Chain mediating effect of team psychological safety atmosphere and professional calling in the relationship between humble leadership and voice behavior among clinical nurses / 中国职业医学

{L-End}Objective To explore the chain mediating effect of team psychological safety atmosphere and professional calling in the relationship between humble leadership and voice behavior. {L-End}Methods A total of 812 nurses from five medical institutions in Guangdong Province were selected as the research subjects using the convenience sampling method. The Team Psychological Safety Atmosphere Scale, the Professional Calling Scale, the Hospital Version of Humble Leadership Scale and the Voice Behavior Scale were used to investigate the perceived team psychological safety atmosphere and sense of professional calling, the perceived humble leadership style and voice behavior of the nurses. {L-End}Results The score of team psychological safety atmosphere, professional calling, humble leadership, and voice behavior of 812 nurses was (58.0±7.6), (44.6±8.0), (50.4±9.2) and (37.0±5.9), respectively, with the scoring rate of 72.5%, 74.3%, 80.0%, and 74.0%, respectively. Bootstrap analysis showed that humble leadership could positively influence voice behavior ［standardized effect value (β)=0.28, 95% confidence interval (CI) 0.20-0.35］. Humble leadership could influence voice behavior through the separate mediating effects of team psychological safety atmosphere (β=0.13, 95%CI 0.09-0.18), professional calling (β=0.07, 95%CI 0.04-0.11), and the chain mediating effect of team psychological safety atmosphere and professional calling(β=0.06, 95%CI 0.04-0.08). {L-End}Conclusion The voice behavior of clinical nurses is at a moderately high level. Humble leadership can directly influence voice behavior and can influence voice behavior through the mediating effects of team psychological safety atmosphere and professional calling. Nursing managers can inspire the work passion of clinical nurses by changing their own leadership style and creating a good atmosphere for voicing opinions.

The relationship between career resilience and voice behavior in organ transplantation specialist nurses: the mediating role of thriving at work / 中国实用护理杂志

Objective:To investigate the status quo of thriving at work, career resilience and voice behavior in organ transplantation nurses, and mediation effects of thriving at work between the latter two.Methods:From June to August 2018,180 nurses with organ transplant qualification departments in two Grade A hospitals in Fuzhou, Fujian Province were investigated by the general situation survey form, Thriving At Work Scale, Career Resilience Scale and Voice Behavior Scale.Results:The scores of thriving at work, career resilience and voice behavior were 3.68 ± 0.65, 3.56 ± 0.61 and 3.42 ± 0.62. There was a pairwise positive correlation among the three: thriving at work, career resilience and voice behavior( r values were 0.270-0.664, all P<0.05). Thriving at work played a partial mediating role between career resilience and voice behavior ( B values were 0.138-0.611, all P<0.05). Conclusions:Ii is necessary to improve thriving at work, career resilience and voice behavior in organ transplantation nurses. Thriving at work is the intermediary factor between the latter two. The improvement of thriving at work and career resilience will help to promote organ transplant specialist nurses to make positive voice behavior.

Mediating Effect of Voice Behavior on Relationships between Empathy, Fairness and Intention in Helping Behavior of Nursing Students in Assumed Bullying Situations / 간호행정학회지

PURPOSE: The study was done to investigate the mediating effects of voice behavior on the relationships between empathy and fairness and intention in helping behavior of nursing students. METHODS: A structured self-report questionnaire was used to measure empathy, fairness, voice behavior and intention in helping behavior. During November 2018, data were collected from 128 nursing students in D and G cities. Data were analyzed using hierarchical multiple linear regression with the SPSS/WIN 24.0 program. RESULTS: Empathy, fairness and voice behavior were positively correlated with intention in helping behavior of participants and voice behavior was positively correlated with empathy, fairness and intention in helping behavior of participants respectively. Also, voice behavior had a partial mediating effect on the relationship between empathy, fairness and intention in helping behavior. CONCLUSION: Findings indicate that empathy and fairness are important factors related to the intention in helping behavior of nursing students. It is also expected that voice behavior can further promote the intention in helping behavior of nursing students.

The effects of the humble leadership on voice behavior of nursing staff / 中国实用护理杂志

Objective@#To explore the effects and mechanism of humble leadership on organizational trust and voice behavior of nursing staff.@*Methods@#A total of 249 questionnaires were collected with a questionnaire survey, the effective response rate was 91.54%. The structural equation model was used to test the relationship between variables.@*Results@#The humble leadership had a significantly positive influence on the organizational trust (β= 0.46, P<0.01) and voice behavior (β= 0.63, P<0.01) of nursing staffs, organizational trust played the partial mediating effect (β= 0.29, P<0.01).@*Conclusion@#A nursing manager who is good at humble behavior can promote organizational trust among the subordinate nursing team, which in turn, directly and indirectly enhances their positive voice behavior.