Building nurse leader relationships

Understanding the Relationship of Alexithymia and Leadership Effectiveness through Emotional Intelligence: An Integrative Literature Review

“…Based on this, if leaders have a large concern for their followers and their needs, they are demonstrating the transformational leadership characteristics of empathy. Outside of having a high concern for their followers, other research has found that leaders with high levels of EI were also empowering their followers, resulting in effective leadership skills (Akerjordet & Severinsson, ; Bianco et al, ; Codier, ; Foltin, ; Jimoh et al, ; Sherring, ; Sunindijo et al, 2007; Yung‐Shui, 2008).…”

Examining the Role of Senior Nursing Leadership Requirements in Emergency Medical Centers

“…Existing hospital and regulation guidance on nursing leadership within a doctor-directed culture restricts the positive effects of shared experiences (Francis, 2013;Lovegrove & Davis, 2013). Further, senior nurses' inability to administer opioids (Elcigil, Maltepe, Esrefgil, & Mutafoglu, 2011) and execute emergency job requirements without supervision reduces job scope (Edmonson, Sumagaysay, Cueman, & Chappell, 2016), impacts on job satisfaction (Casida & Pinto-Zipp, 2008), affects professional relationships (Bianco, Dudkiewicz & Linette, 2014) and hinders productive team communications (Chadwick, 2010). One measure may be to move the EMC towards an innovation culture (Omachonu & Einspruch, 2010), thus reducing vertical barriers and introducing leadership based on knowledge, capability, efficiency and motivation, rather than be positioned by stagnated mechanistic measures aligned to doctor requirements associated with top-down management (James, 2005), rather than horizontal leadership patterns.…”

Leadership and registered nurses (RNs) working after‐hours in Residential Aged Care Facilities (RACFs): A structured literature review

“…Maintaining competence comprises partaking in ongoing professional development to maintain and improve nursing knowledge, skills and attitudes pertinent to practice in a clinical setting (Hughes, 2005). Registered nurse leaders, while being accountable for providing safe nursing care to achieve good residents outcomes (Bianco, Dudkiewicz, & Linette, 2014), have minimal access to leadership training programmes in aged care. This limits their opportunities to build leadership competence (Barba et al, 2011;Ekström & Idvall, 2015;Hurley & Hutchinson, 2013), subsequent confidence and their ability to validate these when renewing their registration.…”