An empowerment framework for nursing leadership development: supporting evidence

MacPhee, Maura; Skelton-Green, Judith; Suryaprakash, Nitya

doi:10.1111/j.1365-2648.2011.05746.x

Cited by 95 publications

(117 citation statements)

References 30 publications

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“…together. Clinical leaders play a crucial role in enhancing work quality for staff (Duffield et al, 2011;Duffield et al, 2009;MacPhee et al, 2012) reduces .the potential for conflict, and effectively manages the barriers created by generational gaps between staff (Nelsey & Brownie, 2012). Closed loop communication as described by ensures that all team members are actively exchanging information and involves several stages including delivery, receiving, interpreting and acknowledgement that the communication has been received .…”

Section: Nursing Teamworkmentioning

confidence: 99%

“…Despite the acknowledged benefits of the intervention, the author cautions that it is unlikely the intervention will suit all settings and further studies are warranted (B. J. Strategies such as team building interventions, team training(B. J. , development of leadership skills (Dignam et al, 2012;MacPhee et al, 2012), the use of simulation models to optimise communication, and leadership during stressful situations have been recommended (D. Miller, Crandall, Washington, & McLaughlin, 2012). These findings are of particular relevance providing solutions that may be used to improve team work at a local level.…”

Section: Nursing Teamworkmentioning

confidence: 99%

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Factors contributing to nursing team work in an acute care tertiary hospital

et al. 2017

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Factors contributing to nursing team work in an acute care tertiary hospital Background:Effective nursing teamwork is an essential component of quality health care and patient safety.Understanding which factors foster team work ensures teamwork qualities are cultivated and sustained.Objective: This study aims to investigate which factors are associated with team work in an Australian acute care tertiary hospital across all inpatient and outpatient settings. Methods:All nurses and midwives rostered to inpatient and outpatient wards in an acute care 600 bed hospital in Sydney Australia were invited to participate in a cross sectional survey between September to October 2013. Data were collected, collated, checked and analysed using Statistical Package for the Social Sciences (SPSS) Version 21. Factors reporting a significant correlation with where p<0.05were analysed in a multiple regression model. Results:A total of 501 surveys were returned. Nursing teamwork scores ranged between 3.32 and 4.08.Teamwork subscale Shared Mental Model consistently rated the highest. Mean scores for overall communication between nurses and team leadership were 3.6 (S.D. 0.57) and 3.8 (SD 0.6) respectively. Leadership and communication between nurses were significant predictors of team work p<0.001. Conclusion:Our findings describe factors predictive of teamwork in an acute care tertiary based hospital setting across inpatient and outpatient specialty units. Our findings are of particular relevance in identifying areas of nurse education and workforce planning to improve nursing team work. AimsThis study aims to investigate which factors are associated with nursing team work in a large Australian acute care hospital setting Methods DesignAll nurses and midwives rostered to inpatient and outpatient wards in a acute care 600 bed hospital in Sydney Australia were invited to participate in a cross sectional survey between September to October 2013. Nurses and midwives who were on leave and those who worked on a casual basis during the study period were excluded from the study. Ethical approval was obtained from the South Eastern Sydney Local Health District Human research Ethics Committee and Research Governance 4Office, St George Hospital to undertake a de-identified nursing workforce survey. Nurse and Midwifery Unit Managers were informed of the study and their participation sought .All nurses and midwives were informed of the study through in-services. In order to increase response rate nurses were allotted additional time by hospital management to complete the questionnaire. (Pit, Vo, & Pyakurel, 2014). Questionnaires were returned in a large envelope and placed in a box located on each patient care unit. The questionnaires were collected each day by a research assistant. Data CollectionData were collected relating to nurse workforce demographics, communication between nurses, nursing team work, and perceived model of nursing care. Nurse workforce demographics included; gender, age, designation, education level, new graduate statu...

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Section: Nursing Teamworkmentioning

confidence: 99%

Section: Nursing Teamworkmentioning

confidence: 99%

Factors contributing to nursing team work in an acute care tertiary hospital

et al. 2017

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“…Nesse contexto, o empoderamento tem sido associado ao desenvolvimento profissional de enfermeiros, a uma boa liderança e satisfação no trabalho. 5,6 Essa abordagem pode ajudar os enfermeiros a identificar o significado do trabalho de enfermagem, aumentar a sua confiança e fortalecer seu impacto no trabalho. Esse tipo de associação é importante porque boas relações entre enfermeiros e gerentes de enfermagem podem influenciar a atitude geral para com a organização.…”

Section: Introductionunclassified

Translation and Cultural Adaptation of the Psychological Empowerment Instrument For the Brazilian Context

Schumaher

Alexandre

2017

REME: Revista Mineira De Enfermagem

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RESUMOEmpoderamento psicológico está relacionado a uma sensação de motivação referente ao ambiente de trabalho. É um processo pelo qual os trabalhadores ganham o controle, expressam e satisfazem suas necessidades e são capazes de identificar, analisar e propor soluções aos problemas relacionados ao trabalho. Estudos comprovam que quando utilizado nos ambientes de trabalho de enfermagem, proporcionam resultados positivos, como: o aumento da satisfação no trabalho, comprometimento organizacional e redução do Burnout. O Psychological Empowerment Instrument (PEI) é um instrumento que avalia uma medida multidimensional de empoderamento psicológico no contexto do trabalho. Trata-se de um questionário composto de 12 itens e subdivido em quatro domínios (significado, competência, autodeterminação e impacto) com uma escala de medida do tipo Likert. Objetivo: discutir a importância da aplicação do empoderamento psicológico no ambiente da enfermagem, bem como disponibilizar uma versão do PEI para a língua portuguesa do Brasil, traduzindo e adaptando culturalmente o instrumento. Métodos: estudo metodológico, de corte transversal. O processo de adaptação cultural desenvolveu-se por meio de etapas recomendadas internacionalmente -tradução, síntese, retrotradução, avaliação por comitê de especialistas e o pré-teste. Resultados: o índice de validade de conteúdo foi considerado adequado (0,95). Os itens foram analisados pelos membros do comitê de especialistas que sugeriram alterações com o objetivo de facilitar a compreensão pela população. Foi também realizado um pré-teste com 31 sujeitos. Conclusão: o PEI se mostrou adequado para a população brasileira. É necessário que outros estudos avaliem as propriedades psicométricas do instrumento. Palavras-chave: Tradução; Estudos de Validação; Questionários; Enfermagem; Poder (Psicologia). ABSTR ACT Psychological empowerment is related to a sense of motivation in the work environment. It is a process through which workers have their control increased, can express and satisfy their needs and are able to identify, analyze and propose solutions to problems related to their work. Studies have shown that when used in nursing work environments it provides positive results, such as increased job satisfaction, organizational commitment, and reduced burnout. The Psychological Empowerment Instrument (PEI) is an instrument that evaluates a multidimensional measure of empowerment in occupational context. This is a questionnaire consisting of 12 items, subdivided into 4 domains (meaning, competence, selfdetermination and impact) with a Likert

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“…Although the original plan had been to mix participants from different organizational levels, attendees were concerned about revealing role weaknesses with supervisors and subordinates (raising the issue of trust formation). MacPhee et al 56 found that novice front-line nurse leaders preferred peer-based learning, while mid-level leaders seemed comfortable learning with leaders from other health care disciplines or organizational levels. The front-line nurse leaders, newer to their roles, may have needed more psychological space than leaders at higher organizational levels who were accustomed to interacting with other disciplines and other leadership levels.…”

Section: Multilevel Leadership Development Within Organizationsmentioning

confidence: 99%

Global health care leadership development: trends to consider

MacPhee¹,

Chang²,

Lee³

et al. 2013

JHL

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This paper provides an overview of trends associated with global health care leadership development. Accompanying these trends are propositions based on current available evidence. These testable propositions should be considered when designing, implementing, and evaluating global health care leadership development models and programs. One particular leadership development model, a multilevel identity model, is presented as a potential model to use for leadership development. Other, complementary approaches, such as positive psychology and empowerment strategies, are discussed in relation to leadership identity formation. Specific issues related to global leadership are reviewed, including cultural intelligence and global mindset. An example is given of a nurse leadership development model that has been empirically tested in Canada. Through formal practice-academic-community collaborations, this model has been locally adapted and is being used for nurse leader training in Hong Kong, Taiwan, and Brazil. Collaborative work is under way to adapt the model for interprofessional health care leadership development.

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An empowerment framework for nursing leadership development: supporting evidence

Abstract: This study provides evidence that a theoretical empowerment framework and strategies can empower nurse leaders, potentially resulting in staff empowerment.

Cited by 95 publications

References 30 publications

Factors contributing to nursing team work in an acute care tertiary hospital

Factors contributing to nursing team work in an acute care tertiary hospital

Translation and Cultural Adaptation of the Psychological Empowerment Instrument For the Brazilian Context

Global health care leadership development: trends to consider

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