The Influence of Authentic Leadership and Empowerment on New-Graduate Nurses’ Perceptions of Interprofessional Collaboration

Laschinger, Heather K. Spence; Smith, Lesley

doi:10.1097/nna.0b013e3182786064

Cited by 55 publications

(60 citation statements)

References 26 publications

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“…There was a positive, and significantly proven, influence of real-life leadership on the structure of empowerment, performance and job satisfaction (11) . Therefore, it was proven that leadership style played a key role in job satisfaction (11) ; and that empowerment is a strategy that can create positive working environments in nursing (12) . The perception of recently graduated staff nurses was also a focus of analysis.…”

Section: Leadership Model Tests (N = 6)mentioning

confidence: 99%

The work environment and leadership  in nursing: an integrative review

Balsanelli

Cunha

2014

Rev. esc. enferm. USP

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Objetivo: Verificar la relación entre el ambiente laboral y el liderazgo del enfermero. Método: Revisión integrativa de la literatura cuyo inventario fue llevado a cabo en las bases de datos LILACS, PubMed, CINAHL y en el portal de revistas SciELO, en el perío-do de enero a abril de 2013. Los criterios de inclusión fueron: indexación en el perío-do de 2006 a 2013, que trabajase la relación entre el ambiente laboral y el liderazgo ejercido por el enfermero en la conducción de su equipo y que estuviese disponible en los idiomas inglés, español y portugués. Resultados: La muestra se constituyó de 12 artículos que atendieron a los criterios planteados. Conclusión: Los resultados muestran que el liderazgo causa impacto en el ambiente laboral. Sin embargo, no se encontraron estudios que mostrasen la influencia del ambiente laboral en el liderazgo del enfermero.

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Section: Leadership Model Tests (N = 6)mentioning

confidence: 99%

The work environment and leadership  in nursing: an integrative review

Balsanelli

Cunha

2014

Rev. esc. enferm. USP

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“…In health institutions, nurses act as facilitators in the identification of risks for AE, which is a key element in this process due to their assistance role. As the nurses take their leadership roles with the team, there is evidence of improved care (11) , therefore, they should report, compare and measure the facts and consequences of AE. In addition, the nurses are technically responsible for the nursing staff with their class council, and will respond to potential lawsuits related to the occurrence of adverse events.…”

Section: Introductionmentioning

confidence: 99%

Patient safety management from the perspective of nurses

Françolin¹,

Gabriel

Bernardes

et al. 2015

Rev. esc. enferm. USP

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Objective:To evaluate the actions of patient safety management developed in hospitals, from the perspective of nurses. Method: This is a cross-sectional, descriptive study of the survey type. Participants were seven hospitals, in which seven nurse managers and 49 sector coordinator nurses (n = 56) answered the instrument prepared by the author. Results:The results showed that 100% of hospitals have an adverse event reporting system, 71.4% have a Risk Management Committee and 80% have discussions about the events. There is agreement that these discussions lead to favorable changes for patient safety in the surveyed institutions. The employees' fear of punishment for their faults, and the underreporting of events were the aspects of greatest weakness found. Conclusion: The institutions should develop organizational policies focused on stimulating event notification and on the implementation of measures directed to a non-punitive organizational culture.

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“…However, no evidence was found to indicate that work support had a buffering effect on the stress-burnout relationship. In contrast, a study by Laschinger, Wong & Grau [18] pointed to authentic behaviour of nursing leaders as important to nurses' perceptions of structurally empowering conditions in their work environments, regardless of experience level, as a contribution to lower levels of emotional exhaustion and cynicism. This is further supported by Peters, Cant, Sellick et al [16], who suggested that managers have a key role in providing education and training for palliative care nurses to support their personal development and to help reduce the vulnerability and the impact of stress in the workplace.…”

Section: Introductionmentioning

confidence: 85%

Critical Factors in Managing Relationally Demanding Jobs, in Care for Very Ill and/or Dying Patients: A Phenomenological Study among Public Hospital Nurses

Bjarnadottir¹,

Lillefjell²

2015

OJN

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Background: Workload, interpersonal relationships, professional conflict and the emotional cost of providing care are potential sources of stress and burnout among nurses. Based on experiences of hospital nurses, this paper aims to identify critical factors for nurses in managing relationally demanding situations in care for very ill and/or dying patients. Methods: In-depth interviews were carried out with six nurses, working in a medium-sized hospital in Norway. The interviews were analysed using an interpretative phenomenological analysis. Results: The lack of identification with the core aspect of the job, relational contact with patients and relatives, and external motivation were found as potential barriers for managing relationally demanding jobs. The results also indicate that the nurses' experiences of symptoms of burnout can be a result of demands that exceeded the nurses' resources. A match between personal capacity and demands, mutual support among colleagues and leadership support, and contextual factors are critical to prevent the negative process of burnout. Conclusion: The results underscore the importance of an early response to employees who are beginning to struggle at work and the relevance of a true match between personal capacity and job demands. Moreover support among colleagues and leadership seems critical to prevent a negative process of burnout and help to manage relationally demanding jobs.

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The Influence of Authentic Leadership and Empowerment on New-Graduate Nurses’ Perceptions of Interprofessional Collaboration

Abstract: Results suggest that authentic leadership and structural empowerment may promote interprofessional collaborative practice in new nurses.

Cited by 55 publications

References 26 publications

The work environment and leadership  in nursing: an integrative review

The work environment and leadership  in nursing: an integrative review

Patient safety management from the perspective of nurses

Critical Factors in Managing Relationally Demanding Jobs, in Care for Very Ill and/or Dying Patients: A Phenomenological Study among Public Hospital Nurses

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The Influence of Authentic Leadership and Empowerment on New-Graduate Nurses’ Perceptions of Interprofessional Collaboration

Abstract: Results suggest that authentic leadership and structural empowerment may promote interprofessional collaborative practice in new nurses.

Cited by 55 publications

References 26 publications

The work environment and leadership in nursing: an integrative review

The work environment and leadership in nursing: an integrative review

Patient safety management from the perspective of nurses

Critical Factors in Managing Relationally Demanding Jobs, in Care for Very Ill and/or Dying Patients: A Phenomenological Study among Public Hospital Nurses

Contact Info

Product

Resources

About

The work environment and leadership  in nursing: an integrative review

The work environment and leadership  in nursing: an integrative review