Factors Associated With a Positive View of Respiratory Care Leadership.

BACKGROUND: Burnout within health care is prevalent, and its effects are detrimental to patient outcomes, organizations, and individuals. Effects stemming from burnout include anxiety, depression, excessive alcohol and drug use, cardiovascular problems, time off work, and worse patient outcomes. Published data have suggested up to 50% of health care workers experience burnout and 79% of respiratory therapists (RTs) experience burnout. Leadership has been cited as a key driver of burnout among RTs. We aimed to identify factors associated with a positive or negative leadership perception. METHODS: A post hoc analysis of an institutional review board-approved survey to evaluate RT burnout, administered via REDCap by convenience sample to 26 health care centers (3,124 potential respondents) from January 17-March 15, 2021, was performed to identify factors associated with a positive view of leadership. Survey questions included validated tools to measure leadership, burnout, staffing, COVID-19 exposure, and demographics. Data analysis was descriptive, and logistic regression was performed to evaluate factors associated with leadership perception. RESULTS: Of 1,080 respondents, 710 (66%) had a positive view of leadership. Univariate analysis revealed those with a positive view of leadership were more likely to be working with adequate staffing, were rarely unable to complete all work, were less likely to be burned out, disagreed that people in this work environment were burned out, were less likely to miss work for any reason, more likely to be in a leadership position, worked fewer hours in intensive care, worked in a center affiliated with a medical school, worked day shift, were less likely to care for adult patients, and were more likely to be male. Logistic regression revealed providing care to patients with COVID-19 (odds ratio [OR] 5.8-10.5, P < .001-.006) was the only factor associated with a positive view of leadership, whereas working without adequate staffing (OR 0.27-0.28, P = .002-.006), staff RTs (OR 0.33, P < .001), work environment (OR 0.42, P = .003), missing work for any reason (OR 0.69, P = .003), and burnout score (OR 0.98, P < .001) were associated with a negative view of leadership. CONCLUSIONS: Most RTs had a positive view of their leadership. A negative leadership score was associated with higher burnout and missing work. This relationship requires further investigation to evaluate if changes in leadership practices can improve employee well-being and reduce burnout.

Caracterización del liderazgo transformacional de los directivos de instituciones de educación superior. Caso de estudio en una universidad del departamento de Antioquia (Colombia)

Un líder posibilita la transformación de las capacidades individuales, convirtiéndolas en fortalezas organizacionales para ponerlas al servicio de la organización y con ello, permitir su sostenibilidad y perdurabilidad. La universidad en el siglo XXI afronta grandes retos, para continuar aportando al desarrollo de la sociedad, desde del cumplimiento de sus funciones misionales: investigación, docencia y extensión. Para enfrentar esos retos, el Liderazgo Transformacional en la gerencia universitaria, incide en la transformación organizacional que posibilita la resolución de problemas relacionados con la financiación institucional, la calidad en la educación, el incremento de la cobertura, o el relacionamiento con la sociedad, entre otros. Este artículo presenta el resultado de un estudio cuantitativo, racional y positivista, que demuestra teóricamente la importancia del Liderazgo Transformacional para enfrentar los problemas y retos derivados del cambio en la gerencia universitaria. Además, mediante la aplicación de la propuesta teórica a un análisis de caso de una universidad concreta, se caracteriza el Liderazgo Transformacional existente, desde la percepción de los seguidores. Para el desarrollo de la investigación, en términos metodológicos, se utilizaron las teorías del Liderazgo Transformacional y la gerencia de las instituciones de educación superior, el juicio de expertos, y la aplicación del formulario Inventario de Prácticas del Liderazgo de Kouzes y Posner -IPL-. Con estas herramientas, se logró validar las hipótesis guía, comprobando la necesidad de utilizar el Liderazgo Transformacional en el proceso de la gerencia universitaria.

A leader enables the transformation of individual capacities, converting them organizational strengths to put them at the service of the organization and thereby allow its sustainability and durability. The University in the XXI Century faces great challenges to continue contributing to the development of society, based on the fulfillment of its missionary functions: Research, teaching and extension. Transformational Leadership stands out as one of the best tools for university management to allow the organizational transformation that leads to solve problems such as financing quality in education, increased coverage, and relationships with society, among others. This work, through a quantitative, rational positivist study aimed to demonstrate theoretically the importance of Transformational Leadership in university management to face change and university transformation; And on the other hand, through a case analysis, characterize the Transformational Leadership present in the University, from the perception of the followers. For this purpose, theories of transformational leadership and management of higher education institutions, expert judgment, and the application of the Leadership Practices Inventory form of Kouzes and Posner -IPL- were used. Among the main results, the guiding hypotheses were validated, confirming the need to use Transformational Leadership in the process of the university management.

Este artigo tem por objetivo analisar a expansão da influência da China na América Latina nos campos econômico e militar bem como os Estados Unidos reagiu a este. Pois será utilizada a metodologia do estudo de caso-Venezuela, Bolívia e Equador, já que é onde a China tem uma forte presença e, especialmente, porque são países, como a potência asiática, têm um anti-política americano ou soberanista que busca consolidar uma ordem mundial multipolar A principal constatação é que a China não representa uma séria ameaça para os EUA no curto prazo, e de fato, a expansão da sua influência na região tem sido percebida pelo governo dos EUA como uma oportunidade. Isto é devido a várias razões: China tem implementado uma política cautelosa e pragmática que visa consolidar as suas metas nacionais sem desafiar diretamente a hegemonia dos EUA na região, reforçada por restrições internas que levam a liderança chinesa a optar por uma atitude menos ativista na atitude reorganização político-militar do mundo. Por outro lado, graças aos Estados Unidos, que está em uma fase de declínio de sua hegemonia na região, preferem promover os seus interesses em um quadro de cooperação e não de confronto, na esperança de tirar proveito desta nova situação.

The role of leadership perception as a mediator between managers' self-monitoring and subordinate attitudes.

Although the role of social cognition in leadership perception has been emphasized frequently in recent years, research using this approach in an organizational context is rare. This study investigated subordinates' perceptions of their managers as leaders (that is, to what extent they perceive their manager as a leader) as a potential mediating factor explaining the relationship between managers' self-monitoring and their subordinates' attitudes toward their organizations. The study was carried out with middle-level managers (N = 64) and their subordinates (N = 210) from various business organizations in Turkey. Results indicate that subordinates' leadership perceptions of their managers mediate the relationship between managers' self-monitoring and their subordinates' affective and normative organizational commitment. These results provide insight into some of the antecedents and outcomes of leadership perception.