Background: Nurses form the largest group of healthcare professionals and are on the front-line of care for patients in hospitals. More excellent patient outcomes result from nurses working in a supportive setting. Organizational leaders necessity to demonstrate trust and independence to encourage nurse motivation, as these behaviors are congruent with intrinsically held nursing values. Authentic leadership has been introduced as the root element of productive leadership needed to develop healthier work environments because there is particular attention to the development of empowering leader-follower relationships. Aim: The study aims to examine the effect of the authentic Leadership training program on staff nurses' motivation and empowerment. Research design Quasiexperimental research design was utilized in this study. Setting: The study was conducted at the Health Insurance Hospital -Minia governorate. Subjects: All head nurses worked in the inpatient and outpatient units (n = 23) and all staff nurses worked in the same units (n = 208) are included in the study. Tools: four tools were used in this study; Authentic Leadership knowledge questionnaire, Authentic Leadership Self-Assessment scale, Empowerment Scale, and Motivation Scale. Results: The total knowledge score and levels of authentic leadership style among head nurses were low before the program implementation; after the program implementation they had higher scores with statistically significant differences; also the staff nurse empowerment score and motivation score was increased after implementing authentic leadership education program for head nurses. Conclusions: Authentic leadership training program provided in this study had a positive effect on head nurses through increasing their knowledge and their self-assessment about authentic leadership style after the program implementation during the different times of measurement. As well as staff nurses' motivation and empowerment score increased after implementing authentic leadership educational program. Recommendations: Periodical seminars and programs for head nurses are required to develop their leadership style competencies to be more motivated and empowered for their nurses.
Background: Benchmarking is a quality methodology for organizations to reach their ideal processes and ideal outcomes through using other organizations as a reference. Aim of the study: Determining the relationship between Managers' implementation of benchmarking and accomplishment of competitive advantage and flourishing of staff (established via nurses' points of view) at Al-Azhar university hospital, New Damietta, Egypt. Methods: Setting: the study was carried out at Al-Azhar university hospital, New Damietta, Damietta governorate, Egypt. Design: a descriptive correlational design. Subjects: was consisted of 218 nurses. Tools and procedure: three different tools (benchmarking tool, competitive advantage tool, and flourishing scale). The fieldwork lasted from January to March 2021. Results: all studied nurses were female their mean ages were (29.81) with a standard deviation of (5.54). (70%) of them have a diploma in nursing, (9.2%) have a bachelor's in nursing science, also (6.4%) have a doctoral degree in nursing sciences. Moreover, the total mean score of managers' accomplishment of a competitive advantage as seen by nurses was (39.62) with a standard deviation of 9.29, and the total mean score of nurses flourishing was (48.35) with a standard deviation of (8.33). Also, The study revealed that managers implement benchmarking for accomplishing competitive advantage with a coefficient of determination (R2 =0.743), and the degree of effect (β=0.862). Managers' implementation of benchmarking leads to the flourishing of staff with a coefficient of determination (R2 =0.286), and the degree of effect (β=0.535). Conclusions: nurses have high mean scores of regarding managers' implementation of benchmarking and accomplishment of competitive advantage, Also, nurses have high flourishing scores. Hence, there is a statistically significant correlation between managers' implementation of benchmarking and their accomplishment of competitive advantage as seen by nurses, and nurses' flourishing. Implications for nursing management: Engaging nurses in important and innovative reflective practices have the importance of being with others in relationships and interaction patterns that leads to a high standard of performance, make them happy, and thrive at work. The analysis should be expanded to other contexts, both cross-sectional and longitudinally, as a guideline for further studies. This would make it possible to generalize to a wider population.
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