Faculty of Nursing and Health Sciences, Nord University, Bodø, Norway.
Department of Nursing and Health Promotion, Faculty of Health and Science, Oslo Metropolitan University, Oslo, Norway.
Leadersh Health Serv (Bradf Engl). 2023 Nov 27;ahead-of-print(ahead-of-print). doi: 10.1108/LHS-05-2023-0026.
This study aims to examine nurses' motivation for leadership and explore important challenges nurses face in leadership positions.
DESIGN/METHODOLOGY/APPROACH: Semi-structured interviews were conducted with 20 nurses in leading positions. Thematic analysis was used to analyse the data.
Nurse leaders are recruited from clinical settings, and the transition process from clinical nurse to leader is demanding. Their motivation for leadership seems to be in human values and caring for others. Lack of strategic focus might be a challenge. Nurses in leadership positions emphasize the importance of good relationships with the staff and require an increased focus on strategic leadership.
RESEARCH LIMITATIONS/IMPLICATIONS: Studies have revealed the frustration associated with the role of a nursing leader. According to an evaluation of a clinical leadership development programme, nurses were found to be inadequately prepared for their roles. They had not experienced positive role models, they felt overwhelmed and they regarded colleagues and nursing management structures as unsupportive. There is a need for further research into effective measures to strengthen nurse managers.
The role of leaders has changed over time. There are now increasing requirements and objectives with regard to laws, action plans, improvement projects and cost-effectiveness. A nurse leader has both many tasks and great responsibility. Good leadership relies on skilled nurse leaders meeting statutory requirements in patient care and delivering good quality and patient-safe services. Engaging in process-oriented guidance, such as mentoring, is one way to become more aware of oneself as a professional leader (Mathena, 2002).
ORIGINALITY/VALUE: By identifying and understanding the specific challenges that nurse leaders face, this study can contribute to the development of interventions and strategies to improve leadership practices, thereby enhancing organizational effectiveness.
本研究旨在考察护士的领导动机，并探讨护士在领导岗位上面临的重要挑战。
设计/方法/方法：对 20 名处于领导地位的护士进行了半结构化访谈。采用主题分析对数据进行分析。
护理领导者是从临床环境中招募的，从临床护士到领导者的过渡过程要求很高。他们的领导动机似乎在于人文价值观和关爱他人。缺乏战略重点可能是一个挑战。处于领导地位的护士强调与员工保持良好关系的重要性，并需要更加关注战略领导。
研究局限性/影响：研究揭示了与护理领导者角色相关的挫折感。根据对临床领导力发展计划的评估，发现护士对自己的角色准备不足。他们没有经历过积极的榜样，感到不知所措，认为同事和护理管理结构不支持他们。需要进一步研究加强护士长的有效措施。
领导角色随着时间的推移而发生变化。现在对法律、行动计划、改进项目和成本效益有了越来越多的要求和目标。护士领导者既有许多任务，也有很大的责任。良好的领导取决于熟练的护士领导者满足患者护理方面的法定要求，并提供高质量和患者安全的服务。参与面向过程的指导，如指导，是提高自我作为专业领导者意识的一种方式（Mathena，2002）。
原创性/价值：通过识别和理解护士领导者面临的具体挑战，本研究可以为制定干预措施和战略提供参考，以改善领导实践，从而提高组织效率。
