Cziraki Karen, Read Emily, Spence Laschinger Heather K, Wong Carol
Arthur Labatt Family School of Nursing, University of Western Ontario , London, Canada.
Faculty of Nursing, University of New Brunswick , Fredericton, Canada.
Leadersh Health Serv (Bradf Engl). 2018 Feb 5;31(1):47-61. doi: 10.1108/LHS-02-2017-0003. Epub 2017 Dec 8.
Purpose This paper aims to test a model examining precursors and outcomes of nurses' leadership self-efficacy, and their aspirations to management positions. Design/methodology/approach A cross-sectional survey of 727 registered nurses across Canada was conducted. Structural equation modelling using Mplus was used to analyse the data. Findings Results supported the hypothesized model: χ(312) = 949.393; CFI = 0.927; TLI = 0.919; RMSEA = 0.053 (0.049-0.057); SRMR 0.044. Skill development opportunities ( ß = 0.20), temporary management roles ( ß = 0.12) and informal mentoring ( ß = 0.11) were significantly related to nurses' leadership self-efficacy, which significantly influenced motivation to lead ( ß = 0.77) and leadership career aspirations ( ß = 0.23). Motivation to lead was significantly related to leadership career aspirations ( ß = 0.50). Practical implications Nurses' leadership self-efficacy is an important determinant of their motivation and intention to pursue a leadership career. Results suggest that nurses' leadership self-efficacy can be influenced by providing opportunities for leadership mastery experiences and mentorship support. Leadership succession planning should include strategies to enhance nurses' leadership self-efficacy and increase front-line nurses' interest in leadership roles. Originality value With an aging nurse leader workforce, it is important to understand factors influencing nurses' leadership aspirations to develop and sustain nursing leadership capacity. This research study makes an important contribution to the nursing literature by showing that nurses' leadership self-efficacy appears to be an important determinant of their motivation to lead and desire to pursue a career as a nurse leader.
目的 本文旨在检验一个模型，该模型考察护士领导自我效能感的前因和结果，以及他们对管理职位的抱负。 设计/方法/途径 对加拿大727名注册护士进行了横断面调查。使用Mplus进行结构方程建模来分析数据。 研究结果 结果支持了假设模型：χ(312)=949.393；CFI=0.927；TLI=0.919；RMSEA=0.053(0.049 - 0.057)；SRMR 0.044。技能发展机会(ß=0.20)、临时管理角色(ß=0.12)和非正式指导(ß=0.11)与护士的领导自我效能感显著相关，而领导自我效能感又显著影响领导动机(ß=0.77)和领导职业抱负(ß=0.23)。领导动机与领导职业抱负显著相关(ß=0.50)。 实践意义 护士的领导自我效能感是其追求领导职业的动机和意愿的重要决定因素。结果表明，通过提供领导掌握经验的机会和指导支持，可以影响护士的领导自我效能感。领导继任计划应包括提高护士领导自我效能感和增加一线护士对领导角色兴趣的策略。 原创价值 随着护士领导队伍的老龄化，了解影响护士领导抱负的因素对于发展和维持护理领导能力很重要。本研究通过表明护士的领导自我效能感似乎是其领导动机和追求护士领导职业愿望的重要决定因素，为护理文献做出了重要贡献。
