitsplatz auf individueller Ebene bestätigt werden (Effekt und Mediation auf individueller Ebene). Zusätzlich konnte ein indirekter Effekt eines transformalen Führungsklimas über die individuelle Wahrnehmung prozeduraler Fairness und auch über ein Klima prozeduraler Fairness auf die psychische Beanspruchung am Arbeitsplatz bestätigt werden (indirekter Effekt auf Individual- und Teamebene). Dabei wurde für die individuelle Führungseinschätzung und bei indirektem Effekt auf Teamebene auch für individuelle Fairnesseinschätzungen kontrolliert. Die Ergebnisse unterstreichen die Bedeutung prozeduraler Fairness für die Gesundheit von Beschäftigten und zeigen, dass prozedurale Fairness nicht nur ein individuelles Phänomen ist.
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Dasgupta P. Effect of Role Ambiguity, Conflict and Overload in Private Hospitals’ Nurses’ Burnout and Mediation Through Self Efficacy. JOURNAL OF HEALTH MANAGEMENT 2013. [DOI: 10.1177/0972063412468980] [Citation(s) in RCA: 27] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
Background The motivation of this study was to investigate how role overload, role conflict and role ambiguity of nurses relate to burnout and the relationship of nurses’ efficacy to these three stressors and burnout in private hospitals. Patients in private hospitals incur higher expenditure with expectations for better care. Stressors serve as impediments in nursing care and burnout has deleterious effect, high self efficacy can mediate in the effects of stressors and burnout. Methods: Study has been carried out on nurses in three large private hospitals of Kolkata through set of instruments-Organizational Role Stress (Udai Pareek) to assess role conflict, overload and ambiguity, Oldenburg Burnout Inventory to assess the disengagement and exhaustion and Nursing Role Efficacy Scale (Udai Pareek) to assess role efficacy. Data have been analyzed through correlation and regression analysis. Results: According to the nurses’ view, the findings are as follows: Increase in role overload, role conflict, role ambiguity leads to an enhancement in disengagement, exhaustion. Enhancement in self efficacy leads to a reduction in role overload, role conflict, role ambiguity, and disengagement, exhaustion. Conclusion: For better patient care Health care Managers may try to reduce the stressors and enhance efficacy of the nurses, some practical suggestions have been made in these regard.
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Affiliation(s)
- Prasanjit Dasgupta
- Prasanjit Dasgupta, Researcher, Academy of HRD, Ahmedabad, General Manager (HRM&D), Vision Care Hospital, Kolkata
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Kucharczyk ER, Morgan K, Hall AP. The occupational impact of sleep quality and insomnia symptoms. Sleep Med Rev 2012; 16:547-59. [DOI: 10.1016/j.smrv.2012.01.005] [Citation(s) in RCA: 125] [Impact Index Per Article: 10.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/27/2011] [Revised: 10/31/2011] [Accepted: 01/20/2012] [Indexed: 11/28/2022]
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Does shared and differentiated transformational leadership predict followers' working conditions and well-being? LEADERSHIP QUARTERLY 2012. [DOI: 10.1016/j.leaqua.2011.09.001] [Citation(s) in RCA: 90] [Impact Index Per Article: 7.5] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/22/2022]
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21
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Lee MY, Kim K. Influence of Head Nurses' Transformational Leadership on Staff Nurse's Psychological Well-being, Stress and Somatization - Focused on the Mediating Effect of Positive Psychological Capital -. ACTA ACUST UNITED AC 2012. [DOI: 10.11111/jkana.2012.18.2.166] [Citation(s) in RCA: 26] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
Affiliation(s)
| | - Kyeha Kim
- Assistant Professor, Chosun University, Korea
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Clausen T, Borg V. Job demands, job resources and meaning at work. JOURNAL OF MANAGERIAL PSYCHOLOGY 2011. [DOI: 10.1108/02683941111181761] [Citation(s) in RCA: 48] [Impact Index Per Article: 3.7] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
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Clausen T, Nielsen K, Carneiro IG, Borg V. Job demands, job resources and long-term sickness absence in the Danish eldercare services: a prospective analysis of register-based outcomes. J Adv Nurs 2011; 68:127-36. [PMID: 21658095 DOI: 10.1111/j.1365-2648.2011.05724.x] [Citation(s) in RCA: 78] [Impact Index Per Article: 6.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/01/2022]
Abstract
AIM To investigate associations between psychosocial job demands, job resources and cases of registered long-term sickness absence among nursing staff in the eldercare services. BACKGROUND Research has shown that psychosocial work environment exposures predict sickness absence in healthcare settings. However, only few studies have longitudinally investigated associations between specific job demands and job resources and risk of long-term sickness absence. METHODS Questionnaire data were collected in 2004 and 2005 among all employees in the eldercare services in 35 Danish municipalities and were followed in a National register on payment of sickness absence compensation for a 1-year follow-up period (N = 7921). Three psychosocial job demands - emotional demands, quantitative demands and role conflicts - and three job resources - influence, quality of leadership and team climate - were investigated to predict risk of sickness absence for eight or more consecutive weeks in the follow-up period. Data were analysed using Cox proportional hazards model. RESULTS A percentage of 6·5 of the respondents were absent for eight or more consecutive weeks during follow-up. The analyses showed that emotional demands, role conflicts, influence, quality of leadership and team climate were significantly associated with risk of long-term sickness absence. In an analysis with mutual adjustment for all job demands and job resources, influence constituted the strongest predictor of long-term sickness absence (negative association). CONCLUSIONS Job demands and job resources are significantly associated with risk of long-term sickness absence. Interventions aimed at improving the psychosocial work environment may, therefore, contribute towards preventing long-term sickness absence in the eldercare services.
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Affiliation(s)
- Thomas Clausen
- National Research Centre for the Working Environment, Copenhagen, Denmark.
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Salanova M, Lorente L, Chambel MJ, Martínez IM. Linking transformational leadership to nurses’ extra-role performance: the mediating role of self-efficacy and work engagement. J Adv Nurs 2011; 67:2256-66. [DOI: 10.1111/j.1365-2648.2011.05652.x] [Citation(s) in RCA: 238] [Impact Index Per Article: 18.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
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