Herman Susan, Gish Mary, Rosenblum Ruth, Herman Michael
Author Affiliations: Vice President for Patient Services and CNO (Dr S Herman), Adventist Health Bakersfield; Professor (Dr Gish), Department of Nursing, California State University Fresno; Professor (Dr Rosenblum), Valley Foundation School of Nursing, San Jose State University; and Consultant (Dr M Herman), Gate Software, Sunnyvale, California.
J Nurs Adm. 2017 Jun;47(6):327-337. doi: 10.1097/NNA.0000000000000488.
This study reported the evolution of transformational leadership (TL) practices and behaviors across years of age, management experience, and professional nursing practice within a professional nursing leadership organization.
Recent studies of CNO TL found valuations peak near age 60 years. This study reported on a wider range of management positions, correlating years of RN practice and management experience and age to TL metrics.
This study used Kouzes and Posner's Leadership Practices Inventory-Self-Assessment (LPI-S) to survey a nursing leadership organization, the Association of California Nurse Leaders (ACNL). Anonymous responses were analyzed to identify leadership trends in age and years of professional service.
On average, LPI-S metrics of leadership skills advance through years of management, RN experience, and age. The TL scores are statistically higher in most LPI-S categories for those with more than 30 years of RN or management experience. Decade-averaged LPI-S TL metrics in the ACNL survey evolve linearly throughout age before peaking in the decade from age 60 to 69 years. A similar evolution of TL metrics is seen in decades of either years of management experience or years of RN experience. Transformational leadership increased with nursing maturity particularly for LPI-S categories of "inspire a shared vision," "challenge the process," and "enable others to act."
In the ACNL population studied, decade-averaged leadership metrics advanced. Leadership evolution with age in the broader RN population peaked in age bracket 60 to 69 years. The LPI-S averages declined when older than 70 years, coinciding with a shift from full-time work toward retirement and part-time employment.
本研究报告了专业护理领导组织中，变革型领导（TL）实践和行为随年龄、管理经验及专业护理实践年限的演变情况。
近期对首席护理官（CNO）变革型领导的研究发现，其评估得分在60岁左右达到峰值。本研究报告了更广泛的管理职位情况，将注册护士（RN）实践年限、管理经验和年龄与变革型领导指标相关联。
本研究使用库泽斯和波斯纳的领导实践自我评估量表（LPI-S）对一个护理领导组织——加利福尼亚护士领导者协会（ACNL）进行调查。对匿名回复进行分析，以确定年龄和专业服务年限方面的领导趋势。
平均而言，领导技能的LPI-S指标随着管理年限、RN经验和年龄的增长而提高。在大多数LPI-S类别中，拥有超过30年RN或管理经验的人的TL得分在统计学上更高。ACNL调查中按十年平均的LPI-S TL指标在60至69岁这十年达到峰值之前，在整个年龄段呈线性演变。在管理经验年限或RN经验年限的十年中，也观察到了类似的TL指标演变。变革型领导随着护理成熟度的提高而增加，特别是在LPI-S的“激发共同愿景”“挑战过程”和“使他人能够行动”类别中。
在所研究的ACNL人群中，按十年平均的领导指标有所提高。在更广泛的RN人群中，领导能力随年龄的演变在60至69岁年龄组达到峰值。当年龄超过70岁时，LPI-S平均值下降，这与从全职工作向退休和兼职工作的转变相吻合。
