Development of A Program to Improve Leadership Behavior that Influences Nurse Job Satisfaction

制定改善影响护士工作满意度的领导行为的计划

• 批准号: 14572228
• 负责人: TAKATANI Yoshie
• 金额: $ 2.05万
• 依托单位: Kochi University
• 依托单位国家: 日本
• 项目类别: Grant-in-Aid for Scientific Research (C)
• 财政年份: 2002
• 资助国家: 日本
• 起止时间: 2002 至 2004
• 项目状态: 已结题
• 来源: https://kaken.nii.ac.jp/en/grant/KAKENHI-PROJECT-14572228/
• 关键词: Organizational Climate; Nurse; Leadership; Job Satisfaction; Nurse Manager; 中間管理者

This study was designed to identify the relationship between leadership behavior shown by nurse managers and organizational climate, and nurse job satisfaction, in an effort to develop a program to improve leadership behavior among nurse managers. Study Goal 1 : The reliability and suitability of nurse managers' leadership behavior were examined based on the scale developed by Kouzes & Posner (1988), and six factors including ‘trust and support' were identified (cumulative contribution ratio of 66.42%). Study Goal 2 : The Practical Job Climate Scale was created, and eight factors including ‘human relationships/support' were identified (cumulative contribution ratio of 37.01%). Study Goal 3 : Job satisfaction was measured with a scale developed by Yamashita (1995), and seven factors were identified (cumulative contribution ratio of 42.96%). Also The Job- in General Scale was examined for use in this study. Study Goal 4 : Multiple regression analysis was used to examine the relationship between nurse managers' leadership behavior, organizational climate and job satisfaction among nursing staff (609 valid responses for a valid response rate of 41.0%). Organizational climate has a stronger impact than leadership. In particular, organizational climate in terms of <nurse manager roles and responsibilities> impacts all factors that comprise leadership. Organizational climate and job satisfaction have a strong mutual impact. Study Goal 5 : Focus group interviews on seven nurse managers were conducted, the results of which suggested the factors that comprise leadership behavior.

本研究旨在探讨护理管理者领导行为与组织气氛、护士工作满意度的关系，并提出改善护理管理者领导行为的措施。研究目标1：采用Kouzes & Posner（1988）编制的护士管理者领导行为量表，对护士管理者领导行为的信度和适宜度进行了检验，确定了“信任和支持”等6个因素（累积贡献率为66.42%）。研究目标2：编制了实用工作气氛量表，确定了包括“人际关系/支持”在内的8个因素（累积贡献率为37.01%）。研究目标3：用Yamashita（1995）开发的量表测量工作满意度，确定了7个因素（累积贡献率为42.96%）。本研究还采用了工作一般量表.研究目标4：采用多元回归分析，探讨护理管理者领导行为、组织气氛与护理人员工作满意度的关系（有效问卷609份，有效问卷率为41.0%）。组织氛围比领导力的影响更大。特别是，组织气候<nurse manager roles and responsibilities>影响着构成领导力的所有因素。组织气氛与工作满意度之间有很强的相互影响。研究目标5：焦点小组访谈七名护士管理者进行，其结果表明，包括领导行为的因素。