Se Young Kim; Eun-Kyung Kim; Byungsoo Kim; Eunpyo Lee

doi:10.4040/jkan.2016.46.3.338

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Influence of Nurses' Self-leadership on Individual and Team Members' Work Role Performance: Se Young Kim, Eun-Kyung Kim, Byungsoo Kim, Eunpyo Lee; Journal of Korean Academy of Nursing 2016;46(3):338-348.
DOI: https://doi.org/10.4040/jkan.2016.46.3.338
Published online: June 30, 2016

¹Department of Nursing, Changwon National University, Changwon, Korea.

²Department of Nursing, Chungbuk National University, Cheongju, Korea.

³Department of Statistics, Inje University, Gimhae, Korea.

⁴College of Nursing, Eulji University, Daejeon, Korea.

Address reprint requests to: Kim, Eun-Kyung. Department of Nursing, Chungbuk National University, Chungdae-ro 1, Seowon-gu, Cheongju, Chungbuk 28644, Korea. Tel: +82-43-249-1730, Fax: +82-43-266-1710, kyung11@cbnu.ac.kr

• Received: August 11, 2015 • Revised: November 9, 2015 • Accepted: January 22, 2016

This is an Open Access article distributed under the terms of the Creative Commons Attribution NoDerivs License. (http://creativecommons.org/licenses/by-nd/4.0/) If the original work is properly cited and retained without any modification or reproduction, it can be used and re-distributed in any format and medium.

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Abstract
NOTES
REFERENCES

Abstract

Purpose
The purpose of this study was to examine correlations between nurses' self-leadership and individual work role performance and correlations between self-leadership in nursing units and team members' work role performance.
Methods
Participants were 202 conveniently selected general nurses from 5 general hospitals in Korea. The study was carried out on 35 nursing units. Data were collected during February 2015 with self-report questionnaires.
Results
For factors affecting individual work role performance, self-expectation, self-goal setting, constructive thought, clinical career in the present nursing unit and marital status accounted for 44.0% of proficiency, while self-expectation, self-goal setting, constructive thought, and marital status accounted for 42.3% of adaptivity. Self-expectation, self-goal setting, constructive thought, self-reward, clinical career in the present nursing unit and position accounted for 26.4% of proactivity. In terms of team members' work role performance, self-reward and self-expectation in nursing units explained 29.0% of team members' proficiency. Self-reward and self-expectation in nursing units explained 31.6% of team members' adaptivity, and self-reward in nursing units explained 16.8% of team members' proactivity.
Conclusion
The results confirm that nurses' self-leadership affects not only individual self-leadership but also team members' work role performance. Accordingly, to improve nurses' work role performance in nursing units of nursing organizations, improvement in nursing environment based on self-leadership education is necessary and nurses' tasks rearranged so they can appreciate work-autonomy and challenges of work.
Keywords: Nurses; Leadership; Patient care team; Role; Task performance

This paper was supported by research funds of Changwon National University in 2014.

The authors declared no conflicts of interest.

REFERENCES

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Table 1

Differences of Sub-scales of Individual Work Role Performance according to Characteristics of Participants (N=202)

Table 2

Correlations between Individual Self-leadership and Individual Work Role Performance (N=202)

Table 3

Factors Influencing Sub-scales of Individual Work Role Performance (N=202)

Table 4

Correlations between Team Self-leadership and Team Member's Work Role Performance (N=35)

Table 5

Factors Influencing Sub-scales of Team Member's Work Role Performance (N=35)

Figure & Data

REFERENCES

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Influence of Nurses' Self-leadership on Individual and Team Members' Work Role Performance

J Korean Acad Nurs. 2016;46(3):338-348. Published online June 30, 2016

DOI: https://doi.org/10.4040/jkan.2016.46.3.338

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Influence of Nurses' Self-leadership on Individual and Team Members' Work Role Performance

Table 1

Differences of Sub-scales of Individual Work Role Performance according to Characteristics of Participants (N=202)

Table 2

Correlations between Individual Self-leadership and Individual Work Role Performance (N=202)

Table 3

Factors Influencing Sub-scales of Individual Work Role Performance (N=202)

Table 4

Correlations between Team Self-leadership and Team Member's Work Role Performance (N=35)

Table 5

Factors Influencing Sub-scales of Team Member's Work Role Performance (N=35)

Table 1 Differences of Sub-scales of Individual Work Role Performance according to Characteristics of Participants (N=202)

Table 2 Correlations between Individual Self-leadership and Individual Work Role Performance (N=202)

Table 3 Factors Influencing Sub-scales of Individual Work Role Performance (N=202)

Table 4 Correlations between Team Self-leadership and Team Member's Work Role Performance (N=35)

Table 5 Factors Influencing Sub-scales of Team Member's Work Role Performance (N=35)