THE STUDY OF THE LEADER'S STRATEGY MODELS OF HEAD NURSES AND JOB INVOLVEMENT OF NURSING STAFFS

• Main Authors: Yen-hwa Tu, 凃艷華
• Other Authors: Chuan-bian Chen
• Format: Others
• Language: zh-TW
• Published: 2007
• Online Access: http://ndltd.ncl.edu.tw/handle/64682841229861806898

碩士 === 南華大學 === 管理科學研究所 === 95 === 　　In a rapidly changing society, the service quality of consumers'' demanded will be upgraded day by day, and consequently the nursing staffs will play more important role in the hospital service. Nevertheless, the head nurses utilized different strategic models that will make a variety of impacts on the job involvement and performance of nursing staffs. It will be more apparent when nursing staffs own diverse personal characteristics. Therefore, this study wants to discuss the impact of the leader’s strategy models of head nurses on the job value, job involvement and performance of nursing staffs, and analyzes the relationships among the above mentioned. Using the population of several district medical centers in Chiayi Taiwan as sample, based on the outcomes of the investigation, the following six specific results were obtained: 　 (1) Job-guided leadership gains the highest approval from the nursing staffs. (2) There is a significant differences existed that nursing clusters with different job values (the types of “positively ideal”, “reliable devoted”, “depressed scant”, and “relationship-service” included) perceived the job involvement (the dimensions of job identification, job support, job achievement and job commitment included) of nursing staffs. And the four dimensions above, the type of “positively ideal” perceived is higher than others. (3) There is a significant differences existed that the nursing clusters with different job values perceived the job performances in customer services. And the types of “Positively ideal”, “reliable devoted” and “relationship-service” express the agreement higher than the type of “depressed scant”. Furthermore, the type of “positively ideal” and “relationship-service” express the agreement high than the type of “reliable devoted” (4) The leadership models are executed by head nurses who have a positive relationship with the job involvement of nursing staffs. With respect to job identification, job support, and job commitment of nursing staffs, the leadership model of “charismatic” is superior to the models of “intellectual stimulation”, “relationship-service” or “job-guided”. As for work fulfillment, however, the models of “job-guided” and “relationship-concern” are superior to the models of “intellectual stimulation” and “charismatic”. (5) The relationship between leadership of head nurses and job performance (the dimensions of behavioral attitudes, customers, mission and organization and learning growth included) of nursing staffs is stronger in model of “job-guided” than in other models. (6) It has significant medium positive relationship existed between the job commitment and job performance of nursing staffs.