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PubMed1994

Ethical aspects of transformational leadership.

The requirements of leadership in the current environment of health care reform necessitate a clear distinction between leadership and management, an alteration in traditional leadership roles, and an evaluation of the knowledge and skills needed to address the ethical issues that arise from such reform. Transformational leadership is well suited to the current climate in health care because of the manner in which it actively embraces and encourages innovation and change. The article explores the elements of transformational leadership, describes the need for transformational leaders to be cognizant of the ethical aspects of their roles, and outlines the responsibilities of transformational leaders as moral agents.

Ethics, Nursing↗
PubMed1994

A decade of nursing leadership research.

A review of the published nursing leadership research from 1983 to 1993 is presented. The review identifies three categories of research: predicting leadership, leadership development, and leadership effectiveness. Comparisons are made with a previous research review. Recommendations for future research include the relationship between leader and follower, comparison studies of leaders in multiple settings, further analysis of mentorship, continued qualitative analysis, and quantitative research utilizing established instruments. As the new leadership roles of nurse leaders emerge in health care reform, so will new issues for future research.

Education, Nursing↗
PubMed2000

Nurse executive transformational leadership found in participative organizations.

OBJECTIVE: The study examined a national sample of 396 randomly selected hospital nurse executives to explore transformational leadership, stage of power, and organizational climate. BACKGROUND: Results from a few nurse executive studies have found nurse executives were transformational leaders. As executives were more transformational, they achieved better staff satisfaction and higher work group effectiveness. This study integrates Bass' transformational leadership model with Hagberg's power stage theory and Likert's organizational climate theory. METHODS: Nurse executives (396) and staff reporting to them (1,115) rated the nurse executives' leadership style, staff extra effort, staff satisfaction, and work group effectiveness using Bass and Avolio's Multifactor Leadership Questionnaire. Executives' bosses (360) rated executive work group effectiveness. Executives completed Hagberg's Personal Power Profile and ranked their organizational climate using Likert's Profile of Organizational Characteristics. RESULTS: Nurse executives used transformational leadership fairly often; achieved fairly satisfied staff levels; were very effective according to bosses; were most likely at stage 3 (power by achievement) or stage 4 (power by reflection); and rated their hospital as a Likert System 3 Consultative Organization. Staff satisfaction and work group effectiveness decreased as nurse executives were more transactional. Higher transformational scores tended to occur with higher educational degrees and within more participative organizations. CONCLUSIONS: Transformational qualities can be enhanced by further education, by achieving higher power stages, and by being within more participative organizations.

Adult↗
PubMedDate not supplied

Mitigating the impact of hospital restructuring on nurses: the responsibility of emotionally intelligent leadership.

BACKGROUND: A decade of North American hospital restructuring in the 1990s resulted in the layoff of thousands of nurses, leading to documented negative consequences for both nurses and patients. Nurses who remained employed experienced significant negative physical and emotional health, decreased job satisfaction, and decreased opportunity to provide quality care. OBJECTIVE: To develop a theoretical model of the impact of hospital restructuring on nurses and determine the extent to which emotionally intelligent nursing leadership mitigated any of these impacts. METHODS: The sample was drawn from all registered nurses in acute care hospitals in Alberta, Canada, accessed through their professional licensing body (N = 6,526 nurses; 53% response rate). Thirteen leadership competencies (founded on emotional intelligence) were used to create 7 data sets reflecting different leadership styles: 4 resonant, 2 dissonant, and 1 mixed. The theoretical model was then estimated 7 times using structural equation modeling and the seven data sets. RESULTS: Nurses working for resonant leaders reported significantly less emotional exhaustion and psychosomatic symptoms, better emotional health, greater workgroup collaboration and teamwork with physicians, more satisfaction with supervision and their jobs, and fewer unmet patient care needs than did nurses working for dissonant leaders. DISCUSSION: Resonant leadership styles mitigated the impact of hospital restructuring on nurses, while dissonant leadership intensified this impact. These findings have implications for future hospital restructuring, accountabilities of hospital leaders, the achievement of positive patient outcomes, the development of practice environments, the emotional health and well-being of nurses, and ultimately patient care outcomes.

Alberta↗
PubMed2000

Leadership: the key to quality outcomes.

Nurse executives are charged with creating a workforce that provides quality care in a creative and cost-effective manner. Style of leadership determines how nurse executives relate to their professional nurses and ultimately how successful their health care institutions will be. The practice-based theory of nursing leadership called the Integrated Leadership Practice Model can be practiced by nurse executives to promote employee satisfaction, assure that quality care is provided based on standards and competencies, and promote an organizational culture committed to quality. This article proposes the application of integrated leadership to the practice of nurse executives and demonstrates how they can foster and support this model for nursing leadership within their nurse managers.

Clinical Competence↗
PubMed1995

Transformational leadership and job satisfaction.

The relationship of head nurse leadership style to staff nurse job satisfaction was investigated using the leadership paradigm of transformational and transactional leadership. The Multifactor Leadership Questionnaire and the Index of Work Satisfaction were completed by 122 staff nurses employed throughout acute care community hospitals in many patient care areas. Correlations showed a significant positive relationship between those head nurses exhibiting a transformational leadership style and the job satisfaction of their staff nurses.

Factor Analysis, Statistical↗
PubMed2006

Leadership and emotions in health care organizations.

PURPOSE: The purpose of this research is to describe the relationship between effective leadership and the leader's own ability to manage his/her emotional state. DESIGN/METHODOLOGY/APPROACH: Discusses the connection between leadership and emotions. Differentiates between management and leadership. FINDINGS: Research findings and conclusions remain in dispute. Types of behavior have been found to be integral to leadership performance. ORIGINALITY/VALUE: The paper has proposed a model for defining and differentiating between leading and managing. Five factors were found to be important to the exercise of leadership.

Emotions↗
PubMed2005

Situational leadership: a model for leading telecommuters.

AIM: To describe a leadership model aimed at assisting health care leaders to incorporate situational leadership into their practice when leading telecommuters. BACKGROUND: Technological developments have grown in two areas, including medicine and communication, which have facilitated an enhanced information exchange in health care. These technological enhancements have allowed the health care arena to expand and improve its capabilities, including the delivery of health care and the information exchange among patients, providers and workers. KEY ISSUES: Traditional leadership styles must be modified to respond to the needs of telecommuters. Situational leadership gives structured guidance to the nursing leader when managing telecommuters. CONCLUSIONS: Situational leadership has been used in the traditional work setting and can be used in the virtual workplace. The strategies and techniques used have to be modified for the telecommuter and must focus on increasing communication.

Humans↗
PubMed2006

The Developmental Leadership Questionnaire (DLQ): some psychometric properties.

The development leadership model (Larsson et al., 2003), designed to introduce refinements to the transformational leadership model, has been adopted for use in the Swedish Armed Forces. The Developmental Leadership Questionnaire (DLQ) was constructed to measure important parts of the model. The main aim of the study was to evaluate some psychometric properties of the DLQ. Most analyses are based on two subsets of individuals from a sample mostly consisting of male Swedish, military officers, each of whom has rated a given leader (n = 450 and 449 respectively). A second sample consisted of Swedish military cadets (n = 141). The dimensionality was assessed with a confirmatory factor analysis. Most DLQ scales were reasonably well reproduced and showed high or acceptable internal consistency. When related to perceived results of leadership (self-rated by leaders and rated by subordinates), results from multiple regression analyses supported what could be predicted by the theoretical model. It was concluded that the DLQ has acceptable psychometric properties and that the theoretical refinements introduced to the developmental leadership model were empirically supported.

Adult↗
PubMed2003

Emergency medicine leadership in industry-sponsored clinical trials.

OBJECTIVE: To identify and characterize emergency medicine (EM) researchers who, since 1990, have served on a steering committee (SC) or as overall principal investigator (PI) of an industry-sponsored, multicenter clinical trial involving a pharmaceutical or device. METHODS: North American EM research directors (RDs) and other prominent EM investigators (for those hospitals without a RD) were identified from eight sources, including the Society for Academic Emergency Medicine RD Interest Group and the Multicenter Airway Research Collaboration (MARC) database. The identified investigators were sent a screening survey requesting information regarding industry-sponsored clinical research at their site. The individual EM investigators identified by this screening survey were then interviewed by telephone (validation survey) to further explore their leadership experience in industry-sponsored clinical trials. RESULTS: Of 153 identified RDs and prominent EM researchers, 138 responded to the screening survey (90% response rate). Eighty-five EM investigators reportedly had served on a SC or as overall PI for an industry-sponsored clinical trial. Of these 85 North American EM investigators, 77 were available for a structured telephone interview (91% response rate). Although 41 (53%) of the investigators confirmed their leadership role, 36 (47%) had not served in either role. Among the 41 confirmed investigators, 19 (25%) had served as a SC member, 10 (13%) had served as overall PI, and 12 (16%) had experience in both roles. Individual responses provided suggestions for pursuing such leadership positions. CONCLUSIONS: These data suggest the opportunity to expand EM leadership in industry-sponsored clinical trials and demonstrate the need for validation of reports obtained by a departmental research contact. The suggestions from EM researchers who have attained these leadership roles may provide strategies for investigators interested in pursuing these positions.

Adult↗
PubMed1996

A descriptive study of nurse managers and leadership.

This descriptive study was designed to examine the leadership activities of nurse managers. Through the use of an open-ended questionnaire, 42 nurse managers were asked to describe how they operationalized seven leadership concepts identified through a literature search: goals, change, influence, power, growth, mentoring, and vision. Findings indicate that the leadership activities described by the nurse managers were congruent with the descriptions in the leadership literature. Given the complex nature of the role of the nurse manager, leadership skills are essential for survival.

Adult↗
PubMed2003

Health education leadership development: a conceptual model and competency framework.

A National Public Health Education Leadership Institute was developed through collaboration among national health education professional organizations, the Centers for Disease Control and Prevention, and a school of public health. The institute provides health educators in leadership positions throughout the country access to a 15-month integrated and sequential professional leadership development program. This article presents a conceptual model and competency framework for that program. The model contains elements considered critical for design of leadership programs in public health and can be used by both professional development and academic programs to shape their design of leadership curricula.

Centers for Disease Control and Prevention, U.S.↗
PubMed2003

Honours education: releasing leadership potential.

There is debate within the nursing profession in regard to determining the best approach to Leadership development for the new millennium. Should nursing adopt career pathways Like other disciplines that enable individuals to develop leadership potential in a timely fashion? St. Francis Xavier University (StFXU), the number one ranked undergraduate school in the country (DeMont 2002), has established an innovative strategy that promotes Leadership development at the undergraduate level. It has launched a special stream of its BScN program that culminates in an honours degree. The program, the first of its type in Canada, is designed to produce nursing leaders and scholars who will possess the core competencies required for leadership in diverse environments. This paper discusses the role of honours education in nursing, describes the curriculum and related Learning activities in the StFXU honours program and explores the benefits and challenges that an honours program has to offer. The findings will benefit nurse leaders in educational and practice settings, professional organizations and policy arenas who are interested in influencing the development of leadership in nursing.

Curriculum↗
PubMed2006

Women leadership in Oxford House: examining their strengths and challenges.

This study examined the perspectives and definition of leadership by women and mothers with children (n = 40) affiliated with Oxford Houses, a communal mutual-help recovery setting. Participants were asked questions relating to their experiences living in an Oxford House including the strengths and challenges encountered and how leadership impacted the stability in their house. Results illustrated the value of female leadership and highlighted the characteristics deemed important for women leaders in Oxford House, as well as some differences between these women's perception of leadership and the standard definition of leadership. The implications of the findings and how they may be useful to women's and mothers' with children houses are discussed.

Adult↗
PubMedDate not supplied

Pharmaceutical care leadership: an innovative pharmacy practice residency model.

OBJECTIVE: To describe the establishment of the Pharmaceutical Care Leadership Residency Program (PCLRP), a residency experience that prepares graduates to take responsibility for leading practice change in pharmacy. SETTING: University-based residency program focused on delivery of pharmaceutical care in ambulatory care settings. PRACTICE DESCRIPTION AND INNOVATION: Currently, ambulatory care pharmacy practice is in a position analogous to that of institutional-based clinical pharmacy in the 1960s and 1970s in that practice in this arena is not well established and tremendous opportunity for growth exists. Just as early residency programs in the institutional environment specifically emphasized the development of leaders who would advance clinical pharmacy, residencies in the ambulatory setting could now do much to further pharmaceutical care practice. The 24-month PCLRP experience combines elements of a traditional pharmacy practice residency with specific leadership development activities designed to help residents develop the skills required for establishing influence, practice-based leadership, leadership through teaching, and professional advocacy. MAIN OUTCOME MEASURES: Individuals completing this program will possess a complement of skills and experience not often found in new pharmacy practitioners. They will be prepared to pursue a variety of career paths that focus on advancement of pharmaceutical care practice. RESULTS: Program graduates report feeling better prepared and more confident in their ability to accept responsibility for leading practice change. They have also been successful in establishing new pharmaceutical care practices during the residency experience. CONCLUSION: The success of pharmacy's professional transformation is dependent on the profession's ability to help individuals develop the knowledge, skills, and values required to lead this initiative. The residency program meets this challenge by placing a unique emphasis on developing leadership skills as they relate to establishing influence, pharmaceutical care practice development, teaching, and professional advocacy.

Ambulatory Care↗
PubMedDate not supplied

The administrative colloquium: developing management and leadership skills for faculty.

OBJECTIVE: Development of leadership competencies has become a priority for many academic health science centers. However, traditional faculty development has focused almost exclusively on improving teaching skills. The process and outcomes of developing leadership skills for academic health science center faculty has not been extensively studied. METHODS: The University of Nebraska Medical Center (UNMC) created a year-long course, called the Administrative Colloquium, as a means to enhance faculty leadership skills. Completion of the course required attendance at 8 half-day workshop sessions, each devoted to teaching a leadership competency (eg, leading with vision, managing change) and completing a project with a project report (oral or poster presentation). Course evaluation was multifaceted. Attendees were queried multiple times by a pre- and poststrategy and retrospective pre- and poststrategy concerning their perceptions about knowledge obtained during the course. Paired t testing was used to determine statistical differences between the mean pre- versus postvalues and the retrospective pre- versus postvalues. Project content was qualitatively analyzed for themes. RESULTS: All comparisons of pre- and postdata and retrospective pre- and postdata were statistically significant (P <.05). Three themes arose from the analysis of projects: change, management, and interpersonal communications. CONCLUSIONS: The pre- and postknowledge data and the retrospective pre- and postknowledge data demonstrate that learning was significant as well as sustained. Qualitative analysis of the project content demonstrates that the participants were applying the course content to solving real-world problems. These results give preliminary support to the conclusion that the Administrative Colloquium has had an impact on faculty leadership development at UNMC.

Curriculum↗
PubMed2006

[Leadership in the nursing context].

Leadership is one of the most indispensable tools for nursing work. This study is aimed at making a bibliographical survey about leadership in the nursing context and characterizing the scientific production on the topic based on year and place of publication and theme categorization. An online literature review, carried out using LILACS data, considered periodical material, dissertations and theses available in Portuguese and Spanish from the past twenty years. From the 31 selected works, 17 (54.8%) have been published in international nursing magazines, 10 (32.2%) have been published in Brazilian nursing periodicals, 3 (9.8%) were Master's Degree theses, and one (3.2%) was a teaching thesis, with publication concentrated between 1997 and 1998 (22.6%). When categorizing the references, the numbers were: 14 (45.2%) dealt with nurse leadership styles, 15 (48.5%) were reflections upon leadership, and 2 (6.4%) discussed leadership and communication.

Leadership↗
PubMed2006

International nursing leadership related to the drugs phenomenon: a case study of the partnership experience between the Inter-American Drug Abuse Control Commission (CICAD) and the University of Alberta--Faculty of Nursing.

In this article, the authors discuss the value of international health in advancing the nursing profession through the development of strong leadership in the area of drug demand reduction. Paradigms for nursing leadership are briefly reviewed and linked to the development of the "International Nursing Leadership Institutes" organized by the Inter-American Commission for the Control of Drug Abuse (CICAD). The "International Nursing Leadership Institutes" have facilitated the implementation of Phase III of the CICAD Schools of Nursing Project: a) planning and implementing the first "International Research Capacity-Building Program for Nurses to Study the Drug Phenomenon in Latin America", b) development of Regional and National Strategic Plans for Nursing Professionals in the Area of Demand Reduction in Latin America, and c) preparation of a document that provides guidelines on how to include drug content into undergraduate and graduate nursing curricula. The article also brings reflections directly from several of the participants in the first International Research Capacity-Building Program for Nurses to Study the Drug Phenomenon in the Americas, offered in collaboration with the Faculty of Nursing at the University of Alberta in Edmonton, Canada. These reflections demonstrate the multiplicity of ways in which this capacity-building program has made it easier for these members of Latin American Schools of Nursing to show leadership in the area of drug demand reduction.

Alberta↗