profiles at.id outcomes of teadership of

HOIY AT.IGEI I'NTI/ERSITY GRADUATE SCHOOT OF NT,]RSING

First Trimester School Year 2014- 2015

PROFILES AT.ID OUTCOMES OF TEADERSHIP OF

NT,'RSE I\{ANAGERS IN A GO\reRNMENT REGIONAT HOSPITAT

A

sPECrAr PROIECT

Presentedto the Gradtrate Sctrool Holy Angel Univenity

In Partial Fulfilnent

Of the Requirremmts for the Degree Master of Science in Nuning Major in Nursing Adminisaation

By:

I.AT'RENCE YABUT PARAS, RN

and Outcomes

PR'FILES^'"H:;Hi;i'"".fl?5ill-'lJ,Tiff""MANAGERSINA

Laurence Yabut Paras, RI\

Abstract

This

cross-sectional descriptive

study

examined

the profiles and

outcomes

of

Ieadership

using

Bass

& Avolio's (1995) Multifactor

Leadership Questionnaire

(lvfl-O

among nurses in a gov€rnment regional hospital in the Philippines.

A

total

of

42 participants,

3l

staffnurses and I

I

nurse managers, were selected to participate

in

the study through convenience sampling. Of the three types of leadership examined, transformational leadership was the highest rated profile for both nurse managers and nursing staff. In comparing perceptional ratings between the two groups under study,

most

leadership

styles and

constructs

of

leadership

had statistically

significant differences, with the exception of three sub constructs: idealized attributes, idealized behavior' and management by exception (passive). Nurse managers rated themselves higher

in

terms

of

transformational leadership (kaol

:3.97; p:

0.001;

M:

3.10), transactional leadership (ttro.zsl:3.98;

p:

0.001;

M:

2.88), and overall outcomes

of

leadership (k+ol

-4.59; p:

0.001;

M:3.32).

Staffnurses had statistically different and higher ratings

oftheir

leaders in terms ofpassive-avoidant leadership

(kol :2.55;p:

0'02;

M: 1.20).

The findings of this study can be beneficial

for

nurse managers

in

developing strategies

in improving their

personal leadership characteristics. The

MLQ

was a useful

tool to

measure the perceptions

of

leadership

of

managers and staff, and is recommended for use by managers in the Philippines to assess not only

how they view

themselves as leaders,

but to

examine

how they

are perceived as leaders by staff.

Keywords: Leadership Styles of Nurse Managers, Multifactor

Leadership Questionnaire (MLQ)

The importance of good leadership in nursing service cannot be overstated. Leaders

play essential roles in the setting of goals, organizing of staff, the directing nursing care activities, and contribute to intrinsic attributes of positive practice environments (Lawal,

2012;

Schwafiz et a1.,2011). They also have the pivotal role of motivating their followers to

achieve

institutional goals (Gregory 2011). Motivation is

a

component of transformational leadership which has also been found to influence the intention to stay

at

work by nurses (Tapke, 20Il; Jones, 2007). In short, leaders

are

the connecting thread in the quilt of

a

',

HOLY AI\IGNL TJNIVERSITY