Mäntynen Raija, Vehviläinen-Julkunen Katri, Partanen Pirjo, Turunen Hannele, Miettinen Merja, Kvist Tarja
Department of Nursing Science, University of Eastern Finland, P.O. Box 1627, 70211 Kuopio, Finland.
Department of Nursing Science, University of Eastern Finland, P.O. Box 1627, 70211 Kuopio, Finland ; Kuopio University Hospital, P.O. Box 1777, 70211 Kuopio, Finland.
Nurs Res Pract. 2014;2014:218069. doi: 10.1155/2014/218069. Epub 2014 Jun 10.
This paper describes the changes in transformational leadership and quality outcomes that occurred between 2008 and 2011 in a Finnish university hospital that is aiming to meet the Magnet standards. Measurements were conducted in 2008-2009 and subsequently in 2010-2011 by surveying nursing staff and patients. Nursing staff were surveyed using web-based surveys to collect data on transformational leadership (n 1 = 499, n 2 = 498) and patient safety culture (n 1 = 234, n 2 = 512) and using both postal and web-based surveys to gather information on job satisfaction (n 1 = 1176, n 2 = 779). Questionnaires were used to collect data on care satisfaction from patients (n 1 = 678, n 2 = 867). Transformational leadership was measured using the 54-item TLS, job satisfaction with the 37-item KUHJSS, patient safety culture with the 42-item HSPSC, and patient satisfaction using the 42-item RHCS questionnaire. Transformational leadership, which was the weakest area, was at the same level between the two measurement occasions. Job satisfaction scores increased between 2008 and 2010, although they were generally excellent in 2008. The scores for nonpunitive responses to errors and events reported were also higher in the 2010-2011 surveys. The highest empirical outcome scores related to patient satisfaction. The project and the development initiatives undertaken since 2008 seem to have had positive effects on empirical quality outcomes.
本文描述了一所旨在达到磁体标准的芬兰大学医院在2008年至2011年期间变革型领导和质量成果的变化。在2008 - 2009年以及随后的2010 - 2011年进行了测量，通过对护理人员和患者进行调查。对护理人员的调查采用基于网络的问卷来收集关于变革型领导（n1 = 499，n2 = 498）和患者安全文化（n1 = 234，n2 = 512）的数据，并采用邮寄和基于网络的问卷来收集关于工作满意度（n1 = 1176，n2 = 779）的信息。使用问卷从患者那里收集护理满意度数据（n1 = 678，n2 = 867）。变革型领导采用54项的TLS量表进行测量，工作满意度采用37项的KUHJSS量表，患者安全文化采用42项的HSPSC量表，患者满意度采用42项的RHCS问卷。变革型领导是最薄弱的领域，在两次测量期间处于相同水平。工作满意度得分在2008年至2010年有所提高，尽管在2008年总体上就很高。在2010 - 2011年的调查中，对所报告的错误和事件的非惩罚性反应得分也更高。与患者满意度相关的实证结果得分最高。自2008年以来开展的该项目和发展举措似乎对实证质量成果产生了积极影响。
