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Kim, Kim, Kim, and Lee: Influence of Nurses' Self-leadership on Individual and Team Members' Work Role Performance
Original Article

Journal of Korean Academy of Nursing 2016; 46(3): 338-348.

Published online: 30 June 2016

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

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

Se Young Kim1, Eun-Kyung Kim2, Byungsoo Kim3, Eunpyo Lee4

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 11 August 2015       Revised 9 November 2015       Accepted 22 January 2016

© 2016 Korean Society of Nursing Science

(open-access):

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.

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

Figures and Tables

Table 1

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

jkan-46-338-i001
Table 2

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

jkan-46-338-i002
Table 3

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

jkan-46-338-i003
Table 4

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

jkan-46-338-i004
Table 5

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

jkan-46-338-i005

Notes

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

CONFLICTS OF INTEREST The authors declared no conflicts of interest.

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