Zhang Yi-Lin, Wang Yan-Ping, Sun Tao, Tian Yi-Nan, Qin Xia-Xia, Duan Xin-Yu, Gan Yu-Tian, Wang Guan-Jun, Yang Li-Bin, Zhang Shu-E
Department of Health Management, School of Health Management, Harbin Medical University, Harbin, Heilongjiang, People's Republic of China.
Department of Health Policy and Management, School of Public Health, Hangzhou Normal University, Hangzhou, Zhejiang, People's Republic of China.
J Healthc Leadersh. 2024 Oct 13;16:375-388. doi: 10.2147/JHL.S487152. eCollection 2024.
Transformational leadership among core hospital leaders boosts medical organizations' competitiveness, adaptability, and sustainability, which is jointly affected by individual, organizational and environmental factors. This study aims to unpack its configurational framework and propose strategies to strengthen core hospital leaders' transformational leadership.
Data were collected from an online questionnaire among 31 core hospital leaders. The fuzzy-set qualitative comparative analysis (fsQCA) was used to explore the causal mechanism of high-level transformational leadership. We enrich this mechanism by professional background, critical thinking, initiative spirit, family-work conflict, job satisfaction, subordinates' followership, and work pressure.
Result shows initiative spirit is the only necessary condition (consistency=0.911) for the formation of high-level transformational leadership among core hospital leaders. Three configurations are the sufficient conditions that lead to high-level transformational leadership among core hospital leaders with two different professional backgrounds (overall solution consistency= 0.952).
Core hospital leaders' initiative spirit is an indispensable condition for improving high-level transformational leadership, emphasizing the necessity for core leaders to be proactive in order to develop such leadership. Besides, the study also uncovered three configurations are the sufficient conditions for core hospital leaders with diverse professional backgrounds to achieve high-level transformational leadership. This finding offers significant insights into hospital management practices, suggesting that core hospital leaders' work should be managed in a personalized manner based on their professional backgrounds, thereby fostering favorable conditions conducive to the development of their high-level transformational leadership capabilities. Furthermore, the central insight of this study is that the formation of high-level transformational leadership contingent upon the collaboration of professional background, critical thinking, initiative spirit, family-work conflict, job satisfaction, subordinates' followership, and work pressure, contributing to a holistic and more rigorous view for the development of transformational leadership.
核心医院领导者的变革型领导能提升医疗组织的竞争力、适应性和可持续性，这受到个人、组织和环境因素的共同影响。本研究旨在剖析其组态框架，并提出加强核心医院领导者变革型领导的策略。
通过在线问卷收集了31位核心医院领导者的数据。采用模糊集定性比较分析（fsQCA）来探究高水平变革型领导的因果机制。我们从专业背景、批判性思维、主动精神、家庭-工作冲突、工作满意度、下属的追随力和工作压力等方面丰富这一机制。
结果表明，主动精神是核心医院领导者形成高水平变革型领导的唯一必要条件（一致性=0.911）。三种组态是导致具有两种不同专业背景的核心医院领导者实现高水平变革型领导的充分条件（总体解一致性=0.952）。
核心医院领导者的主动精神是提升高水平变革型领导不可或缺的条件，强调了核心领导者积极主动以培养这种领导力的必要性。此外，该研究还发现三种组态是不同专业背景的核心医院领导者实现高水平变革型领导的充分条件。这一发现为医院管理实践提供了重要见解，表明应根据核心医院领导者的专业背景进行个性化管理，从而营造有利于其高水平变革型领导能力发展的良好条件。此外，本研究的核心观点是高水平变革型领导的形成取决于专业背景、批判性思维、主动精神、家庭-工作冲突、工作满意度、下属的追随力和工作压力的协同作用，为变革型领导的发展提供了更全面、更严谨的视角。
