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Leadership Behaviors of Frontline Nurse Managers: A Mixed-Methods Research Study Identifying Essential Areas for
Jihane Frangieh1, Terry Jones, Patricia Anne Kinser
1Author Affiliations: Assistant Professor and Track Director of the MSN Healthcare Organizational Leadership Program (Dr Frangieh), School of Nursing, Johns Hopkins University, Baltimore, Maryland; and Associate Professor (Dr Jones), Endowed Professor & Assistant Dean of Research, Scholarship, & Innovation (Dr Kinser), and Professor (Dr Elswick), School of Nursing, and Associate Professor (Dr Thacker) School of Medicine, Virginia Commonwealth University, Richmond; and Chief Nurse Officer (Dr Baker) University of Virginia Health, Charlottesville.
Objective:
This study examined how frontline nurse managers (FLNMs) perceive and experience formal and informal social support and how personal factors and social support relate to their transformational leadership (TL) behaviors.
Background:
Ineffective leadership by FLNMs is associated with costly outcomes. Evidence suggests that leadership development is a function of personal and social factors; however, a better understanding of this process is needed.
Methods:
A convergent mixed-methods design was used. The quantitative strand included a cross-sectional survey in a sample of FLNMs. The qualitative strand used a semistructured interview and a descriptive qualitative approach with a subset of this sample.
Results:
Formal and informal social support is positively related to the TL behaviors of FLNMs as evidenced by the convergent data. The influence of family members in the work-related decisions of FLNMs has been underreported in the literature and is an area for consideration in supporting retention and desired leadership behaviors.
Conclusion:
The findings of this study imply a need for organizations to establish systems that endorse the growth of FLNMS, create opportunities for career advancement, and integrate members of the FLNMs' personal support systems into recognition initiatives.
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