Pincha Baduge Mihirika Surangi de Silva, Mousa Mariam, Garth Belinda, Boyd Leanne, Teede Helena J
Monash University, Melbourne, Australia.
Eastern Health, Melbourne, Australia.
J Nurs Manag. 2023 Dec 7;2023:2678916. doi: 10.1155/2023/2678916. eCollection 2023.
We aimed to undertake a systematic review focusing on organisational strategies that specifically advance women nurses in healthcare leadership.
Despite nursing being the largest health workforce and being dominated by women, they face significant barriers in career progression and have limited leadership opportunities, with a need to move from a focus on individuals to organisational level change.
Methods for our overarching systematic review are published and follow the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) checklist. Databases searched include MEDLINE via OVID; MEDLINE in-process and other nonindexed citations via OVID; PsycINFO; and Scopus. Any study describing a strategy that was not implemented for nurses and all non-peer-reviewed studies were excluded. Included studies were appraised using CASP checklists. A thematic analysis approach was employed to facilitate the systematic generation of themes.
Findings were reported under two main themes: leadership barriers and enablers and organisational strategies for advancing women nurses to leadership. The latter included: mentorship, leadership training, career planning and coaching, opportunities for networking, sponsorship, and targeted recruitment processes for increasing gender diversity in leadership roles.
This review synthesises organisational-level strategies that advance women nurses in healthcare leadership. Barriers and individual-level strategies for advancing women nurses in healthcare leadership have been extensively studied in the current literature. Systems and organisational strategies are less studied yet show that they can advance women in nursing into healthcare leadership. . This paper suggests that optimising women nurses' leadership attainment needs to shift focus from individual strategies to systemic level and organisational strategies and use tailored evidenced-based approaches.
我们旨在进行一项系统综述，重点关注专门促进女性护士在医疗保健领域担任领导职务的组织策略。
尽管护士是最大的卫生人力群体且以女性为主，但她们在职业发展中面临重大障碍，领导机会有限，需要从关注个体转向组织层面的变革。
我们全面系统综述的方法已发表，并遵循系统综述和Meta分析的首选报告项目（PRISMA）清单。检索的数据库包括通过OVID的MEDLINE；通过OVID的MEDLINE在研及其他未索引引文；PsycINFO；以及Scopus。任何描述未针对护士实施的策略的研究以及所有非同行评审研究均被排除。纳入的研究使用CASP清单进行评估。采用主题分析方法以促进主题的系统生成。
研究结果在两个主要主题下进行报告：领导障碍与促进因素以及促进女性护士担任领导职务的组织策略。后者包括：指导、领导力培训、职业规划与辅导、建立人际关系的机会、赞助以及旨在增加领导岗位性别多样性的定向招聘流程。
本综述综合了促进女性护士在医疗保健领域担任领导职务的组织层面策略。目前的文献中已广泛研究了促进女性护士在医疗保健领域担任领导职务的障碍和个体层面策略。对系统和组织策略的研究较少，但表明它们可以推动女性护士进入医疗保健领导岗位。本文表明，优化女性护士的领导成就需要将重点从个体策略转向系统层面和组织策略，并采用量身定制的循证方法。
