Clinical leadership behaviors among critical care nurses in private and governmental hospital:A cross-sectional survey

Objectives This study aimed to investigate clinical leadership behaviors among critical care nurses and compare the differences between nurses in private and public hospitals.Methods A cross-sectional survey including 365 critical care nurses with a bachelor’s degree in nursing science were recruited in two Egyptian hospitals(a government teaching hospital and one private hospital from January to March 2019.A socio-demographic characteristics form and the Clinical Leadership Behaviors Questionnaire(CLB-Q)were used to collect data.For comparison and analysis,the mean score was calculated and converted to a percentage value.Results Results showed that the overall mean score of nurses’clinical leadership behaviors was 77.11±11.87,the level was higher,and the highest score of the communication dimension was 91.84±7.38.The mean score of nurses at a private hospital(90.48±5.53)was higher than that at a government teaching hospital(68.29±4.21)(P<0.001).On nursing experience,nurses with 5–10 years had higher mean score in self-awareness,advocacy and empowerment,decision making,quality and safety,teamwork,and clinical excellence dimension of clinical leadership behavior than those who worked less than 5 years or more than 10 years(P<0.01).Single nurses had higher mean score in advocacy and empowerment,decision making,quality and safety,and clinical excellence dimension of clinical leadership behavior than those who married(P<0.01).Conclusions Nurse managers should foster clinical leadership by enabling critical care nurses to practice clinical excellence and encouraging their attendance in training programs on quality and safety.Nurses in government hospitals need improvement in clinical leadership behaviors regarding all dimensions.

Leadership Behaviors, Organizational Culture, and Incidents Reporting Practices as Perceived by Jordanian Nurses, Literature Review

Background: Safety of patients and their families is recognized as a priority for all healthcare organizations all over the world;therefore, exploring the variables that influence patient safety issues is paramount. Objective: This literature review is to detect the gab in the body of knowledge regarding issues of incidents reporting practices, leadership behaviors, and organizational culture especially in Jordanian context, as well as, to give reflection about the searched studies and to address the strength and weakness points of each study as well. The design of the current article was literature review of twenty five studies. Results: The current review revealed that most of the research studies were conducted in order to explore the perceptions of healthcare providers about patient safety issues, and clinical incidents reporting practices as well, however, there are few studies that were conducted in order to investigate the influence of leadership behaviors and organizational culture on incidents reporting practices as perceived by Jordanian hospitals’ registered nurses. Moreover, it seems that in Jordanian context, it is not fully understood the influence of leadership behaviors and organizational culture on incidents reporting practices as perceived by Jordanian hospitals’ registered nurses. Conclusion: It is imperative for researchers to fill the gap that existed in the body of knowledge regarding the variables of leadership behaviors, hospitals’ organizational culture and incidents reporting practices in order to enhance patient safety and safety practices in health care organizations. Relevance to clinical practice: Exploring the influence of leadership behaviors and organizational culture on incidents reporting practices among registered nurses in Jordan is highly recommended. Finally, the current review identifies the gap in the body of knowledge regarding the mentioned above variables.

Attitudes Toward Dysfunctional Audit Behavior： The Effect of Budget Emphasis, Leadership Behavior, and Effectiveness of Audit Review

Dysfunctional audit behavior （DAB） is an accepted problem, associated with decreased audit quality. This study develops and tests a theoretical model that identifies factors contributing to DAB. Budget emphasis, leadership behavior structure and consideration, and effectiveness of audit review were examined as antecedents of attitudes toward DAB. The findings produced consistent evidence in support of the theoretical model. It is not an emphasis on meeting budgets that leads to undesirable behavior, but contextual variables, such as leadership behavior structure and effectiveness of audit review.

Architecture of Leadership： Behavioral Integrity and the Role of Strategy, Innovation, and Vision on Both Leaders and Followers

In the architecture of leadership, organizations continuously seek those in leadership positions who can demonstrate a correlation between good behavior and personality construct （Gautam 2009）. Behavioral integrity is centered on how leaders and followers can build relationships by focusing on honesty, trust, respect and being ethical towards meeting both internal and external stakeholder needs. The ethical abilities of leaders and followers determine how they are able to move an organization＇s strategy and goals into creating innovation and remaining on the competitive edge （Velthouse ＆ Kandogan 2007）. The behavioral integrity of leaders towards followers determines the performance level and creativity of followers. The behavioral integrity of followers is strongly based on the relationship they have with their leaders and the way in which leaders motivate and add value to followers by encouraging honest innovation that will add value to the overall strategy of an organization. Today＇s leaders need to foster good behavior and ethical value to improve the relationship between them and their followers （Hartman 1997）. This paper is centered on behavioral integrity and will analyze the role of strategy, innovation, and vision on both leaders and followers.

Research on the Path of Coaching Leadership on Career Success-The Mediating Role of Intraorganizational Employee Navigation Behavior

This study analyzes the role of intraorganizational employee navigation behavior in the relationship between coaching leadership and career success.Based on the theory of social cognition and social capital,593 valid samples are collected.The hypotheses were verified by AMOS,SPSS and Process tools.The research found that coaching leadership can positively predict the career success of employees,coaching leadership and career success is partially mediated by intraorganizational employee navigation behavior.Based on the empirical research results,it is suggested that enterprises strengthen the coaching leadership training,pay attention to stimulate employees to carry out intraorganizational navigation behavior within the organization,and establish a healthy view of professional success,which provides certain theoretical and empirical support for the enterprise management practice.

The Role of Trait Activation Theory in Occupational Behavior:A Systematic Review

The Trait Activation Theory(TAT)is widely regarded as the most influential personality theory approach in psychology.The purpose of this study is to analyze the TAT’s role in the contemporary workplace.Which personality traits are more likely to predict work success?Which characteristics should businesses prioritize throughout the recruiting and selection processes?According to the Trait Activation Theory,what is the significance of motivation in the workplace and how can employers find employees who can be more productive,efficient,and involved in the organization’s goals?A systematic review of past recent research was used to answer the questions raised above.Following the gathering and examination of multiple recent publications on the issue,it was determined that the use of this model had a favorable impact on individual and group performance,working relationships,manager job performance,and workplace creativity.

高绩效工作系统如何影响员工创新行为--组织认同与服务型领导的作用

积极促进员工创新行为对企业发展具有重要意义,高绩效工作系统是影响员工创新行为的重要前因变量,但现有文献对其影响机理的研究尚显不足。基于社会交换理论与社会认同理论,运用多层线性模型探究了组织认同在高绩效工作系统与员工创新行为之间的中介作用以及服务型领导的调节作用。研究结果表明,高绩效工作系统对员工创新行为具有显著正向影响,组织认同在高绩效工作系统与员工创新行为之间发挥部分中介作用,服务型领导在高绩效工作系统与员工创新行为之间发挥正向调节作用,服务型领导在高绩效工作系统与组织认同之间也发挥正向调节作用,服务型领导正向调节组织认同在高绩效工作系统与员工创新行为之间的中介效应,即服务型领导水平越高,中介效应越显著。

课程思政中立德树人导向对育人绩效的作用机制研究

为了揭示立德树人导向如何作用于育人绩效,从组织战略导向出发,选取教师组织公民行为和目标导向行为作为中介变量,基于“战略导向—组织行为—战略产出”理论模式,探讨立德树人导向对育人绩效的作用机制;同时,选取变革型和交易型两种课程思政的领导风格作为调节变量,研究其对立德树人导向发挥作用的边界影响。研究表明,高校需要强化立德树人导向培养优秀大学生,形成自身的独特竞争优势;同时,高校管理者需要通过调整领导方式以更好地贯彻完成立德树人根本任务。

责任型领导如何提升员工创新行为:工作不安全感和风险承担意愿的作用

基于283份主管-下属配对样本,考察了责任型领导对员工创新行为的影响以及工作不安全感的中介作用和风险承担意愿的调节作用。研究结果表明:责任型领导对员工创新行为具有显著正向影响,工作不安全感在责任型领导与员工创新行为之间起中介作用,风险承担意愿正向调节责任型领导与员工创新行为之间的关系。

护理管理人员包容型领导对科室护士建言行为与创新行为的影响

目的探讨护理管理人员包容型领导对科室护士建言行为及创新行为的影响,并检验建言行为的中介作用。方法于2021年12月—2022年3月抽取2所三级甲等公立医院568名外科护士进行调查,采用包容型领导量表(Inclusive Leadership Scale,ILS)、创新行为量表(Nurse Innovation Behavior Scale,NIBS)和建言行为量表(Advisory Behavior Scale,ABS)对其进行问卷调查。采用SPSS 20.0统计学软件通过Pearson相关性分析及多元线性回归分析法检验变量之间的关系。结果外科护士包容型领导平均得分35.49±3.68分,创新行为及建言行为平均得分分别为32.53±3.57分和26.28±4.37分。Pearson相关性分析显示,包容型领导与外科护士创新行为呈正相关(r=0.515,P<0.05),包容型领导与外科护士建言行为呈正相关(r=0.607,P<0.05),建言行为和创新行为呈正相关(r=0.717,P<0.05)。建言行为在包容型领导和创新行为中起部分中介作用,中介效应占总效应比为34.552%。结论包容型领导与外科护士创新行为及建言行为呈正相关,包容型领导可激发外科护士创新行为及建言行为,建议护理管理人员采取包容型领导的工作方法,以提高外科护理人员的建言行为及创新行为水平。

公立医院高质量发展背景下平台型领导对护士创新行为影响研究

目的:为提高公立医院护士队伍创新绩效,提升护理服务质量,推动公立医院高质量发展,本文基于实地调研,系统探索公立医院护士长平台型领导风格促进下属护士创新行为的作用机制。方法:采用方便抽样,对J省与N省三家公立医院428名护士进行问卷调查,并通过相关分析和回归分析对护士长平台型领导风格水平与护士工作繁荣、任务相关信息处理能力和创新行为间关系进行检验。结果:护士长平台型领导风格可以通过提升下属护士任务相关信息处理能力和工作繁荣两重机制共同促进他们的创新行为。结论和建议:公立医院应通过加强各科室护士长平台型领导风格水平,鼓励其通过这一领导风格的发挥着力提升下属护士任务相关信息处理能力和工作繁荣水平,促进下属护士展现更多创新行为,最终实现公立医院护理服务质量提升和高质量发展。

双元工作压力情境下如何促进员工产生创新行为--基于模糊集的定性比较分析

基于组态视角与个人—环境匹配理论,以152名企业员工为研究对象,运用CiteSpace和fsQCA方法对企业中促进员工产生创新行为的影响因素进行组态分析。探究不同压力情境下变革型领导、知识共享和心理授权在员工创新行为产生过程中的差异机制。结果表明,当员工感知的压力为挑战性压力且非阻碍性压力时,企业管理者应采用变革型领导的方式,并且鼓励员工之间知识共享;当员工既感知到挑战性压力又感知到阻碍性压力时,企业管理者应采用变革型领导的方式,并且提高员工的心理授权。

工作场所安全行为国际研究50年——知识演化与未来展望

工作场所安全行为研究在过去50年已形成丰富的知识体系,分析该领域知识流动与演化过程,展望未来研究方向,对提升我国安全生产治理现代化水平具有重要指导意义。以Web of Science数据库收录的1086篇SCI和SSCI期刊文献为样本,综合使用CiteSpace、Histcite以及Pajek等文献计量和大规模引文网络分析工具,明确1973—2021年间工作场所安全行为研究概貌特征,挖掘该领域研究热点及其关联性,以揭示知识扩散路径。研究发现:工作场所安全行为国际研究在2003,2013年经历2次快速发展,且形成以美国、中国和澳大利亚为核心的跨国合作研究网络;工作场所安全行为国际研究经历初始萌芽、初步发展和快速发展3个主要阶段,尽管安全氛围和安全领导力一直是该领域研究热点,但不同阶段的研究热点经历了从事故伤害到安全行为、从安全文化到安全氛围、从安全领导力到安全心理契约的多维转变,体现了时代特征和现实需求。最后,从研究场景、视角、范畴、内容、对象和方法等6个方面,提出工作场所安全行为领域未来研究方向。

创新型领导研究进展与展望

创新型领导是创新与领导力相结合而衍生出的一种领导风格,已成为新的研究热点。从特质观、行为观、过程观、能力观、角色观、权变观6个视角界定创新型领导的内涵,比较创新型领导与变革型领导、知识型领导和双元领导的异同,梳理创新型领导的测量量表,述评创新型领导对员工、团队和组织的影响及其作用机制,回顾创新型领导的影响因素、调节作用。基于已有研究的不足,提出中国组织情境下未来努力的方向:检验和开发创新型领导测量量表、开拓创新型领导的影响因素、丰富创新型领导影响的后果及其机制、拓展创新型领导起调节作用的研究、引入神经科学方法和技术进行研究。

如何激发团队环保行为? 环保服务型领导的作用

本研究基于情感事件理论,探讨环保服务型领导对团队环保行为的影响。118份团队数据分析结果表明:环保服务型领导正向影响团队环保行为;团队自然敬畏情感在上述过程中起中介作用;团队集体主义取向正向调节环保服务型领导与团队自然敬畏情感的关系,也正向调节环保服务型领导经由团队自然敬畏情感对团队环保行为的间接效应。本研究揭示了团队环保行为的诱发机制,这对环保行为理论与环保管理实践具有一定启发意义。

“双碳”目标下环境领导力对员工绿色行为的影响研究

为了推动实现“双碳”目标,从企业内部视角出发,对环境领导力如何协调员工实施组织期望的绿色行为进行深入分析。聚焦于社会信息加工理论,构建了一个以组织绿色文化和员工环境意识为中介变量的链式中介模型。同时,引入员工知识吸收能力作为调节变量,进一步考察其在模型中的作用。对301名员工问卷调查数据展开的实证分析结果表明,环境领导力正向影响了员工绿色行为;组织绿色文化和员工环境意识的链式中介作用成立;员工知识吸收能力调节了组织绿色文化与员工环境意识的关系。

威权领导行为通过降低下属亲近意愿引发领导孤独感

孤独体验已成为职场普遍存在的现象,已有研究大多聚焦员工而较少关注领导群体的孤独感。结合威权领导力和孤独感相关文献,探讨威权领导行为对领导孤独感的影响机制,并探索团队权力距离氛围的调节效应。一项预研究、两项情景实验和一项三时点问卷调查研究发现:威权领导行为负向影响下属亲近意愿,进而引发领导孤独感;团队权力距离氛围削弱威权领导行为对下属亲近意愿的负向效应,并调节威权领导行为通过下属亲近意愿对领导孤独感的中介效应。

绿色变革型领导对员工自愿绿色行为的影响:自然情感联结与权力距离取向的作用

基于情感事件理论,探究绿色变革型领导对员工自愿绿色行为的影响机制。本研究分三个时点搜集了83个团队305份领导-员工配对数据,并进行多层次分析。结果表明:绿色变革型领导正向预测员工自愿绿色行为,员工自然情感联结在上述关系中发挥中介作用。此外,员工的权力距离取向正向调节绿色变革型领导与员工自然情感联结的关系,以及绿色变革型领导经由自然情感联结对员工自愿绿色行为的积极作用。本研究拓展了学界对员工自愿绿色行为激发因素的认识,同时为企业的绿色管理实践提供了新启示。

真实型领导对工作退缩行为的影响:一个有调节的中介模型

目的:探讨真实型领导对工作退缩行为的影响以及表面顺从和心理脱离在二者关系中的作用。方法:使用真实型领导量表、表面顺从量表、心理脱离量表、工作退缩行为量表对216名企业员工进行调查。结果:①真实型领导不仅直接影响工作退缩行为(直接效应值为-0.18,95%的置信区间为[-0.35,-0.02]),还通过表面顺从的中介作用间接影响工作退缩行为(中介效应值为-0.02,95%的置信区间为[-0.05,-0.002]);②心理脱离调节了表面顺从和工作退缩行为的正向关系,心理脱离水平较高时,表面顺从和工作退缩行为的正向关系比较弱;③心理脱离对中介作用模型第二阶段的调节效应显著。当员工心理脱离水平较高时,表面顺从的中介效应并不显著(中介效应在95%的置信区间为[-0.01,0.05],包含0);当员工心理脱离水平较低时,表面顺从的中介效应显著(中介效应值为-0.05,中介效应在95%的置信区间为[-0.10,-0.01],不包含0)。并且,中介效应差异效应值显著(95%的置信区间为[0.01,0.13],不包含0)。结论:表面顺从在真实型领导与工作退缩行为关系间发挥中介作用;心理脱离水平较高时,表面顺从与工作退缩行为的关系较弱,真实型领导通过表面顺从影响工作退缩行为的间接效应也比较弱,反之亦然。

平台型领导对员工帮助行为的影响机制研究

企业应对外部不确定性和保持健康发展越来越需要团队成员间的凝聚力和相互帮助,员工帮助行为逐渐成为企业获取竞争优势的有效手段。文章基于资源保存理论,引入心理可得性作为中介变量,双元自恋作为调节变量,探讨了平台型领导影响员工帮助行为的内在机制和边界条件。通过对两个时间点收集到的308份员工数据进行分析,实证结果表明:平台型领导能够正向影响员工帮助行为;心理可得性在平台型领导与员工帮助行为关系间发挥中介作用;欣赏型自恋不仅正向调节心理可得性对员工帮助行为的积极影响,而且增强了心理可得性的中介效应;敌对型自恋不仅负向调节心理可得性对员工帮助行为的积极影响,而且削弱了心理可得性的中介效用。研究结论丰富并拓展了平台型领导的结果研究和理论框架,为企业激发员工帮助行为提供实践指导。