دانلود رایگان مقاله انگلیسی سبک رهبری و الگوهای نتیجه برای نیروی کار پرستاری و محیط کار - الزویر 2018

ABSTRACT

Background: Leadership is critical in building quality work environments, implementing new models of care, and bringing health and wellbeing to a strained nursing workforce. However, the nature of leadership style, how leadership should be enacted, and its associated outcomes requires further research and understanding. We aimed to examine the relationships between various styles of leadership and outcomes for the nursing workforce and their work environments. Methods: The search strategy of this systematic review included 10 electronic databases. Published, quantitative studies that examined the correlations between leadership behaviours and nursing outcomes were included. Quality assessments, data extractions and analysis were completed on all included studies by independent reviewers. Results: A total of 50,941 titles and abstracts were screened resulting in 129 included studies. Using content analysis, 121 outcomes were grouped into six categories: 1) staff satisfaction with job factors, 2) staff relationships with work, 3) staff health & wellbeing, 4) relations among staff, 5) organizational environment factors and 6) productivity & effectiveness. Our analysis illuminated patterns between relational and task focused leadership styles and their outcomes for nurses and nursing work environments. For example, 52 studies reported that relational leadership styles were associated with higher nurse job satisfaction, whereas 16 studies found that task-focused leadership styles were associated with lower nurse job satisfaction. Similar trends were found for each category of outcomes. Conclusions: The findings of this systematic review provide strong support for the employment of relational leadership styles to promote positive nursing workforce outcomes and related organizational outcomes. Leadership focused solely on task completion is insufficient to achieve optimum outcomes for the nursing workforce. Relational leadership practices need to be encouraged and supported by individuals and organizations to enhance nursing job satisfaction, retention, work environment factors and individual productivity within healthcare settings.

5. Conclusion

Healthcare organizations are increasingly dependent on the nursing profession to provide effective leadership in a variety of dynamic and complex healthcare settings. The findings of this systematic review provide robust support that relational leadership versus task-focused leadership styles are linked to better nursing workforce outcomes and related organizational outcomes. Combined with knowledge from other reviews that relational and transformational leadership skills can be learned (Cummings et al., 2008a), these results present an important moral imperative to ensure that our healthcare organizations are led by individuals and teams who display relational skills, concern for their employees as persons, and who can work collaboratively to achieve a preferred future for themselves, their employees, their patients, and their organisation. Future work is warranted to explore if particular elements of leadership styles are better associated with certain types of workforce outcomes. The results of this review demonstrate the ability nurse leaders have to positively affect the health and well-being of their nurses through relational leadership practices, which has critical implications for healthcare organizations to support relational leadership practices for improved nursing staff outcomes and client care.