A Qualitative Description of Millennial Nurse Administrators’ Perspectives on Leadership and Their Practice Environment

Abstract

Introduction: Millennial nurses are beginning to accept leadership roles and will soon take over governance in the nursing profession and healthcare industry. This study aimed to describe the perspectives on leadership and their practice environment of millennial nurse administrators working in tertiary hospitals in Iloilo City, Philippines. Methods: Eight (8) millennial nurse administrators were purposively chosen. Through a qualitative descriptive inquiry by Sandelowski (2000), data were gathered using semi-structured interviews and analyzed employing qualitative content analysis. Results: Twelve (12) meaningful categories were derived directly from the interview transcripts. Millennial nurse administrators perceive leadership by way of (1) directing, (2) guiding, (3) empowering and (4) modeling to staff. They viewed their practice environment as (5) having a harmonious relationship while (6) maintaining professional relationship among the healthcare team members, (7) upholding standards and (8) ensuring client satisfaction as a measure of quality care. Millennial nurse administrators shared feelings of being (9) overwhelmed at the start yet (10) fulfilling in the end. Lastly, they had challenges in (11) dealing with older staff and in (12) assuming the full responsibility and accountability of their unit. Conclusions: Considering the complexities in the healthcare profession, millennial nurse administrators cope with the responsibilities brought by their position as major key players to ensure that unit operations abide with practice standards. Millennial nurse administrators must be provided with understanding, support, and mentoring, to enhance their leadership competencies as they progress into higher leadership positions.

Leader Empowering Behaviors and Psychological Empowerment as Perceived by Young Hospital Staff Nurses: A Pilot Study

“…Although Asiri, Rohrer, Al-Surimi, Da'ar, & Ahmed (2016) found that most nurses in their study believed that their immediate nursing managers were not displaying the ideal level of transformational leadership behaviors wherein empowerment is central, local studies provide support of the empowering leadership style or behaviors among Filipino nurse managers. For example, Lamasan & Oducado (2018) found that Filipino millennial nurse administrators consider their leadership to be empowering. Correspondingly, Filipino nurses in a tertiary hospital in the Philippines agreed that their nurse managers utilized transformational leadership styles (Lapeña, Tuppal, Loo, Abe, 2017).…”

Leadership styles and effectiveness in the workplace: A perspective of the millennial generation

“…Orientated towards people rather than task-driven Maier et al (2015) Have a close connection with their followers Axten (2015) Understanding and non-judgemental Dols, Chargualaf and Martinez (2019) Inclusive and collaborative Maier et al (2015); Paramarta (2018) Accessible and reliable Dols et al (2019) Guiding and empowering Lamasan and Oducado (2018) Committed and dedicated Dols et al (2019) Immediate feedback and recognition Axten (2015); Rony (2019) Individual mentoring Lamasan and Oducado (2018); Omilion-Hodges & Sugg (2019); Rony (2019) Millennials prefer leaders who display a leadership style that shows care for their followers as opposed to meeting their own personal agendas (Long 2017). They prefer leaders who give personal attention to their employees, getting to know them by being more orientated towards people rather than tasks (Maier et al 2015).…”

“…Millennials see leaders as guiding and empowering personnel and also as role models (Lamasan & Oducado 2018). They expect leaders to be charismatic by providing their workers with a sense of purpose through encouragement (Grubbström & Lopez 2018).…”

Nurses’ Awareness and Participation in Mandatory Continuing Professional Development in the Philippines: A Pilot Survey

“…The nurses included in this survey were generally young, not older than 35 years old. These nurses belong to the millennial generation and are believed to be the largest cohort in the current nursing workforce (Lamasan & Oducado, 2018). Attention must be given to younger nurses, like new graduate nurses, as they were found to have limited CPD participation (Ubas-Sumagaysay & Oducado, 2020).…”