领导力发展对医疗保健经理情绪健康的影响。

Impact of leadership development on emotional health in healthcare managers.

机构信息

Faculty of Nursing, University of Alberta, Edmonton, AB, Canada.

出版信息

J Nurs Manag. 2010 Nov;18(8):1027-39. doi: 10.1111/j.1365-2834.2010.01178.x.

DOI:10.1111/j.1365-2834.2010.01178.x

PMID:21073574

Abstract

AIM

To examine the effects of a Leadership Development Initiative (LDI) on the emotional health and well-being among five levels of healthcare managers.

BACKGROUND

Increasingly dynamic, demanding healthcare environments result in highly stressful work atmospheres.

METHODS

Using quasi-experimental and mixed methods, we used regression on pre- and post-LDI survey data with 86 managers, and individual/focus group interview data for focused ethnographic analysis.

RESULTS

An increasing trend was observed in self-assessed leadership practices after the LDI with a significant increase in 'inspiring a shared vision' (P<0.01). However, a non-significant decreasing trend in areas of work life and a non-significant increase in cynicism (P=0.14) was observed. Before the LDI, participants' self-assessment of their practice to 'enable others to act' was negatively related to emotional exhaustion (P<0.01). Both before and after the LDI, 'modelling the way' was significantly related to professional efficacy (P<0.01 pre; P<0.05 post). Post-LDI, 'inspiring a shared vision' was negatively (P<0.01) and 'enabling others to act' was positively (P<0.05) related to cynicism.

CONCLUSION

The LDI provided opportunities for healthcare managers to connect, strengthen leadership and social support networks and manage burnout.

IMPLICATIONS FOR NURSING MANAGEMENT

Transformational leadership practices may influence managers' emotional health. Senior administrative support and communicating the structure and vision of developmental initiatives may help to achieve realistic expectations.

摘要

目的

研究领导力发展计划（LDI）对 5 个层次的医疗保健管理人员的情绪健康和幸福感的影响。

背景

日益动态、苛刻的医疗保健环境导致高度紧张的工作氛围。

方法

使用准实验和混合方法，我们使用 86 名经理的 LDI 前后调查数据进行回归，并对焦点小组访谈数据进行了重点民族志分析。

结果

在 LDI 之后，自我评估的领导实践呈上升趋势，“激励共同愿景”的显著增加（P<0.01）。然而，工作生活领域的下降趋势并不显著，愤世嫉俗的增加也不显著（P=0.14）。在 LDI 之前，参与者对自己实践的自我评估“使他人能够采取行动”与情绪疲惫（P<0.01）呈负相关。在 LDI 前后，“树立榜样”与专业效能显著相关（P<0.01 前；P<0.05 后）。在 LDI 之后，“激励共同愿景”与愤世嫉俗呈负相关（P<0.01），“使他人能够采取行动”与愤世嫉俗呈正相关（P<0.05）。