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The goals of this study were to ascertain whether a specific leadership behavior (developing subordinates) is related to employees' health complaints and determine some of the underlying mechanisms involved. The hypothesized relationships were investigated in a sample composed of 538 employees working in 170 work-units of a public regional health service. Multilevel structural equation modeling was used to estimate the hypothesized relationships at the individual and work-unit levels. Results obtained at the individual level showed, as expected, that leader developing behavior was negatively related to employees' health complaints through two mediators: organizational commitment and emotional exhaustion. At the work-unit level, leader developing behavior was not related to employees' health complaints. Our findings uncover some of the mechanisms linking leader developing behavior and employees' health complaints at the individual level, show that the observed relationships cannot be generalized across levels, and have implications for the Job Demands-Resources theory.
Os objetivos deste estudo foram verificar se um comportamento específico de liderança (desenvolvimento de subordinados) está relacionado a queixas de saúde dos funcionários e determinar alguns dos mecanismos subjacentes envolvidos. As relações hipotetizadas foram investigadas em uma amostra composta por 538 funcionários que atuam em 170 unidades de trabalho de um serviço público de saúde regional. A modelagem de equações estruturais multinível foi usada para estimar os relacionamentos hipotéticos nos níveis individual e da unidade de trabalho. Os resultados obtidos no nível individual mostraram, como esperado, que o comportamento de desenvolvimento do líder estava negativamente relacionado às queixas de saúde dos funcionários por meio de dois mediadores: comprometimento organizacional e esgotamento emocional. No nível da unidade de trabalho, o comportamento de desenvolvimento do líder não estava relacionado às queixas de saúde dos funcionários. Nossas descobertas revelam alguns dos mecanismos que ligam o comportamento de desenvolvimento do líder e as queixas de saúde dos funcionários no nível individual, mostram que as relações observadas não podem ser generalizadas entre os níveis e têm implicações para a teoria de demandas de trabalho-recursos.
Los objetivos de este estudio fueron determinar si una conducta de liderazgo específica (desarrollo de subordinados) está relacionada con las quejas de salud de los empleados y determinar algunos de los mecanismos subyacentes involucrados. Las relaciones hipotetizadas se investigaron en una muestra compuesta por 538 empleados que trabajaban en 170 unidades de trabajo de un servicio regional público de salud. Se utilizó un modelo de ecuaciones estructurales multinivel para estimar las relaciones hipotetizadas a nivel individual y de unidad de trabajo. Los resultados obtenidos a nivel individual mostraron, como se esperaba, que la conducta de desarrollo del líder estaba relacionada negativamente con las quejas de salud de los empleados a través de dos mediadores: el compromiso organizacional y el agotamiento emocional. A nivel de unidad de trabajo, la conducta de desarrollo del líder no estaba relacionada con las quejas de salud de los empleados. Nuestros hallazgos descubren algunos de los mecanismos que vinculan la conducta de desarrollo del líder y las quejas de salud de los empleados a nivel individual, muestran que las relaciones observadas no se pueden generalizar a través de los niveles, y tienen implicaciones para la teoría de las demandas y los recursos laborales.
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Objective@#To analyze the correlation between the psychological flexibility of newly recruited nurses and the change leadership behavior of head nurses, so as to guide nursing managers to strengthen management and improve the quality of nursing care of new nursing staff.@*Methods@#From May 2017 to April 2018, 80 new nursing staff were surveyed using the psychological resilience scale and the change leadership style, and their correlation was analyzed.@*Results@#According to the statistics, the total score of psychological reinforcement of new nursing staff was (2.74±0.52)points, the overall level was not high, and the head nurses' change leadership behavior and various dimension scores were positively correlated with the nursing staff's psychological elasticity score (r=0.240, P<0.05).@*Conclusion@#Nursing managers should give full play to the role of the head nurses' transformational leadership behavior, so as to act on the psychological flexibility of nursing staff and improve the overall level of care.
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Objective To explore the relevance of safety culture in hospital nursing and the head nurse leadership behavior.Method The study adopts the method of convenience sampling to diversify the head nurse leadership behavior and nursing safety culture of 344 nurses in 3 first-class tertiary hospital of traditional Chinese Medicine in Heilongjiang Province.All survey data were entered into the SPSS17.0 software for analysis.Finally,conclusion was got.Result The head nurse leadership behavior is the highest score for leadership charm,followed by passive exception management,personalized care,active exception management,charisma,contingent reward and intellectual stimulation.Safety culture of nursing is slightly higher than medium level,in wh ch the team atmosphere,the satisfaction of the work,the unit security atmosphere,the management experience is higher than the medium level.The cognitive score of the pressure is lower than the medium level.Conclusion All dimensions of nurses' perception of head nurse leadership behavior has a positive correlation with each dimension of safety culture in hospital nursing.
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Objective To understand the status quo of servant leadership behavior of head nurses in military hospital and its relationship with nurses′ intention to stay, and to make suggestions for maintaining the stability of military hospital nurses. Methods A total of 501 nurses from a military hospital (top three) were surveyed by self-designed general data scale, Head Nurses′Servant Leadership Behavior Scale and Turnover Intention Scale. Results The average score of servant leadership behavior was (80.39 ± 13.79) points, and the correlation coefficient between the head nurse service and the leave intention was-0.255 (P<0.01). Conclusions The servant leadership behavior of the head nurses in a military hospital is at a moderate level and it still can be ameliorated. Training can improve head nurses′capacity of the servant leadership behavior, which can reduce the turnover intention of the nurses in military hospitals.
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Objective To understand head nurse's leadership behavior and analyze the influence of it on nurse's involvement and self-efficacy.Methods General information questionnaire was taken,and the data of 280 nurses to head nurse's leadership behavior,involvement and self-efficacy were investigated.Results There were differences in nurse's involvement and self-efficacy between head nurse's transformation and transaction leadership behavior (F=4.39,2.37,2.94,2.17,P ＜0.05).The transformation leadership behavior dimensions were positive correlation with nurse's involvement and self-efficacy,P＜0.05.Conclusion Head nurse should fully play a positive role of transformation leadership behavior,in order to promote involvement and improve self-efficacy.