Leadership Management and Human Resources, Teesside University, Middlesbrough, UK.
Department of Management Sciences, Capital University of Science and Technology, Islamabad, Pakistan.
Leadersh Health Serv (Bradf Engl). 2024 Sep 30;37(4):570-586. doi: 10.1108/LHS-03-2024-0028.
This study aims to examine the impact of nurses' paternalistic leadership style on performance, in the presence of underlying mechanisms, i.e. self-efficacy as a mediator in the high-power distance societies, namely, China and Pakistan, based on social exchange theory. Both healthcare sectors have seen several behavioral advancements in recent years. To improve things, even more, behavioral elements such as the influence of leadership styles, personality traits and so on have become more important. However, leadership styles, particularly paternalistic leadership, have received little attention in this field and need to be highlighted along with the mediating and moderating effects.
DESIGN/METHODOLOGY/APPROACH: Data were collected from public and private sector hospitals in China and Pakistan using a 6-week time lag technique. Firstly, 356 Chinese and 411 Pakistani nurses were surveyed about their perceptions of power distance, self-efficacy and paternalistic leadership. Their managers were called six weeks later for a dyadic response to provide feedback on nurses' performance. For confirmatory factor analysis, AMOS 22 and for regression analysis, SPSS 22 was used.
According to the study's findings, nurses in both countries perform well when led by a paternalistic leader. Furthermore, self-efficacy explains the relationship between paternalistic leaders and nurses' performance. The moderated-mediation result also supported the importance of power distance.
ORIGINALITY/VALUE: This study highlights the kind of nursing leadership which is beneficial in high-power-distance societies and leads to better performance. According to this research, paternalistic leadership improves nurses' performance in both China and Pakistan. As a result, this study will be useful in high-power-distance societies, where hospital administrators can ensure that paternalism is implemented in leadership, thereby improving nurse performance.
本研究旨在检验护士家长式领导风格对绩效的影响，同时考虑到潜在机制，即在高权力距离社会（即中国和巴基斯坦）中，自我效能感作为中介的作用，基于社会交换理论。近年来，这两个医疗保健领域都看到了一些行为上的进步。为了进一步改善，行为要素，如领导风格、个性特征等变得更加重要。然而，领导风格，特别是家长式领导，在这个领域受到的关注较少，需要与中介和调节效应一起突出。
设计/方法/方法：本研究通过 6 周的时间滞后技术，从中国和巴基斯坦的公立医院和私营医院收集数据。首先，对 356 名中国和 411 名巴基斯坦护士进行了调查，了解他们对权力距离、自我效能感和家长式领导的看法。六周后，他们的经理被要求进行二元回应，提供对护士绩效的反馈。本研究使用 AMOS 22 进行验证性因子分析，使用 SPSS 22 进行回归分析。
根据研究结果，在家长式领导下，两国的护士表现良好。此外，自我效能感解释了家长式领导与护士绩效之间的关系。调节中介的结果也支持了权力距离的重要性。
原创性/价值：本研究强调了在高权力距离社会中有益的护理领导方式，并能带来更好的绩效。根据这项研究，家长式领导在中国和巴基斯坦都能提高护士的绩效。因此，这项研究将对高权力距离社会有用，医院管理者可以确保在领导中实施家长式作风，从而提高护士的绩效。
