Abdul Salam Hana'a, Dumit Nuhad Yazbik, Clinton Michael, Mahfoud Ziyad
Hariri School of Nursing, American University of Beirut, P.O. Box: 11-0236, Riad El Solh, Beirut, 1107 2020, Lebanon.
Weill Cornell Medicine-Qatar, P.O. Box: 24144, Doha, Qatar.
BMC Nurs. 2023 Feb 10;22(1):37. doi: 10.1186/s12912-023-01192-1.
High resilience increases nurses' ability to cope with job-related stressors and enhances job satisfaction and, consequently, their retention. The study aims to identify resilience predictors and perceptions of transformational leadership in a convenience sample of registered nurses in Lebanon.
An anonymous cross-sectional survey of a convenience sample of 240 registered nurses working for more than a year at three private hospitals in an underserved area in South Lebanon was used. The survey instrument included demographic questions, the True Resilience Scale ©, and the Global Transformational Leadership Scale. Multiple linear regression was used to assess the predictors of resilience after a descriptive analysis of the study variables.
The survey response rate was 85%. The nurses' mean resilience score was 119.4 (SD 15.3), and their perception of transformational leadership score was M = 25.0, SD = 6.8. Compared to bedside nurses, nurse managers, nurses with more than five years of experience, and nurses in critical nursing units had statistically significant higher resilience scores (p < 0.05). Resilience scores and perception of global transformational leadership were moderately correlated (r = 0.53, p < 0.05). In the final multiple linear regression model, 30% of the variation in resilience scores was explained by designation (p < 0.05) and perception of Global Transformational Leadership (p < 0.01). Perception of global transformational leadership scores explained 29% of the variance in resilience scores. Designation and perception of global transformational leadership predicted resilience in this sample.
A national survey of the Lebanese nursing workforce is needed to achieve an improved predictive model and support policy developments to increase resilience among bedside nurses and retain them in the nursing workforce. Nurse administrators can help by strengthening their transformational leadership behaviors. Consistent use of transformational leadership styles will strengthen bedside nurses' resilience, increase nurse retention, and help sustain the Lebanese nursing workforce.
高心理韧性可增强护士应对工作压力源的能力，提高工作满意度，进而有助于他们继续留在岗位。本研究旨在确定黎巴嫩注册护士便利样本中的心理韧性预测因素以及对变革型领导的认知。
对黎巴嫩南部一个服务欠缺地区的三家私立医院中工作一年以上的240名注册护士便利样本进行了匿名横断面调查。调查工具包括人口统计学问题、《真正的心理韧性量表》©以及《全球变革型领导量表》。在对研究变量进行描述性分析之后，使用多元线性回归来评估心理韧性的预测因素。
调查回复率为85%。护士的平均心理韧性得分为119.4（标准差15.3），他们对变革型领导的认知得分为M = 25.0，标准差 = 6.8。与床边护士相比，护士长、有五年以上工作经验的护士以及重症护理单元的护士在统计学上具有显著更高的心理韧性得分（p < 0.05）。心理韧性得分与对全球变革型领导的认知呈中度相关（r = 0.53，p < 0.05）。在最终的多元线性回归模型中，心理韧性得分30%的变异可由职位（p < 0.05）和对全球变革型领导的认知（p < 0.01）来解释。对全球变革型领导得分的认知解释了心理韧性得分29%的方差。职位和对全球变革型领导的认知在该样本中可预测心理韧性。
需要对黎巴嫩护理人员进行全国性调查，以建立一个改进的预测模型，并支持政策制定，以增强床边护士的心理韧性，并使他们继续留在护理队伍中。护士管理人员可以通过加强他们的变革型领导行为来提供帮助。持续采用变革型领导风格将增强床边护士的心理韧性，提高护士留职率，并有助于维持黎巴嫩的护理队伍。
