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Labrague LJ, Al Sabei S, Al Rawajfah O, Burney IA, Abu AlRub R. Factors associated with millennial nurses' intention to pursue formal leadership roles: a cross-sectional study. Leadersh Health Serv (Bradf Engl) 2023; ahead-of-print. [PMID: 37796165 DOI: 10.1108/lhs-04-2023-0024] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/06/2023]
Abstract
PURPOSE This study aims to examine the level of intention to pursue formal nursing leadership roles among millennial nurses and to identify the different factors that may play a role in their intentions to pursue such roles. DESIGN/METHODOLOGY/APPROACH This study used a multi-center, cross-sectional research design. Registered nurses born between 1980 and 2000 (n = 1,377) who worked in 23 acute care hospitals in Oman were included in this study. Data were analyzed using descriptive statistics and multiple linear regression. Data were collected between July 2019 and January 2020. FINDINGS Nearly 70% of millennial nurses researched their intention for career advancement to assume nursing leadership responsibility. Factors associated with nurses' intention to pursue formal nursing leadership roles were the type of nursing degree held (having a bachelor of science in nursing degree), type of hospital facility affiliation (teaching hospital), previous leadership experience, structural empowerment (access to support, opportunity and resources), work satisfaction and job burnout. ORIGINALITY/VALUE Millennial nurses, who represent the largest segment of the nursing workforce, have begun assuming nursing management and leadership roles; however, little is known about the factors affecting their intentions to pursue these roles. The findings of this study revealed different factors (both modifiable and nonmodifiable) influencing millennial nurses' intentions to pursue formal leadership roles.
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Affiliation(s)
- Leodoro J Labrague
- Marcella Niehoff School of Nursing, Loyola University Chicago, Chicago, Illinois, USA
| | - Sulaiman Al Sabei
- Fundamentals and Administration Department, College of Nursing, Sultan Qaboos University, Muscat, Oman
| | | | - Ikram Ali Burney
- Department of Medicine, Sultan Qaboos University Hospital, Muscat, Oman
| | - Raeda Abu AlRub
- Community and Mental Health Department, College of Nursing, Jordan University of Science and Technology, Irbid, Jordan
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Choi S. Enhancing nursing education to bolster nurse governance: insights from nurse managers. Front Med (Lausanne) 2023; 10:1254428. [PMID: 37731715 PMCID: PMC10508344 DOI: 10.3389/fmed.2023.1254428] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/07/2023] [Accepted: 08/22/2023] [Indexed: 09/22/2023] Open
Abstract
Aim In South Korea, the level of nursing governance is moving toward shared governance. This study sought to explore nursing education contents in undergraduate nursing programs necessary to improve the governance of nurses from the perspectives of nurse managers. Methods The study employs thematic analysis following the guidelines outlined in the Consolidated Criteria for Reporting Qualitative Research utilizing a qualitative research design. Our investigation involves general or tertiary hospital nurse managers intending to gain valuable insights and perspectives. Results Interview data from 14 nurse managers were analyzed. A total of one main and four sub-themes were derived from the qualitative data analysis. Analysis revealed the main theme, "occupational socialization." The four sub-themes were education on "nurse-patient and nurse-colleague communicative interaction," "humanity," "career development," and "nurses as politicians." Conclusion The findings are valuable in suggesting critically needed educational content in undergraduate nursing programs to improve nursing governance. Future research should investigate the effects of the abovementioned themes on nursing governance among clinical nurses or nursing students for several years of follow-up data collection.
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Affiliation(s)
- Sujin Choi
- Department of Nursing, College of Medicine, Soonchunhyang University, Asan, Republic of Korea
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Tan SHE, Chin GF. Generational effect on nurses' work values, engagement, and satisfaction in an acute hospital. BMC Nurs 2023; 22:88. [PMID: 36997911 PMCID: PMC10061355 DOI: 10.1186/s12912-023-01256-2] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/08/2022] [Accepted: 03/18/2023] [Indexed: 04/01/2023] Open
Abstract
BACKGROUND The present nursing workforce comprises four generational of nurses working side-by-side. While such a generation blend adds invaluable diversity to the workforce, it also brings added complexity. The study aimed to describe and summarise work values and attitudes of four nursing generations, namely Baby boomers, Generation X, Y and Z. METHOD A cross-sectional questionnaire study was adopted. A total of 778 nurses from an acute hospital in Singapore completed the online questionnaire. The Work Value and Attitude scale measuring seven constructs (Work Centrality, Non-compliance, Technology Challenge, Work life balance, leadership, Power, and Recognition) was employed for data collection. RESULTS The Cronbach's alpha was 0.714 for the overall instrument. Statistically significant differences amongst the four generations of nurses emerged in the Work Value and Attitude scale in the construct of non-compliance (p = 0.007), technology challenge (p = 0.027), work-life balance (p < 0.001), and recognition (p < 0.001). No statistically significant differences were noted for the rest of the constructs. DISCUSSION AND CONCLUSION The findings of this study highlight that differences in work values and attitudes exist among nurses of different generations. Generation X are less likely to challenge the conventional norm and supervisors. Generation Y and Z are the most tech-savvy generations and can adapt quickly to new technology. There is also a greater emphasis on work-life balance as the generation gets younger. Generation Y and Z nurses perceived that younger nurses do not get due respect and recognition from their colleagues. Acknowledging the generational differences in work values and attitudes can facilitate nursing management to tailor strategies to improve individual and organisation performance while creating a work environment that enhances intergeneration harmony and teamwork.
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Affiliation(s)
| | - Guey Fong Chin
- Khoo Teck Puat Hospital, 90 Yishun Central, 768828, Yishun, Singapore
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Choi PP, Wong SS, Lee WM, Tiu MH. Multi-Generational Perspectives on the Competencies Required of First-Line Nurse Managers: A Phenomenological Study. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:10560. [PMID: 36078279 PMCID: PMC9518487 DOI: 10.3390/ijerph191710560] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 07/24/2022] [Revised: 08/10/2022] [Accepted: 08/20/2022] [Indexed: 06/15/2023]
Abstract
First-line nurse managers play an integral role in ensuring team and organizational effectiveness and quality of care. They are facing increasing challenges arising from the need to lead a generation-diverse workforce. Further research that examines multi-generational perspectives on the competencies of first-line nurse managers is warranted. This paper aimed to elucidate multi-generational perspectives on the competencies required of first-line nurse managers based on their lived experiences and perceptions, as well as those of frontline nurses. A descriptive phenomenological approach was adopted. A total of 48 informants were invited to individual semi-structured interviews to share their perspectives on the competencies required of first-line nurse managers. Findings were analyzed using Van Kaam's controlled explication method. Four themes that described four areas of competency were generated: (1) advocating for the interests of the staff, (2) allocating resources effectively, (3) building cohesive teams, and (4) embracing change and quality. The findings indicated that there were significant discrepancies among the different generations of informants in terms of their degree of commitment to work, preferred modes of team communication and collaboration, and perspectives on the role and function and preferred leadership styles of first-line nurse managers. This study fell short in examining the experiences of Generation Z nurses, and the findings are subject to further validation by larger samples. However, this study has implications for hospital administrators, nurse educators, and managers, encouraging them to rethink the notion of management competencies to develop effective strategies for leading a multi-generational workforce.
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Affiliation(s)
- Pin-Pin Choi
- School of Nursing and Health Studies, Hong Kong Metropolitan University, Hong Kong
| | - Suet-Shan Wong
- School of Nursing and Health Studies, Hong Kong Metropolitan University, Hong Kong
| | - Wai-Man Lee
- School of Nursing and Health Studies, Hong Kong Metropolitan University, Hong Kong
| | - Mei-Ha Tiu
- School of Nursing, St Teresa’s Hospital, Hong Kong
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Labrague LJ, Al Sabei S, Al Rawajfah O, AbuAlRub R, Burney I. AUTHENTIC LEADERSHIP AND NURSES' MOTIVATION TO ENGAGE IN LEADERSHIP ROLES: THE MEDIATING EFFECTS OF NURSE WORK ENVIRONMENT AND LEADERSHIP SELF-EFFICACY. J Nurs Manag 2021; 29:2444-2452. [PMID: 34369036 DOI: 10.1111/jonm.13448] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/20/2021] [Revised: 08/05/2021] [Accepted: 08/05/2021] [Indexed: 11/28/2022]
Abstract
BACKGROUND Leadership styles of a nurse manager have a profound influence on staff nurses' motivation to engage in formal nursing leadership roles; however, the mechanism underlying this pattern of influence remains unknown. AIM To assess the direct and indirect effect of nurse managers' authentic leadership on staff nurses' motivation to engage in formal leadership roles, through the intermediary role of nurse work environment and leadership self-efficacy. METHODS This cross-sectional study involved 1534 nurses from 24 acute care hospitals in the Sultanate of Oman. FINDINGS Nurse managers' authentic leadership was associated with staff nurses' motivation to engage in formal leadership roles. Nurse practice environment and leadership self-efficacy mediated partially the association between authentic leadership and motivation to engage in formal leadership roles. CONCLUSION Results of this study underscore the value of authentic leadership in creating a healthy work environment and fostering nurses' leadership self-efficacy, resulting in greater motivation to engage in nursing leadership roles. IMPLICATIONS FOR NURSING MANAGEMENT Organizational strategies to attract nurses to undertake leadership roles should include measures to bolster authentic leadership behaviours in nurse managers through theory-driven leadership development programmes or interventions, continuing education, effective succession planning, and creating a supportive work environment.
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Affiliation(s)
- Leodoro J Labrague
- Fundamentals and Administration Department, College of Nursing, Sultan Qaboos University, Oman.,Graduate School, St. Paul University Philippines, Philippines
| | - Sulaiman Al Sabei
- Fundamentals and Administration Department, College of Nursing, Sultan Qaboos University, Oman
| | - Omar Al Rawajfah
- Adult Health and Critical Care Department, College of Nursing, Sultan Qaboos University, Oman.,College of Nursing, Al al-Bayt University, Jordan
| | - Raeda AbuAlRub
- College of Nursing, Community and Mental Health Department, Jordan University of Science and Technology, Jordan
| | - Ikram Burney
- Department of Medicine, Sultan Qaboos University Hospital, Sultan Qaboos University, Muscat, Oman
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Mendes IAC, Ventura CAA, da Silva MCN, Lunardi VL, Silva ÍR, dos Santos SS. Nursing now and always: evidence for the implementation of the Nursing Now campaign. Rev Lat Am Enfermagem 2020; 28:e3388. [PMID: 33174994 PMCID: PMC7647412 DOI: 10.1590/1518-8345.4553.3388] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/15/2020] [Accepted: 07/04/2020] [Indexed: 12/18/2022] Open
Abstract
OBJECTIVE to identify the guiding axes of the documents that grounded the Nursing Now campaign and relate the recommendations of these documents to the campaign goals. METHOD documentary research, based on the analysis of the documents that promoted the Nursing Now campaign. The data were collected between March and April 2020, using a form structured into: background, scope, challenges and potentials of health/nursing professionals and recommendations for the future. RESULTS the challenges and the need for investments in the health and nursing workforce to achieve the Sustainable Development Goals were evidenced. The report of the High Level Commission on health Employment and Economic Growth presents important recommendations, also introduced in the Triple Impact Report and in the Strategic Directions for Nursing and Midwifery, converging to the goals of the Nursing Now campaign, stimulating a profile of nurses with technical, political and leadership skills, engaged in health policy-making, and the effectiveness of their practice is clear to the entire society. CONCLUSION knowledge about the dynamics of the factors that converged to the development of the Nursing Now campaign may be a condition for achieving its goals. This reality reveals evidence that global health will not be ensured without strengthening Nursing first.
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Affiliation(s)
- Isabel Amélia Costa Mendes
- Universidade de São Paulo, Escola de Enfermagem de Ribeirão Preto,
PAHO/WHO Collaborating Centre for Nursing Research Development, Ribeirão Preto, SP,
Brazil
- Scholarship holder at the Conselho Nacional de Desenvolvimento
Científico e Tecnológico (CNPq), Brazil
| | - Carla Aparecida Arena Ventura
- Universidade de São Paulo, Escola de Enfermagem de Ribeirão Preto,
PAHO/WHO Collaborating Centre for Nursing Research Development, Ribeirão Preto, SP,
Brazil
- Scholarship holder at the Conselho Nacional de Desenvolvimento
Científico e Tecnológico (CNPq), Brazil
| | | | - Valeria Lerch Lunardi
- Universidade Federal do Rio Grande, Departamento de Enfermagem, Rio
Grande, RS, Brazil
| | | | - Sara Soares dos Santos
- Universidade de São Paulo, Escola de Enfermagem de Ribeirão Preto,
PAHO/WHO Collaborating Centre for Nursing Research Development, Ribeirão Preto, SP,
Brazil
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Abstract
Members of Generation Y (or Millennials) now make up more than 50% of those in the workplace. They are expected to comprise greater than 75% by 2025. The Millennial generation has brought new idiosyncrasies to the workplace, and most literature has focused on ways to manage these differences. The Baby Boom generation is retiring at an increasing pace, leaving ongoing leadership needs in the care of Millennials. Conversations must now shift from how to lead the Millennials to preparing them to lead others. The SHAPE framework highlights some of the idiosyncrasies of this generation and ways they can be leveraged when approaching the challenges of health care today.
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Al Sabei SD, Ross AM, Lee CS. Factors influencing nurses’ willingness to lead. J Nurs Manag 2018; 27:278-285. [DOI: 10.1111/jonm.12698] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/27/2018] [Revised: 06/25/2018] [Accepted: 07/21/2018] [Indexed: 11/29/2022]
Affiliation(s)
- Sulaiman D. Al Sabei
- Department of Fundamentals and Nursing Administration; Sultan Qaboos University College of Nursing; Muscat Sultanate of Oman
| | - Amy M. Ross
- Oregon Health and Science University School of Nursing; Portland Oregon
| | - Christopher S. Lee
- Boston College William F. Connell School of Nursing; Chestnut Hill Massachusetts
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Abstract
Millennials will soon comprise 50% of the nursing workforce. Leaders in organizations look to this generation to assume leadership roles. This is proving to be challenging in many settings. Learning how to more effectively recruit, transition, and retain these emerging nurse leaders will be critical to organizations and the future of nursing. This article presents academic and organizational practices in emerging leader transition tailored to the needs of the millennial generation.
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Stevanin S, Palese A, Bressan V, Vehviläinen-Julkunen K, Kvist T. Workplace-related generational characteristics of nurses: A mixed-method systematic review. J Adv Nurs 2018; 74:1245-1263. [DOI: 10.1111/jan.13538] [Citation(s) in RCA: 42] [Impact Index Per Article: 7.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 01/23/2018] [Indexed: 11/30/2022]
Affiliation(s)
- Simone Stevanin
- Department of Nursing Science; Faculty of Health Sciences; University of Eastern Finland; Kuopio Finland
| | - Alvisa Palese
- School of Nursing; Department of Medical Sciences; Udine University; Udine Italy
| | | | - Katri Vehviläinen-Julkunen
- Department of Nursing Science; Faculty of Health Sciences; University of Eastern Finland; Kuopio Finland
- Kuopio University Hospital; Kuopio Finland
| | - Tarja Kvist
- Department of Nursing Science; Faculty of Health Sciences; University of Eastern Finland; Kuopio Finland
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Affiliation(s)
- Alison While
- Emeritus Professor of Community Nursing, King's College London, Florence Nightingale Faculty of Nursing and Midwifery and Fellow of the QNI
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