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Árangur og forysta í hjúkrun: viðhorf til þjónandi forystu, starfsánægju, starfstengdra þátta og gæða þjónustu á sjúkrahúsinu á Akureyri

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Authors
Hulda Rafnsdóttir
Ragnheiður Harpa Arnardóttir
Sigrún Gunnarsdóttir
Issue Date
2015

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Other Titles
Leadership and performance in nursing: staff perception of servant leadership, job satisfaction, job related factors and service quality at Akureyri hospital
Citation
Tímarit hjúkrunarfræðinga 2015, 91(4):8-16
Abstract
Bakgrunnur: Stjórnendur hafa áhrif á vinnuumhverfi, líðan starfsmanna og öryggi í heilbrigðisþjónustunni. Þjónandi forysta byggist á þeirri hugmyndafræði að leiðtogi sé fyrst og fremst þjónn sem virðir forn gildi um mannúð og siðgæði og setur velferð annarra framar eigin völdum og vegsauka. Slíkt samrýmist vel hugmyndafræði hjúkrunar. Nýlegar rannsóknir gefa vísbendingar um góð áhrif þjónandi forystu í fyrirtækjum og stofnunum, einnig innan heilbrigðisþjónustunnar. Markmið: Að kanna hvort stjórnunarhættir með áherslu á þjónandi forystu væru til staðar á hjúkrunarsviðum Sjúkrahússins á Akureyri (SAk), hver afstaða hjúkrunarstarfsfólks væri til starfsánægju, starfstengdra þátta og gæða þjónustu og hvort tengsl væru milli þessara þátta. Aðferð: Rannsóknin var lýsandi þversniðskönnun. Þátttakendur voru hjúkrunarfræðingar og sjúkraliðar á SAk haustið 2011. Lagður var fyrir spurningalisti um þjónandi forystu, Servant Leadership Survey (SLS), ásamt almennum spurningum um starfsánægju, starfstengda þætti og gæði þjónustunnar, alls 54 spurningar. SLS mælir heildartölu og átta undirþætti þjónandi forystu. Niðurstöður: Svörun var 57,5% (149 svör). Heildartala SLS var 4,3 (± 0,62) og undirþættirnir mældust á bilinu 3,99 til 4,6 (staðalfrávik 0,78 til 1,04), en hæsta mögulega gildi SLS er 6. Undirþátturinn samfélagsleg ábyrgð mældist hæstur (4,6 ± 0,81). Langflestir þátttakendur voru ánægðir í starfi (96%) og 95,3% töldu veitta þjónustu góða. Starfsánægja hafði sterkustu fylgni við undirþáttinn eflingu (r = 0,48; p<0,01). Fylgni var milli eflingar og allra starfstengdra þátta (r = 0,18-0,44; p<0,05). Nokkur fylgni var á milli þjónandi forystu og öryggis skjólstæðinga. Þrír starfstengdir þættir (hlutdeild í ákvörðunartöku, fær viðurkenningu/hrós og upplýsingaflæði er gott) útskýrðu 54% af heildargildi þjónandi forystu (p<0,001). Ályktanir: Stjórnunarhættir þjónandi forystu eru til staðar á hjúkrunarsviðum SAk að mati þátttakenda. Starfsfólk er almennt ánægt í vinnunni og telur þjónustu við skjólstæðinga góða. Þetta styður niðurstöður fyrri rannsókna um að aðferðir þjónandi forystu tengist sameiginlegri ákvarðanatöku, góðu vinnuumhverfi og upplýsingaflæði en það getur tengst starfsánægju, gæðum og öryggi í heilbrigðisþjónustunni.
Background: Leadership is linked to working environment, wellbeing of staff, quality and safety in health care. The servant leader is first and foremost a servant who puts other people's well-being before his own benefit. Such principles align well with the philosophy of nursing care. Recent studies underline the benefits of servant leadership in different organizations and in health care. Aims: To explore if servant leadership is practised at Akureyri Hospital and measure work-satisfaction, nursing staff attitudes towards work-related factors and the quality of care, and to explore whether servant leadership correlated with these factors. Methods: A cross-sectional survey among all nurses and nurse assistants employed at Akureyri Hospital in the autumn of 2011. The questionnaire included the Servant Leadership Survey (SLS), questions about work-satisfaction, work-related factors and quality of care, totally 54 questions. The SLS yields a total score and eight sub-factor scores. Findings: Response rate was 57.5% (n=149). The SLS total score was 4.3 (± 0.62) and sub-factor scores ranged from 3.99 to 4.6 (± 0.78 to 1.04), maximum possible score for SLS is 6. The sub-factor stewardship scored highest (4.6 ± 0.81). Most participants (96%) were satisfied at work and pleased with the quality of care (95.3%). Work-satisfaction correlated strongly with the sub-factor empowerment (r=0.48; p<0.01). All work-related factors correlated also with empowerment (r=0.8 to 0.44; p<0.05). Some correlation emerged between SLS-scores and patients safety. Three work-related factors (participation in decision making, acknowledgement for job well done and efficient flow of information) explained 54% of the total variation in SLS-score (p<0.001). Conclusions: Servant leadership exists at Akureyri Hospital according to staff estimation, the staff is satisfied at work and believe they provide good healthcare. The results support previous findings in that practices of servant leadership is linked to staff support, joint decision-making, good working environment and efficient information-flow, thus enhancing work-satisfaction, quality and safety in health care
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Efst á síðunni er hægt að nálgast greinina í heild sinni með því að smella á hlekkinn
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http://www.hjukrun.is/library/Skrar/Timarit/Timarit-2015/4-tbl-2015/ArangurOgForysta.pdf
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Icelandic Journal Articles (Peer Reviewed)

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