Gunawan Joko, Aungsuroch Yupin, Fisher Mary L, McDaniel Anna M, Marzilli Colleen
Faculty of Nursing, Chulalongkorn University, Bangkok, Thailand.
FINE Center, Indiana University School of Nursing, Indianapolis, IN, USA.
J Multidiscip Healthc. 2020 Sep 25;13:1017-1025. doi: 10.2147/JMDH.S269150. eCollection 2020.
Working as a first-line nurse manager requires high managerial competence as an essential component in the delivery of health care. Therefore, factors that influence managerial competence warrant examination. The aim of this study was to identify factors associated with managerial competence of the first-line nurse managers using the best-fit model of human resource management framework.
A cross-sectional study was conducted. A total of 247 first-line nurse managers from 18 public hospitals in Indonesia participated. Data on managerial competence and its related factors were collected via validated questionnaires.
The five factors of managerial competence were identified - performance appraisal ( = 0.476, < 0.001), career advancement ( = 0.425, < 0.001), recruitment and selection ( = 0.354, < 0.001), larger hospitals ( = 0.165, = 0.001), and management training attendance ( = 0.109, = 0.029), which collectively explained 44.9% of the variance in managerial competence.
Human resource management factors, hospital types, and training attendance have significant roles to improve managerial competence of the first-line nurse managers. Nurse managers should provide routine performance appraisal, career advancement, and transparent recruitment and selection as well as to improve the attendance of management training and learn from larger hospitals for leadership and development of the first-line nurse managers.
作为一线护士管理者，具备较高的管理能力是提供医疗保健服务的重要组成部分。因此，影响管理能力的因素值得研究。本研究旨在运用人力资源管理框架的最佳拟合模型，确定与一线护士管理者管理能力相关的因素。
进行了一项横断面研究。来自印度尼西亚18家公立医院的247名一线护士管理者参与了研究。通过经过验证的问卷收集管理能力及其相关因素的数据。
确定了管理能力的五个因素——绩效评估（=0.476，<0.001）、职业发展（=0.425，<0.001）、招聘与选拔（=0.354，<0.001）、大型医院（=0.165，=0.001）和参加管理培训（=0.109，=0.029），这些因素共同解释了管理能力差异的44.9%。
人力资源管理因素、医院类型和培训参与度对提高一线护士管理者的管理能力具有重要作用。护士管理者应提供常规绩效评估、职业发展、透明的招聘与选拔，同时提高管理培训的参与度，并向大型医院学习，以促进一线护士管理者的领导力和发展。
