Leadership style and culturally competent care: Nurse leaders’ views of their practice in the multicultural care settings of the United Arab Emirates

Amouri, Souher El; O'Neill, Shirley

doi:10.1080/10376178.2014.11081936

Cited by 18 publications

(12 citation statements)

References 30 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…We found Technology and Care Initiatives were highly important to senior managers; however, there was no significant difference between the grades in relation to performance of this in practice. Although it is plausible that technological advances are linked to financial matters and thereby not under the control of all grades, care initiatives can be led at any level unless workplace regulations pose a barrier to this (El Amouri & O'Neill, ) and staff grades are not prepared for such roles (Denker et al, ).…”

Section: Discussionmentioning

confidence: 99%

Perceived importance and performance of clinical leadership in practice: A cross‐sectional study of nurses and midwives of all grades

et al. 2019

View full text Add to dashboard Cite

Aim To explore the differences in perceived importance and actual performance of clinical leadership for all grades of nurses and midwives engaged in clinical practice. Background Clinical leadership is central to the provision of person‐centred care. However, little is known about how nurses and midwives perceive this in practice. Methods Data were collected on a sample of nurses and midwives in the Republic of Ireland, using a cross‐sectional study design (n = 324). The clinical leadership needs analysis instrument was used to measure perceived importance and performance of clinical leadership in practice. Grades of nurses/midwives included; staff, manager, advanced practitioner and senior manager. Results Senior managers were more likely to report significantly higher scores than staff grades for perceived importance of Technology & Care Initiatives (p < .01) and Financial & Service Management (p = .02). Performance of Staff & Care Delivery was significantly higher for senior managers than staff grades [F(5,309) = 6.06 p < .01]. Conclusion There was a mismatch between the perceived importance and actual performance of clinical leadership in practice between different grades of staff. Implications for Nursing Management Leadership training for all grades and mentoring of staff grades can promote the building of confidence and empower staff in leading clinical practice.

show abstract

Section: Discussionmentioning

confidence: 99%

Perceived importance and performance of clinical leadership in practice: A cross‐sectional study of nurses and midwives of all grades

et al. 2019

View full text Add to dashboard Cite

show abstract

“…Even if professional norms are easily deciphered, an overlay of cultural understanding can produce equivocality, which means that IQNs may need to reduce the unpredictability of environmental ambiguity. This highlights the way in which leadership is critical to providing culturally appropriate interactions in healthcare environments to help “fill the gaps” in understanding (El Amouri & O'Neill, ). As Montayre, Montayre, and Holroyd () contend, there are many challenges for migrant nurses that are not necessarily clinical, rather language‐based, such as jargon and accents, and feelings of acceptance in the workplace team.…”

Section: Discussionmentioning

confidence: 99%

Internationally qualified nurse communication—A qualitative cross country study

Brunton

Cook

Kuzemski

et al. 2019

Journal of Clinical Nursing

View full text Add to dashboard Cite

Aims and objectives To compare the communication and practice experiences of migrant nurses in geographically distant, culturally dissimilar countries in Eastern and Western contexts. Background Considerable research has focused on the experience of acculturation of migrant nurses into geographically diverse locations. However, there remains scant comparative research which considers the ways in which migrant nurses interpret their experience through making “sense” of events encountered in their practice. Design An exploratory qualitative study was conducted using face‐to‐face interviews with 36 migrant nurses currently practising in New Zealand and 20 migrant nurses practising in the United Arab Emirates. Methods The same question schedule was used to explore influences on communication and practice in both settings. Thematic analysis and sensemaking theory guided coding and analysis of data. COREQ guidelines informed the reporting of qualitative data. Results Qualitative analysis resulted in five representative themes, three illustrating similarities across diverse cultures and two that demonstrate the differences migrant nurses require to navigate across contrasting cultural environments successfully. Conclusion Cultural value‐based differences in both locales caused both systemic and interpersonal sensemaking challenges for migrant nurses that emphasise the importance of orientation and education programmes for internationally qualified nurses. However, cultural conflicts also exist within groups. Orientation programmes should address culturally patterned responses among different groups of internationally qualified nurses. Relevance to clinical practice Findings demonstrate a need for migrant nurses to be willing to embrace ambiguity in order to acculturate into a collaborative team culture in each of the geographical locations in this study. As registered nurses (RNs) also carry their cultural imprint, orientation interventions targeting the cultural variations of nurses in less standardised orientation programmes may be more beneficial in enhancing acculturation and in turn, staff retention.

show abstract

“…Denker, Sherman, Hutton‐Woodland, Brunell, and Medina () identified several barriers to nurse leadership, including: their absence in policy making, lacking a unified voice, problematic public perception of nursing roles and a lack of leadership resources to enhance leadership skills. Furthermore, workplace regulations (El Amouri & O'Neill, ), uncertainty about nurse leaders’ responsibility in relation to performance related goals, quality indicators being met, ineffective communication and frequent policy changes in volatile clinical environments can hinder the development of leaders (Dyess, Sherman, Pratt, & Chiang‐Hanisko, ).…”

Section: Introductionmentioning

confidence: 99%

Development and psychometric testing of the clinical leadership needs analysis (CLeeNA) instrument for nurses and midwives

et al. 2018

View full text Add to dashboard Cite

show abstract

Leadership style and culturally competent care: Nurse leaders’ views of their practice in the multicultural care settings of the United Arab Emirates

Cited by 18 publications

References 30 publications

Perceived importance and performance of clinical leadership in practice: A cross‐sectional study of nurses and midwives of all grades

Perceived importance and performance of clinical leadership in practice: A cross‐sectional study of nurses and midwives of all grades

Internationally qualified nurse communication—A qualitative cross country study

Development and psychometric testing of the clinical leadership needs analysis (CLeeNA) instrument for nurses and midwives

Contact Info

Product

Resources

About