The relationship between nurse manager transformational leadership and patient satisfaction in the perspectives of empowerment / 中国实用护理杂志

Objective@#To explore mechanism of how nurse managers' transformational leadership affects patient satisfaction, and to examine the mediating role of nurses' psychological empowerment.@*Methods@#A total of 140 nurses and 310 patients in Sun Yat-sen University Cancer Center were surveyed. The Leadership Practice Inventory-other, the Psychological Empowerment Scale and two items from the Hospital Consumer Assessment of Healthcare Providers and Systems Survey (Chinese version) were used to measure nurse-perceived nurse managers' transformational leadership behaviors, nurses' psychological empowerment and patient satisfaction. The descriptive statistics and correlation analysis were performed using the SPSS 20.0. software package, and the structure equation modeling was performed using the MPlus 7.0.@*Results@#Higher frequencies of nurse managers adopting transformational leadership were associated with higher level of nurses' psychological empowerment (β=0.665, P < 0.05); higher level of nurses' psychological empowerment was associated with higher overall patient satisfaction (β=0.243, P < 0.05); nurses' psychological empowerment mediated the relationship between nurse managers' transformational leadership and patients' overall satisfaction (β=0.162, P=0.014); the effects of nurse managers' transformational leadership and nurses' psychological empowerment on patients' recommendation of hospital were not statistically significant (P>0.05).@*Conclusions@#Nurse managers are encouraged to adopt transformational leadership, i.e., improving clinical and leadership skills, trying to be nurses' role model, solving problems at work, empowering and motivating nurses, thus to increase nurses' senses of empowerment, and to improve patient satisfaction eventually.

Study of the relationship between empathy and leadership of nurse managers / 中华医院管理杂志

Objective To explore the relationship of empathy ability and leadership among nurse managers.Methods 184 nurse managers completed the Interpersonal Reactivity Index-Chinese Version (IRI-C)scale and Leadership Questionnaire for Nursing Manager for empathy and leadership.Results The average score of the empathy is 57.72±8.59,the average score of leadership is 102.38±14.38.The relationship between empathy and leadership is positive and the coefficient of correlation is r =0.21,(P＜0.05).Conclusion The empathy and leadership ability of the nurse managers surveyed are found to be at intermediate level; empathy ability and leadership have positive interactions; and improved empathy ability of nurse managers can strengthen their leadership.

Traços identitários da enfermeira-gerente em hospitais privados de Belo Horizonte, Brasil / The nurse manager's identity features in private hospitals of Belo Horizonte, Brazil

Com o propósito de compreender aspectos subjetivos do trabalho da enfermeira-gerente, buscou-se, por meio deste estudo, analisar os traços identitários da enfermeira-gerente no contexto de instituições hospitalares a partir do questionamento fundamentado na apresentação que os sujeitos fazem de si mesmos. Trata-se de um estudo de caso, com abordagem qualitativa, do qual participaram nove enfermeiras-gerente que atuam em quatro instituições hospitalares privadas de médio e grande porte, no município de Belo Horizonte. Os traços identitários foram organizados de acordo com os planos profissional, organizacional e individual, os quais abrangem: preservação e reforço de identidade social da enfermeira, a trajetória profissional como uma evolução da prática da assistência para o exercício da gerência, valorização da experiência prática e permanência em atividades ligadas à prestação da assistência direta ao paciente; identificação com a organização; e questões relativas à vida privada e auto-imagem positiva expressa pelas gerentes. O estudo permitiu a identificação de traços marcantes de um grupo profissional específico, evidenciando a influência das questões de gênero, das relações de poder e da cultura na identidade social dos sujeitos pesquisados.

The Effects of Self Development Training on the Human Relationship and Intrinsic Motivation of the First-Line Nurse Managers / 간호학회지

PURPOSE: The purpose of this study was to examine the effects of Self-Development training on the Human Relationship and Intrinsic Motivation for first-line nurse managers. METHOD: This was an empirical study on the Human Relationship and Intrinsic Motivation of Self Development Training. The researcher developed a new Self-Development Training Program, and the two-hour long training session was performed twice a week for each group. The program was performed for 4 session in two weeks. The subjects consisted with 24 nurse managers from C University Hospital in Seoul, Korea. The subjects were divided into two groups for the training. Two weeks before and 4 weeks after the training, subjects completed questionnaires that measured Human Relationship and Intrinsic Motivation. Analysis was completed by using SPSS PC 10.0 for percentile, mean, standard deviation and paired t-test. RESULT: The results of this study showed that Self-Development Training Program resulted in a significant effects on the Human Relationship. But the Intrinsic Motivation was not significantly affected by the program. CONCLUSION: This Self-Development training program had a positive effect on the Human Relationship and Intrinsic Motivation.

A qualidade nos serviços de enfermagem segundo a percepção de enfermeiras que vivenciam essa prática / Total quality in nursing services according to the perception of nurses who undergo this practice

Este estudo teve como objetivo identificar e analisar as representações sociais de enfermeiras, no cotidiano do trabalho gerencial, numa instituição hospitalar que implementa Programa de Qualidade. Objetivou ainda compreender as razões e as motivações pelas quais as enfermeiras entendem o programa, e qual o impacto tanto individual quanto coletivo, sobre o trabalhador de enfermagem que vivencia essa prática no ambiente de trabalho. Como forma de apreensão dos fenômenos que ocorrem a partir da dinâmica do trabalho, foram realizadas 22 entrevistas semi-estruturadas com enfermeiras gerentes que discorreram sobre suas trajetórias de vida profissional, com enfoque na passagem do modelo tradicional da administração para a abordagem dos Princípios da Qualidade Total. As entrevistas evidenciaram achados relevantes para as discussões relativas à temática sob investigação, tais como: a estrutura do Programa da Qualidade, as mudanças no âmbito institucional, a relação profissional-cliente, a sobrecarga de trabalho, a carga horária e os salários, as interações intra e interdisciplinares, a resistência às mudanças e as recompensas. Esses assuntos constituíram temas para os debates nas sessões de grupos focais, utilizadas como técnica complementar de coleta de dados. O material obtido através de dados empíricos individuais e coletivos, respeitado o consenso da maioria, apontou para as seguintes categorias temáticas: a sobrecarga de trabalho na estrutura organizacional sistêmica, o desgaste emocional e a qualidade de vida no trabalho, a resistência às mudanças no ambiente da qualidade e a motivação no trabalho. A análise dos resultados foi realizada com base nos pressupostos da abordagem qualitativa, na vertente da teoria das Representações Sociais, conforme procedimentos fundamentados no método de Análise de Conteúdo proposto por Bardin. O estudo evidenciou que as enfermeiras vivenciam, na prática gerencial, duas situações ) distintas. A primeira referente ao ambiente de trabalho controlador, caracterizado pelo excesso de cobranças, o que sinaliza para limitação da liberdade e, consequentemente, menor espaço para criatividade, gerando sentimentos negativos, como tristeza, decepção e angústia. A organização sistêmica do trabalho provoca excesso de trabalho para as enfermeiras, resultando em desgaste físico e psíquico que podem levar ao sofrimento mental. O segundo diz respeito às conquistas que geraram sentimentos positivos, como satisfação e orgulho pelo reconhecimento do trabalho realizado e valorização profissional, que reforçam a auto-estima. Os resultados são indicativos de propostas que implementem maior participação das enfermeiras, nas discussões de assuntos que tratem de problemas individuais e coletivos, que venham melhorar a qualidade de vida no trabalho das enfermeiras. Neste fórum de debate, poderão ser desenvolvidos mecanismos coletivos defensivos, descritos pela nova Psicopatologia do Trabalho, ampliando a base de forças dos funcionários para a transformação de situações inadequadas do ambiente de trabalho, em busca do sentido e da dignidade do trabalho construído em base ético-política e de respeito ao trabalhador de enfermagem.

The objective of this study is to identify and to analyze the social representations of nurses in daily manageraial work at a health institution which implements a Total Quality Program. The research also aims at understanding the reasons and the motivations of the nurses under the program and at evaluating what is the individual and collective impact on the nurses working under the practices of such programs. In order to aprehend the phenomena happening under these work dynamics, twenty-two semi-structured interviews were conducted with nurse-managers. In these interviews they talked about their professional life with an emphasis on the period of the transition from traditional administrative models to Total Quality approaches. The interviews yielded findings for the discussion of the issues under investigation, such as, the structure of the Total Quality Program, the institutional changes, nurse-patient relationships, work overload, wages and hours of work, intra-and interdisciplinary interactions, resistance to change and rewards. These themes constituted meaningful elements for the debates of the Focal Group which were utilized additionaly to the gathering of data. The material obtained through the empirical (collective and individual) data, according to the consensus of the majority, pointed to the following theme categories: work overload in the sistemic organizational structure, emotional stress and quality of life in the work environment, resistence to change in the Quality context, and motivation to work. The analysis of the results was made on the basis of the principles of the qualitative approach, under the theory of Social Representations, according to procedures based on the method of the analysis of content proposed by Bardin. The study showed that nurses undergo two distinct, yet co-existing, situations in their managerial practices. One situation refers to the work environment, characterized by excessive demands, which brings limits to freedom and, consequently, less space for creativity, and generate negative feelings, such as, sadness, disappointment and angguish. The other situation refers to the improvements that generate positive feelings, such as, satisfaction, pride of recognition for work done and professional enhancement which reinforce self-esteem. According to the perceptions of the group, the work is performed with dignity by the nurses. However, the sisthemic organization of the work causes work overload, thus bringing about psychological and physical stress, which can cause mental suffering. As contribution of this research, the author suggests greater participation of the nurses in the discussions pertaining to collective and individual problems. This may contribute to improving the quality of the professional life of the nurses. In such forums of debate, defensive collective mechanisms, described by Psychopathology of Work, can be developed, thus strenghtening the power basis of employees for the transformation of unsuitable situations in the work environment, in search for the meaning and dignity of work based on ethico-political principles and on the respect for nurses.

The Relationship Among Leadership Styles of Nurse Managers, Job Satisfaction, Organizational Commitment, and Turnover Intention / 간호학회지

PURPOSE: The Purpose of this study was to identify the relationship among leadership style of nurse managers, job satisfaction, organizational commitment, and turnover intention. METHOD: The subjects were 468 nurses and 19 head nurses who were working at the 3 general hospitals in seoul. The data were collected from July 6 to September 14, 2001 by the structured questionnaires. For data analysis, descriptive statistics, ANOVA, Pearson correlation coefficient, and stepwise multiple regression with SAS package were used. RESULT: 1) The score of the nurse managers' transformational leadership perceived by surbodinates' were higher than that of the nurse managers' transactional leadership. Among 5 subdimensions of the leadership styles perceived by surbodinates', the scores of 'charisma' and 'intellectual stimulation' were highest and 'management by exception' were lowest. 2) 'Charisma', 'intellectual stimulation', 'individual consideration' and 'contingent reward' were positively related to all of variables except 'turnover intention'. 'Management by exception' was negatively related to all of variables and was positively related to 'turnover intention'. 3) 'Job satisfaction' was positively related to 'organizational commitment' and 'Job satisfaction', 'organizational commitment' were negatively related to 'turnover intention'. 4) As a result of stepwise multiple regression analysis, the key determinants of 'turnover intention' were 'organizational commitment' and this explained 44.4% of the total variance of it.