Karikumpu Venla, Häggman-Laitila Arja, Romppanen Johanna, Kangasniemi Mari, Terkamo-Moisio Anja
Department of Nursing Science, University of Eastern Finland, Kuopio Campus, P.O. Box 1627, Kuopio FI-70211, Finland.
City of Helsinki Social Services, Health Care and Rescue Services Division, P.O. Box 6000, Helsinki FI-00099, Finland.
J Nurs Manag. 2024 Feb 22;2024:8776286. doi: 10.1155/2024/8776286. eCollection 2024.
. Trust is the central part of leadership and organizational culture and can often go unnoticed until it decreases. There is a lack of a comprehensive concept analysis of trust in the healthcare setting. . The research aim was to gather, assess, and synthesize previous empirical evidence from the field of healthcare about the concepts of trust in the leader and trust in the organization. . To create a comprehensive and generic concept analysis of trust in the leader and organization for the healthcare sector based on recent empirical studies. . A concept analysis, which followed the method presented by Walker and Avant, was conducted as a systematic review that adhered to the PRISMA guidelines. A total of eight databases were searched for relevant literature and 42 articles were included. . The definitions of trust in the leader and the organization were based on emotion and cognition. Trust in the leader emerged as a core feature of collaborative leader-employee relationships, whereas trust in the organization was a key construct of organizational functioning. Trust in the leader and the organization contributed to commitment, increased work production, enhanced collaboration, and improved workplace well-being. Defense mechanisms were identified as a new contrary concept, while justice was found to be a related concept. . Both trust in the leader and trust in the organization positively impact an organization, nurse leaders, and employees. Deeper knowledge of trust and its attributes will be critical to the operationalization and estimation of levels of trust in healthcare organizations. . Trust in the leader and the organization can significantly influence the attractiveness of an organization, retention of personnel, productivity, and work-related well-being. Thus, this aspect should be measured and developed systematically while acknowledging the antecedents of trust building.
信任是领导力和组织文化的核心部分，往往在其降低之前都未被注意到。在医疗环境中，缺乏对信任的全面概念分析。本研究旨在收集、评估和综合医疗领域以往关于对领导者的信任和对组织的信任概念的实证证据。基于近期实证研究，为医疗行业创建对领导者和组织信任的全面通用概念分析。采用遵循沃克和阿万特提出的方法进行概念分析，并作为遵循PRISMA指南的系统评价。共检索了八个数据库以查找相关文献，纳入了42篇文章。对领导者的信任和对组织的信任的定义基于情感和认知。对领导者的信任是领导者与员工协作关系的核心特征，而对组织的信任是组织运作的关键构成要素。对领导者的信任和对组织的信任有助于增强承诺、提高工作产出、加强协作并改善工作场所幸福感。防御机制被确定为一个新的相反概念，而公正被发现是一个相关概念。对领导者的信任和对组织的信任都对组织、护士领导者和员工产生积极影响。对信任及其属性有更深入的了解对于医疗组织中信任水平的操作化和评估至关重要。对领导者的信任和对组织的信任可显著影响组织的吸引力、人员保留率、生产力和与工作相关的幸福感。因此，在认识到信任建立的前提条件的同时，应系统地衡量和发展这一方面。
