Exploring the social context of self-leadership-Self-leadership-culture

A Quasi-Experimental Study: Can Self-Leadership Training and Emotional Intelligence Mentoring Lower Burnout Rates in Hospital Nurses?

Background: Burnout syndrome is found in health workers who are directly related to services and a high prevalence in care because they always experience stressful condition in workplace.  So, this condition needs attention from the hospitals. One of the effort to lower the burnout is self leadership and emotional intelligence mentoring. Aim: This study aimed to analyzing the effect of self-leadership and emotional intelligence mentoring as an effort to lower the burnout rates of nurses Methods: This study used a quantitative approach with a quasi-experimental method using a pretest-posttest with control group design. The population of this study was nurses at RSUD Noongan and RSU GMIM Bethesda Tomohon with a total of 344 nurses. Based on the sampling, a sample of 159 nurses was obtained. This study used the Maslach Burnout Inventory questionnaire on nurses to see the level of fatigue experienced before the intervention was given and The Revised Self-Leadership Questionnaire was adapted to measure nurses' self-leadership and a questionnaire to see the knowledge of research subjects (nurses) related to emotional intelligence. Data Analysis Methods used in this study was a structural equation modeling using partial least squares (PLS). Results: The results shows that before the interventions, there was an effect of Self-Leadership on Burnout (0.000 <0.05) and there was an effect of Emotional Intelligence on Burnout (0.001 <0.05) at GMIM Bethesda Hospital. Also, after the interventions, there is an effect of Self-Leadership on Burnout (0.000 <0.05) and there is an effect of Emotional Intelligence on Burnout (0.001 <0.05) at GMIM Bethesda Hospital. Furthermore, before the interventions, there was an effect of Self-Leadership on Burnout (0.000 <0.05) and there is an effect of Emotional Intelligence on Burnout (0.000 <0.05).  Also, after the interventions, there is an effect of Self-Leadership on Burnout (0.000 <0.05) and there is an effect of Emotional Intelligence on Burnout (0.001 <0.05) Conclusion: It can be seen that Self-Leadership and Emotional Intelligence have an effect on reducing the burnout levels of nurses at GMIM Bethesda Hospital and Noongan Hospital.

Validation of employees' self-leadership using exploratory and confirmatory factor analysis

Purpose

Self-leadership (SL) involves the strategic management of people's perceptions and behaviours to enable them to set directions, identify their needs and work effectively. Here, an instrument was developed to measure SL of employees, organisations and managers in Thailand context.

Design/methodology/approach

Questions were developed for a questionnaire based on concepts and theories and validated using exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) along four performance dimensions. Research samples were employees in the accommodation industry in Thailand. Factor analysis results confirmed the questionnaire as a reliable SL instrument with acceptable composite reliability (CR), average variance extracted (AVE) and convergent and discriminant validity.

Findings

Four factors of SL were identified as self-visualising and goal setting, self-reward and positive thinking, self-observation and cueing and self-talking and evaluating beliefs comprising 21 items. Factor analysis confirmed the validity of the questionnaire as a reliable SL tool as evidenced by a CR of 0.811 and AVE of 0.526 with acceptable convergent and discriminant validity criteria.

Research limitations/implications

Results were limited to a single group sample of accommodation and cross-sectional design and should be carefully considered for application in different situations.

Practical implications

Findings regarding the four performance dimensions suggest that this SL scale questionnaire can be applied to different businesses and settings either as is or with slight modifications.

Originality/value

Our SL scale is novel and serves as an excellent instrument to measure the behavioural perception of employees.