Correctional nursing and transformational leadership

Transformational leadership (TL) is a highly discussed approach in the literature for many professions. Likewise, the TL approach continues to be explored in a myriad of nursing contexts to demonstrate its advantages for practice and client health. The tension between custody and care is particular to correctional nursing practice, such as the correctional priorities of safety and security that often override caring‐focused nursing practice. Presented herein, is information relating to correctional nursing leadership as found in the minimal, available literature; and hypothetical examples of how correctional nursing leaders can use TL are provided. Measuring the influence of TL on practice and offender health can assist in determining if this approach is an appropriate “fit” for the correctional nursing context. The dearth of literature regarding correctional nursing leadership must be addressed to advance this subspecialty of nursing and promote offender health. The intent is not to argue that TL is the only applicable leadership approach for this subspecialty of nursing. Rather, introductory insight is offered regarding the suitability of TL in correctional nursing practice.     

变革型领导理论在护理管理领域的研究现状

文章从概念、结构和测量方面对变革型领导理论进行概述,归纳了变革型领导理论在护理管理领域的研究现状,指出了护理管理者在运用该领导理论时所存在的问题,并在此基础上提出相应的建议。     

变革型领导在护理管理中的研究进展

变革型领导是现代管理与领导的一个新领域，我国在护理管理方面关于变革型领导的研究及论著还刚刚起步。通过对变革型领导的定义、测量及近期有关国内外变革型领导的研究，总结了护理管理者变革型领导的研究进展。同时，对我国在此领域存在的问题进行探讨。     

变革型领导理论在护理管理领域的研究现状

变革型领导作为一种新型领导类型,已成为国外管理领域广泛关注的一个研究热点,并逐步为众多护理管理者所认识和接受。文章在回顾前人研究成果的基础上,总结了变革型领导的概念、结构模型以及其在护理管理领域的研究现状。     

实施护理变革型领导的研究进展

就变革型领导的概念、评价工具进行了系统的阐述,分析并总结了其对护理管理者的要求、在护理管理中的应用效果、影响因素及相关措施,并对现存的问题和未来的研究趋势分别作出了思考与展望。     

哈尔滨市12所三级甲等医院护理管理者变革型领导行为调查

目的:通过对哈尔滨市12所三级甲等医院的护理管理者进行测评,了解目前哈尔滨市护理管理者变革型领导行为的情况。方法:应用中国台湾地区陈秀琴根据美国管理学家Kouzes和Ponser研究形成的领导实践量表(Leadership Practice Inventory,LPI)调查哈尔滨市12所三级甲等医院343名护理管理者,通过对变革型领导行为的测量,对所得的数据进行统计学分析。结果:哈尔滨市临床护理管理者的变革型护理管理行为处于中等水平,其中"授权他人"得分最高,其次为"榜样作用",其他依次为"共启前景""激励作用""挑战过程"。结论:哈尔滨市的护理管理者多从临床优秀护士中提拔,大多未经过系统的管理理论知识的培训,护理管理者应不断地学习,改进和创新护理管理的模式和方法,提高管理水平。     

护理领域转换型领导方式的研究进展

转换型领导方式是一种优秀、有效的领导方式,具有领导魅力(理想化领导)、感召力、智力激发和个体化关怀4个方面的特征;具有此领导方式的护理管理者在工作和生活中具有很多优点。这种领导方式不仅可以增强护士的组织承诺、提高护士的工作满意度、降低护士的离职率,而且可预测护士的工作业绩,从而使护理管理者更好地进行领导工作。就国内外关于转换型领导在护理领域的相关研究作一综述。     

Negotiating transformational leadership: a key to effective collaboration

Abstract   Transformational leadership is important because it provides not only direction but it also creates opportunities for professional development. This qualitative investigation explored how medical doctors, in order to be transformative, should negotiate with advanced practice nurses while working in collaboration with them. The results first suggest that medical doctors and advanced practice nurses should negotiate appropriate levels of supervision in their working relationship commensurate with the education and experience that the advanced practice nurses bring to the practice. Second, mentoring should be a reciprocal communication process between medical doctors and advanced practice nurses, where thoughtful feedback facilitates appropriate adjustments in respective communication and time management styles. Third, educating necessitates mutual learning, with each party acknowledging the possibility of learning from the other and being sensitive to the value of what the other contributes to the working relationship. The authors conclude that effective leadership involves negotiating along these dimensions, which will contribute to effective team-building.     

新上岗护士心理弹性与护士长变革型领导行为的相关性研究

目的调查新上岗护士心理弹性与护士长变革型领导行为的现状,并分析变革型领导行为对护士心理弹性的影响,为护理管理者采取有效管理措施提高新上岗护士护理质量提供理论依据。方法对哈尔滨市5所三级甲等综合医院158名新上岗护士运用心理弹性量表、变革型领导风格问卷进行调查。结果三级甲等综合医院新上岗护士心理弹性总分为(2.76±0.54),处于中等偏下水平,护士长变革型领导行为及各维度均与新上岗护士心理弹性及各维度呈正相关,且护士长变革型领导风格与是否独生子女可有效预测新上岗护士的心理弹性(P0.01)。结论护理管理者应发挥护士长变革型领导行为的积极作用,以提升新毕业护士的心理弹性。     

Transformational leadership: a cascading chain reaction

Historical influences still permeate contemporary nursing practise. These are mirrored in organizational philosophies, transactional and autocratic leadership styles and disempowered staff. Whilst there is disparity amongst the theorists' definitions of leadership, there is consensus pertaining to the attributes necessary to realize effective leadership. Transformational leadership is heralded as new criterion for nurse managers, and can be achieved through training, education and professional development in key leadership competencies. To achieve a chain reaction, charismatic transformational leaders espouse intellectual stimulation and individual consideration to empower staff and enhance patient care. Nurse managers that develop and foster transformational leadership can surmount oppressive traditions and confidently navigate a complex and rapidly changing health care environment.     

Transformational leadership in nursing: towards a more critical interpretation

HUTCHINSON M and JACKSON D. Nursing Inquiry 2013; 20 : 11–22
Transformational leadership in nursing: towards a more critical interpretation Effective nurse leadership is positioned as an essential factor in achieving optimal patient outcomes and workplace enhancement. Over the last two decades, writing and research on nursing leadership has been dominated by one conceptual theory, that of transformational leadership. This theoretical framework has provided insight into various leader characteristics, with research findings presented as persuasive evidence. While elsewhere there has been robust debate on the merits of the transformational model of leadership, in the nursing literature, there has been little critical review of the model and the commonly used assessment instruments. In this article, we critically review more than a decade of nursing scholarship on the transformational model of leadership and its empirical evidence. Applying a critical lens to the literature, the conceptual and methodological weaknesses of much nursing research on this topic, we question whether the uncritical adoption of the transformational model has resulted in a limited interpretation of nursing leadership. Given the limitations of the model, we advocate embracing new ways of thinking about nursing leadership.     

Paths to nursing leadership

AIM: The aim was to explore why nurses enter nursing leadership and apply for a management position in health care. The study is part of a research programme in nursing leadership and evidence-based care. BACKGROUND: Nursing has not invested enough in the development of nursing leadership for the development of patient care. There is scarce research on nurses' motives and reasons for committing themselves to a career in nursing leadership. METHOD: A strategic sample of 68 Finnish nurse leaders completed a semistructured questionnaire. Analytic induction was applied in an attempt to generate a theory. FINDINGS: A theory, Paths to Nursing Leadership, is proposed for further research. Four different paths were found according to variations between the nurse leaders' education, primary commitment and situational factors. They are called the Path of Ideals, the Path of Chance, the Career Path and the Temporary Path. CONCLUSION: Situational factors and role models of good but also bad nursing leadership besides motivational and educational factors have played a significant role when Finnish nurses have entered nursing leadership. The educational requirements for nurse leaders and recruitment to nursing management positions need serious attention in order to develop a competent nursing leadership.