Relationship between authentic leadership, transformational leadership and innovative work behavior: mediating role of innovation climate.

Objectives. This study aimed to demonstrate the effect of transformational and authentic leadership characteristics of healthcare managers on employees' innovative work behavior and the mediating role of innovation climate. Methods. The study was conducted in 19 hospitals in Turkey and 263 managers participated. The data were collected using the transformational leadership questionnaire, the authentic leadership questionnaire, the innovative climate assessment tool and the innovative work behavior scale. Path analysis was performed to demonstrate the relationship between the variables. Results. When transformational and authentic leadership were put into the model separately through innovation climate, transformational leadership had an effect of 0.39 units (0.22 units direct, 0.17 units indirect) and authentic leadership had a 0.44-unit effect (0.29 units direct, 0.15 units indirect) on innovative work behavior. When transformational and authentic leadership were put together in the model, the total (direct and indirect) effect of them increased to 0.52 units. In this case, the effect of authentic leadership characteristics of health managers on innovative work behavior of their followers (0.42 units) was greater than the effect of transformational leadership characteristics (0.10 units). Conclusions. Although both types of leadership affect innovative work behavior, authentic leadership was more effective than transformational leadership.

The effect of nurses' empowerment perceptions on job safety behaviours: a research study in Turkey.

Objective. This study aimed to investigate the effect of nurses' empowerment perceptions on job safety behaviours. Methods. A survey of 377 nurses working in five hospitals in Turkey was conducted using the conditions of work effectiveness questionnaire, psychological empowerment instrument, universal precautions compliance scale and occupational health and safety obligations compliance scale. Relations between variables were tested using Pearson's correlation and path analysis. Results. There was a moderate and statistically significant relationship between psychological and structural empowerment and complying with universal safety measures and meeting occupational health and safety obligations. Also, an increase of 1 unit on the level of psychological empowerment was found to correspond to an increase of 0.37 units on the level of universal precautions compliance and to an increase of 0.46 units on the level of occupational health and safety obligations compliance. As such, an increase of 1 unit in structural empowerment corresponds to an increase of 0.53 units on the level of universal precautions compliance and to an increase of 0.36 units (total effect) on the level of occupational health and safety obligations compliance. Conclusions. The findings reveal that empowerment is a valuable tool for nurses' positive job safety behaviours.

Patients' readiness for discharge: Predictors and effects on unplanned readmissions, emergency department visits and death.

AIM: To determine the variables that affect patients' perceptions about their readiness for discharge and to elucidate the effects of these perceptions on patient outcomes such as unplanned readmission to the hospital, emergency department visits and death within 30 days after discharge. BACKGROUND: In recent years, it has become even more important to assess patients' readiness for discharge as patients tend to be discharged more quickly. METHODS: For the determination of patients' self-assessment, the Readiness for Hospital Discharge Scale/Short Form was utilized. This 1-year prospective cohort study included 1,601 patients. Data were analysed using a chi-square test, Mann-Whitney U test, univariate logistic regression analysis and multiple logistic regression analysis. RESULTS: The results of multiple logistic regression analysis revealed that age, sex, marital status, educational status, presence of someone to help at home after discharge and length of stay were predictors of patients' readiness for hospital discharge. Furthermore, being unready for discharge increased the risk of 30 day unplanned readmission and 30 day death. CONCLUSIONS: Considering these predictors, patients' perceptions of readiness for discharge must be assessed before deciding to discharge them. IMPLICATIONS FOR NURSING MANAGEMENT: Nurse managers can consider the predictors of patients' readiness for discharge, thus the risk of unplanned readmission and death may be reduced.

Validity and reliability of the Turkish version of the readiness for hospital discharge scale/short form.

AIM: The aim of this study is to test the validity and reliability of the Turkish version of the readiness for hospital discharge scale/short form. BACKGROUND: Assessment of readiness for discharge from the patient's perspective is becoming increasingly important for patient safety, satisfaction and various patient outcomes such as readmission, health service utilization and mortality. The readiness for hospital discharge scale/short form allows health care providers to determine patients' discharge readiness. METHODS: Participants were 1,579 inpatients from internal medicine departments. The readiness for hospital discharge scale/short form was translated into Turkish via back-translation. We analyzed its reliability and validity via item analyses, an expert panel (content validity) and exploratory and confirmatory factor analyses (construct validity). RESULTS: The Cronbach's alpha of the whole scale was .74 and those for the subscales ranged from .79 to .93. The Spearman-Brown reliability coefficient was .92. The confirmatory factor analysis revealed good fit indices (χ2 /df = 2.6; RMSEA = .03; CFI = 1; GFI and AGFI = .99). The mean total score was 7.27 ± 1.85, while the subscale means ranged from 6.62 ± 3.41 to 7.69 ± 2.24. CONCLUSION: The Turkish version of the readiness for hospital discharge scale/short form is a valid and reliable tool for assessing discharge readiness. The subscales with low means suggest opportunities for improvement. IMPLICATIONS FOR NURSING MANAGEMENT: If readiness for hospital discharge scale/short form is valid and reliable, patients who are unready for discharge can be determined with this scale. Thus, nurse managers can determine what kind of measures should be taken for patients who are not ready for discharge, can control nursing practices related to these patients and can provide cooperation between the nurses and other health professionals.