Tourangeau Ann E, Lemonde Manon, Luba Marcia, Dakers Diane, Alksnis Chris
Faculty of Nursing, University of Toronto, Toronto, Ontario.
Nurs Leadersh (Tor Ont). 2003;16(3):91-104. doi: 10.12927/cjnl.2003.16256.
Parallel to the shortage of clinical nurses is the diminishing pool of nurses who aspire to leadership roles in healthcare. The authors of this paper report on the evaluation of an intervention administered to a group of Canadian nurses designed to assist participants to value leadership and to develop knowledge, skills and attitudes required for effective leadership. A one-group pre-test, post-test quasi-experimental design guided the study. All participants received a five-day residential leadership development intervention. Participants acted as their own controls and were assessed, both immediately before intervention implementation and three months later, on the self- and observer-reported leadership practices as well as self-reported levels of burnout. Results indicated that a concentrated, residential leadership development intervention is effective in strengthening leadership behaviours performed by both already established and aspiring nurse leaders from the perspective of observers, but not from self-reported assessments. No significant changes in self-reported burnout levels were found. It is possible to deliver leadership development interventions to both established and aspiring nurse leaders that result in fairly rapid improvements in observed leadership practices.
与临床护士短缺并行的是，渴望在医疗保健领域担任领导角色的护士群体日益减少。本文作者报告了对一组加拿大护士实施的一项干预措施的评估情况，该干预措施旨在帮助参与者重视领导力，并培养有效领导所需的知识、技能和态度。采用单组前后测准实验设计指导该研究。所有参与者都接受了为期五天的住宿式领导力发展干预。参与者作为自己的对照，在干预实施前和三个月后，就自我报告和他人报告的领导行为以及自我报告的倦怠水平进行评估。结果表明，从观察者的角度来看，集中的住宿式领导力发展干预能有效加强既定和有抱负的护士领导者的领导行为，但自我报告评估结果并非如此。自我报告的倦怠水平没有显著变化。有可能为既定和有抱负的护士领导者提供领导力发展干预措施，从而使观察到的领导行为得到相当迅速的改善。
