Leadership competencies of first-line nurse managers: a quantitative study

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yennuten Paarima ◽  
Atswei Adzo Kwashie ◽  
James Avoka Asamani ◽  
Adelaide Maria Ansah Ofei
Keyword(s):  
Nurse Managers ◽  
Management Training ◽  
Leadership Competencies ◽  
Eastern Region ◽  
First Line ◽  
Content Type ◽  
Unit Level ◽  
Section Design ◽  
Level Of Knowledge ◽  
Structured Program

Purpose This paper aims to examine the leadership competencies of first-line nurse managers (FLNMs) at the unit level in the eastern region of Ghana. Design/methodology/approach The paper is a quantitative cross-section design. Findings Nurse managers exhibited a moderate level of knowledge and ability to apply leadership competencies. Gender, rank, qualification, professional experience, management experience and management training jointly predicted the leadership competencies of FLNMs [(R2 = 0.158, p = 0.016]. However, only management training was a significant predictor in the model. Practical implications Inappropriate leadership competencies have severe consequences for patients and staff outcomes. This situation necessitates a call for a well-structured program for the appointment of FLNMs based on competencies. Originality/value This study is the first in Ghana which we are aware of that examined the leadership competencies at the unit level that identifies predictors of leadership competencies.

Different development programmes – does it make a difference?

2011 ◽  
Vol 24 (1) ◽  
pp. 29-50 ◽  
Author(s):  
Bernice Skytt ◽  
Birgitta Ljunggren ◽  
Maria Engström ◽  
Marianne Carlsson
Keyword(s):  
Quantitative Methods ◽  
Nurse Managers ◽  
Comparison Group ◽  
Training Programme ◽  
Development Programme ◽  
First Line ◽  
Achievement Orientation ◽  
Content Type ◽  
Self Development ◽  
The Impact

PurposeThe purpose of this paper is to examine whether two groups of first‐line nurse managers perceived improvements in skills and knowledge regarding interpersonal skills and group management, achievement orientation, and organizational view and political savvy after participation in two different development programmes, compared to participants in a comparison group. Further, to understand the first‐line nurse managers' expectations for and experiences of the programme as well as its strengths and weaknesses.Design/methodology/approachA total of 13 first‐line nurse managers participated in a training programme, 14 in a self‐development programme, and 14 in a comparison group. Group interviews were used to describe the managers' expectations for and experiences of the programmes, the Leadership and Management Inventory were used to assess the impact of the programmes.FindingsThe results of the interviews showed that the programmes met many of the participants' expectations. Participants perceived significant improvements – in organizational knowledge following the training programme and in achievement orientation following the self‐development programme.Research limitations/implicationsParticipation in the groups was not based on random assignment.Practical implicationsDifferent development programmes focussing on different issues can increase flexibility and decrease costs, as managers can apply to programmes suited to their development needs.Originality/valueMixed methods have been used in this study: qualitative methods to describe the participants' experiences of the programmes, and quantitative methods to describe the impact of two different leadership programmes and to contrast these results with a comparison group.

The effects of leadership competencies and quality of work on the perceived readiness for organizational change among nurse managers

2017 ◽  
Vol 30 (4) ◽  
pp. 443-456 ◽  
Author(s):  
Mahmoud Al-Hussami ◽  
Sawsan Hamad ◽  
Muhammad Darawad ◽  
Mahmoud Maharmeh
Keyword(s):  
Organizational Change ◽  
Nurse Managers ◽  
Negative Impact ◽  
Leadership Competencies ◽  
Readiness For Change ◽  
Content Type ◽  
Quality Of Work ◽  
Guidance Program ◽  
Change Efforts

Purpose This paper aims to set a leadership guidance program that can promote nurses’ knowledge of leadership and, at the same time, to enhance their leadership competencies and quality of work to promote their readiness for change in healthcare organizations. Design/methodology/approach A pre-experimental, one-group pretest-posttest design was utilized. Out of 90 invited to participate in this study, 61 nurses were accepted to participate. Findings The statistical analyses suggested several significant differences between pre- and in-service nurse managers about leadership competencies, quality of work and readiness for change. Yet, findings from the background characteristics were not found to be significant and had no effects on the perceived readiness for change. Research limitations/implications The present study highlights the importance of leadership competencies and quality of work that healthcare policymakers identify for the success of organizational change efforts. Practical implications Healthcare policymakers, including directors of nursing, should focus on applications that increase leadership competencies and overall satisfaction of the nurse managers to support the changes in hospitals and supporting learning organization. Hence, they should establish policies that decrease the possible negative impact of planned change efforts. Originality/value Competent nurse managers enhance their readiness for change, which in turn helps nurses in constructive change processes. A leadership guidance program should be set for nurse managers. This study has important implications for hospital administrators and directors of nursing.

Alternative careers at the first level of management

2019 ◽  
Vol 32 (3) ◽  
pp. 405-418 ◽  
Author(s):  
Jörg W. Kirchhoff ◽  
Jan Ch. Karlsson
Keyword(s):  
Role Conflict ◽  
Nurse Managers ◽  
Participant Observation ◽  
First Line ◽  
Content Type ◽  
Future Studies ◽  
Managerial Role ◽  
Ethnographic Studies ◽  
Conflicting Demands

Purpose First-line nurse managers are frequently torn between conflicting demands from management and employees, and previous research suggests that nurse managers use a variety of responses to cope with these demands. The purpose of this paper is to explore the influence of social support on nurse managers’ responses to role-conflict. Design/methodology/approach Two focused ethnographic studies involving participant observation and interviews with seven first-line nurse managers were completed. One study included first-line nurse managers from four units in two municipalities (2005), while the second included three first-line nurse managers from a hospital in Norway (2015-2016). Findings Three types of responses were identified: the embracing managerialism career, the emphasising managerialism career and the emphasising professionalism career. Emphasising managerialism was associated with role distance from the role of nurse, whereas emphasising professionalism involved role distance from the managerial role. Originality/value This study provides insights into first-line nurse managers’ responses to role conflict, by identifying the mechanisms involved and an opportunity to develop a theoretical framework for future studies among nurse managers.

Risk perception and awareness of earthquake: the case of Dhaka

2019 ◽  
Vol 10 (1) ◽  
pp. 65-82 ◽  
Author(s):  
Mohammad Lutfur Rahman
Keyword(s):  
Risk Perception ◽  
Data Collection ◽  
Seismic Risk ◽  
Public Awareness ◽  
Content Type ◽  
Earthquake Preparedness ◽  
Level Of Knowledge ◽  
Seismic Risk Perception ◽  
The Many ◽  
And Behavior

Purpose Among the many studies about risk perception, only a few deal with Bangladesh. Paul and Bhuiyan’s (2010) study has shown the earthquake-preparedness level of residents of Dhaka, but there are some biases in the data collection. This paper aims to examine the seismic-risk perception and the level of knowledge on earthquake and preparedness among the residents of Dhaka. Design/methodology/approach A questionnaire was developed, and data collection was undertaken through home and sidewalk surveys. This paper investigates how attitude, perception and behavior differ depending on gender, age, education and casualty awareness. This research tries to examine and make a comparison of the risk perception and preparedness level between different groups of gender, age and level of education. Findings This research shows that female respondents have a much better risk perception of and are better prepared for earthquakes than male respondents; younger people have a higher knowledge about earthquake preparedness than older people and less-educated people are at a higher risk of unpreparedness than more-educated people. Research limitations/implications This research is only limited to the Dhaka Division. Originality/value This paper concludes by noting that public awareness on seismic-risk perception and mitigation is poor, and their knowledge on basic theory and emergency response must be improved.

Between being and doing - the nature of leadership of first-line nurse managers and registered nurses

2010 ◽  
Vol 19 (17-18) ◽  
pp. 2619-2628 ◽  
Author(s):  
Gunilla Johansson ◽  
Lars Andersson ◽  
Barbro Gustafsson ◽  
Christer Sandahl
Keyword(s):  
Registered Nurses ◽  
Nurse Managers ◽  
First Line

Nurse managers’ role in older nurses’ intention to stay

2015 ◽  
Vol 29 (1) ◽  
pp. 55-74 ◽  
Author(s):  
Marjorie Armstrong-Stassen ◽  
Michelle Freeman ◽  
Sheila Cameron ◽  
Dale Rajacic
Keyword(s):  
Structural Equation ◽  
Nurse Managers ◽  
Nurse Manager ◽  
Direct Patient Care ◽  
Perceived Fairness ◽  
Cross Sectional ◽  
Content Type ◽  
Hr Practices ◽  
Underlying Mechanisms ◽  
Hr Managers

Purpose – The purpose of this paper is to propose and test a model of the underlying mechanisms linking perceived availability of human resource (HR) practices relevant to older nurses and older nurses’ intentions to stay with their hospitals. Design/methodology/approach – Quantitative data were collected from randomly selected older registered nurses (N=660) engaged in direct patient care in hospitals in Canada. Structural equation modelling was used to test the hypothesized model. Findings – The relationship between perceptions of HR practices (performance evaluation, recognition/respect) and intentions to stay was mediated by the perceived fairness with which nurse managers managed these HR practices and nurse manager satisfaction. When nurse managers were perceived to administer the HR practices fairly (high perceived procedural justice), older nurses were more satisfied with their nurse manager and, in turn, more likely to intend to stay. Research limitations/implications – The cross-sectional research design does not allow determination of causality. Practical implications – It is important that nurse managers receive training to increase their awareness of the needs of older nurses and that nurse managers be educated on how to manage HR practices relevant to older nurses in a fair manner. Equally important is that hospital administrators and HR managers recognize the importance of providing such HR practices and supporting nurse managers in managing these practices. Originality/value – The findings increase the understanding of how HR practices tailored to older nurses are related to the intentions of these nurses to remain with their hospital, and especially the crucial role that first-line nurse managers play in this process.

The role of demographic factors of international students on teaching preferences

2016 ◽  
Vol 10 (1) ◽  
pp. 53-71
Author(s):  
Pramila Rao
Keyword(s):  
International Students ◽  
Teaching Methods ◽  
Age Groups ◽  
Demographic Factors ◽  
Demographic Variables ◽  
Eastern Region ◽  
Content Type ◽  
The Usa ◽  
Teaching Preferences ◽  
One Way Anova

Purpose This empirical research was conducted in a medium-sized private university located in the north-eastern region of the USA. The purpose of this paper was to understand whether demographic attributes (age, gender, country of origin and years of stay in the USA) of international students will predict any preferences for specific teaching methods. This study was conducted with international students from October 2012 through May 2013 (fall and spring semesters). Design/methodology/approach This research paper provides hypotheses to explore whether there is any relationship between demographic factors and preferences for various teaching methods. This study analyzes the results using both Pearson’s correlations and one-way ANOVA to reject or accept the hypotheses. Findings The results demonstrated that there were no significant correlations between the demographic variables of international students and teaching methods. However, the one-way ANOVA analyses suggested that there are differences among age groups and their preferences for group projects, years of studying in the USA and their preferences for classroom discussions, and gender and their preferences for textbook assignments. Practical implications This study suggests that scholars provide orientation or training on the host country’s pedagogies so that international students can assimilate better into their academic communities. Originality/value This pioneering paper examines the role between demographic variables of international students and teaching pedagogies. This specific concept has not been examined in this literature before. This understanding could contribute to a richer understanding of this population of students.

Leadership competencies for the 21st century: a review from the Western world literature

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Guy Major Ngayo Fotso
Keyword(s):  
Personal Development ◽  
World Literature ◽  
Leadership Competencies ◽  
First Century ◽  
Western World ◽  
Future Research ◽  
Content Type ◽  
Decision Choices ◽  
Twenty First Century ◽  
Recruitment And Selection

Purpose The proliferation of studies on leadership competencies have not yet provided a consistent set to guide the work of researchers and practitioners. This paper aims to generate a clear, literature-based overview of the relevant leadership competencies for the twenty-first century. Design/methodology/approach The paper is an integrative literature review and identifies four strands of literature on leadership, reaching back to traditional works. It reviews each strand to establish which leadership competencies remain relevant for the twenty-first century. Findings This paper shows it is essential to clarify and harmonize terminology used in leadership literature. It identifies 18 groups of leadership competencies required for the twenty-first century. The research reveals that leaders of the twenty-first century must be able to combine a strong concern for people, customer experience, digitalization, financialization and the general good. Research limitations/implications This paper is based on a non-exhaustive list of literature derived from studies published in Western journals, written in English. Future research should include papers beyond the confines of Western academia and entail fieldwork to test the comprehensive framework derived here. Practical implications This paper will help practitioners develop leadership training curricula and transform the leadership culture in their organizations. The competency list can be useful in recruitment and selection processes for leadership positions. Professionals will find it helpful as an index in self-diagnosis and personal development for their career decision choices. Originality/value The paper addresses the growing need for clarity on the required leadership competencies for the twenty-first century.

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