Agency and Communion Predict Speaking Up in Acute Care Teams

Weiss, Mona; Kolbe, Michaela; Grote, Gudela; Dambach, Micha; Marty, Adrian; Spahn, Donat R.; Grande, Bastian

doi:10.1177/1046496414531495

Cited by 43 publications

(33 citation statements)

References 53 publications

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“…Thus, from a trait‐based interactionist perspective (Tett & Burnett, ), it is likely that group settings will activate agentic propensities that are expressed through participation. Consistent with this assertion, Weiss and colleagues () note that agentic individuals are more willing to voice suggestions and opinions within groups. Likewise, in a study examining the emergence of communication networks, dominance (a classic agentic trait; Wiggins, ) was associated with a greater amount of participation, including both sending and receiving more messages (Brown & Miller, ; see Schmid‐Mast, ).…”

Section: A Model Of Gender and Leadership Emergencementioning

confidence: 82%

Gender and leadership emergence: A meta‐analysis and explanatory model

Badura

Grijalva

Newman

et al. 2018

Personnel Psychology

181

166

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Research has shown that men tend to emerge as leaders more frequently than women. However, societal role expectations for both women and leaders have changed in the decades since the last empirical review of the gender gap in leader emergence (Eagly & Karau, 1991). We leverage meta‐analytic evidence to demonstrate that the gender gap has decreased over time, but a contemporary gap remains. To understand why this gap in leader emergence occurs, we draw on social role theory to develop a Gender‐Agency/Communion‐Participation (GAP) Model—an integrative theoretical model that includes both trait and behavioral mechanisms. Specifically, we examine a sequence of effects: from gender to agentic and communal personality traits, from these traits to behavioral participation in group activities, and ultimately from participation to leader emergence. The model is tested using original meta‐analyses of the personality and behavioral mechanisms (coding 1,632 effect sizes total). Gender differences in leadership emergence are predominately explained by agentic traits (positive) and communal traits (negative), both directly and through the mechanism of participation in group discussions. In addition, several paths in the theoretical model are moderated by situational contingencies. Our study enhances knowledge of the mechanisms and boundary conditions underlying the gender gap in leader emergence.

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Section: A Model Of Gender and Leadership Emergencementioning

confidence: 82%

Gender and leadership emergence: A meta‐analysis and explanatory model

Badura

Grijalva

Newman

et al. 2018

Personnel Psychology

181

166

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“…Resident feedback was analyzed using an ''agentic'' versus ''communal'' framework well described in sociological literature and increasingly common in medical literature. [11][12][13] Code counts were used for quantitative statistical analyses, examining whether there were significant differences in the descriptions of male versus female and junior versus senior residents. The feedback represented both junior and senior training levels to account for differences in the standard against which residents may be evaluated.…”

Section: Methodsmentioning

confidence: 99%

What's in a Word? Qualitative and Quantitative Analysis of Leadership Language in Anesthesiology Resident Feedback

Arkin

Lai

Kiwakyou

et al. 2019

Journal of Graduate Medical Education

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Background Individuals who have agentic traits (eg, assertive, confident, competent) that are more commonly associated with men are often selected for leadership roles. For women, this poses a potential barrier to entry into the higher ranks of academic medicine.Objective We analyzed anesthesiology resident feedback for differences in the use of agentic descriptors using qualitative and quantitative methods based on resident gender and year of training.Methods This study uses textual analysis of 435 assessments of residents over a 1-year period within a single residency program. We performed a qualitative content analysis on the words used in resident feedback and performed negative binomial regression analyses to determine significant differences in the way residents were described based on gender and year of training.Results Female residents were less likely than male residents to be described as agentic after controlling for excerpt length, year of training, and evaluator variability (b ¼ -0.347; 95% confidence interval [CI] -0.666, -0.028; P ¼ .033). Senior residents were more likely to be described as agentic (b ¼ 0.702; 95% CI 0.402-1.002; P , .001) compared to junior residents. The increased number of agentic codes among senior residents was driven by increased agentic description of female residents' ratings in the senior cohort (b ¼ 0.704; 95% CI 0.084-1.324; P ¼ .026).Conclusions Female residents were described as agentic less often than male residents in early years of training, but the gap was not present among senior residents.

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“…Moreover, nurses' voice behaviour has been defined as "nurses' safety voice" (e.g., Morrow et al, 2016). For the sake of simplicity, we chose to use the term "nurses' voice" throughout this article, which refers to utterances by nurses involving either suggestion-, problem-, opinion, or doubt-focused content (Farh and Chen, 2018;Morrison, 2014;Weiss et al, 2014).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

Nurses’ voice: the role of hierarchy and leadership

Krenz

Burtscher

Grande

et al. 2020

LHS

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Purpose Voicing concerns and suggestions is crucial for preventing medical errors and improving patient safety. Research suggests that hierarchy in health-care teams impair open communication. Hierarchy, however, can vary with changing team composition, particularly during acute care situations where more senior persons join the team later on. The purpose of this study is to investigate how changes in hierarchy and leadership were associated with nurses’ voice frequency and nurses’ time to voice during simulated acute care situations. Design/methodology/approach This study’s sample consisted of 78 health-care providers (i.e. nurses, residents and consultants) who worked in 39 teams performing complex clinical scenarios in the context of interprofessional, simulation-based team training. Scenarios were videotaped and communication behaviour was coded using a systematic coding scheme. To test the hypotheses, multilevel regression analyses were conducted. Findings Hierarchy and leadership had no significant effect on nurses’ voice frequency. However, there were significant relationships between nurses’ time to voice and both hierarchy (γ = 30.00, p = 0.002; 95 per cent confidence interval [CI] = 12.43; 47.92) as well as leadership (γ = 0.30, p = 0.001; 95 per cent CI = 0.12; 0.47). These findings indicate that when more physicians are present and leadership is more centralised, more time passes until the first nurses’ voice occurred. Originality/value This study specifies previous findings on the relationships between hierarchy, leadership and nurses’ voice. Our findings suggest that stronger hierarchy and more centralised leadership delay nurses’ voice but do not affect the overall frequency of voice.

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Agency and Communion Predict Speaking Up in Acute Care Teams

Cited by 43 publications

References 53 publications

Gender and leadership emergence: A meta‐analysis and explanatory model

Gender and leadership emergence: A meta‐analysis and explanatory model

What's in a Word? Qualitative and Quantitative Analysis of Leadership Language in Anesthesiology Resident Feedback

Nurses’ voice: the role of hierarchy and leadership

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