护士经理继任规划模型及相关实证结果。
A nurse manager succession planning model with associated empirical outcomes.
机构信息
Author Affiliations: Assistant Professor (Dr Titzer), College of Nursing and Health Professions, University of Southern Indiana, Evansville; Professor and Assistant Dean, Clinical Affairs and Partnerships (Dr Shirey), University of Alabama at Birmingham; Director Oncology, Palliative Care, and Professional Practice (Dr Hauck), St. Mary's Medical Center, Evansville, Indiana.
出版信息
J Nurs Adm. 2014 Jan;44(1):37-46. doi: 10.1097/NNA.0000000000000019.
OBJECTIVE
Perceptions of leadership and management competency after a formal nurse manager succession planning program were evaluated.
BACKGROUND
A lack of strategic workforce planning and development of a leadership pipeline contributes to a predicted nurse manager shortage. To meet the anticipated needs for future leadership, evidence-based action is critical.
METHODS
A quasi-experimental mixed-methods, 1-group pretest/posttest research design was used. Nurses working in an acute care hospital were recruited for the study and selected using an objective evaluative process.
RESULTS
Participant perceptions regarding their leadership and management competencies significantly increased after the leadership program. Program evaluations confirmed that participants found the program beneficial. One year after program completion, 100% of the program participants have been retained at the organization and 73% had transitioned to leadership roles.
CONCLUSION
Succession planning and leadership development serve as beneficial and strategic mechanisms for identifying and developing high-potential individuals for leadership positions, contributing toward the future nursing leadership pipeline.
目的
评估在正式的护士长继任规划方案后，对领导力和管理能力的认知。
背景
缺乏战略性的劳动力规划和领导力储备的发展，导致预计的护士长短缺。为了满足未来领导的预期需求，基于证据的行动至关重要。
方法
采用准实验性混合方法、1 组前后测研究设计。在一家急性护理医院工作的护士被招募参加研究，并使用客观评估过程进行选择。
结果
参与者对自身领导力和管理能力的认知在领导力方案后显著提高。方案评估证实参与者认为该方案是有益的。在方案完成一年后，100%的方案参与者仍留在组织中，73%的参与者已过渡到领导角色。
结论
继任规划和领导力发展是识别和培养高潜力人才担任领导职位的有益和战略性机制，有助于未来的护理领导力储备。
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