Health Human Resources Optimization, Arthur Labatt Family School of Nursing, The University of Western Ontario, Ontario, Canada.
J Nurs Adm. 2013 Jan;43(1):24-9. doi: 10.1097/NNA.0b013e3182786064.
The aim of this study was to examine new-graduate nurses' perceptions of the influence of authentic leadership and structural empowerment on the quality of interprofessional collaboration in healthcare work environments.
Although the challenges associated with true interprofessional collaboration are well documented, new-graduate nurses may feel particularly challenged in becoming contributing members. Little research exists to inform nurse leaders' efforts to facilitate effective collaboration in acute care settings.
A predictive nonexperimental design was used to test a model integrating authentic leadership and workplace empowerment as resources that support interprofessional collaboration.
Multiple regression analysis revealed that 24% of the variance in perceived interprofessional collaboration was explained by unit-leader authentic leadership and structural empowerment (R = 0.24, F = 29.55, P = .001). Authentic leadership (β = .294) and structural empowerment (β = .288) were significant independent predictors.
Results suggest that authentic leadership and structural empowerment may promote interprofessional collaborative practice in new nurses.
本研究旨在考察新毕业护士对真实领导和结构赋权对医疗工作环境中专业间协作质量的影响的看法。
尽管真正的跨专业协作所面临的挑战已得到充分记录，但新毕业的护士可能会感到特别难以成为有贡献的成员。几乎没有研究可以为护士领导者在急症护理环境中促进有效协作的努力提供信息。
使用预测性非实验设计来测试整合真实领导和工作场所赋权作为支持专业间协作的资源的模型。
多元回归分析显示，单位领导的真实领导和结构赋权解释了感知到的专业间协作差异的 24%（R = 0.24，F = 29.55，P =.001）。真实领导（β =.294）和结构赋权（β =.288）是显著的独立预测因子。
结果表明，真实领导和结构赋权可能会促进新护士的专业间协作实践。
