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监督者自我评估和员工对领导力的看法之间的差异:医疗保健的跨部门研究
Nguyen Hoang Long1,2, Julie Sochalski3
1College of Health Sciences, VinUniversity, Ha Noi, Gia Lam District, Vietnam. long.nh@vinuni.edu.vn.
BMC nursing
|August 12, 2025
概括
医疗保健工作人员和监督员对领导风格的看法不同,监督员对领导风格的有效性评价更高. 了解这些感知差距是领导力发展和提高团队绩效的关键.
科学领域:
- 医疗保健管理的管理
- 组织心理学 组织心理学
- 领导力研究 领导力研究
背景情况:
- 员工对领导力的看法显著影响行为和绩效.
- 领导者自我评估和员工认知之间的差异是常见的.
- 了解领导力认知不一致性对于领导力发展至关重要.
研究的目的:
- 评估前线医疗保健工作人员和监督员对领导风格的看法之间的一致性.
- 识别特定的领导行为,这些行为被员工和主管们不同的看法.
主要方法:
- 从2021年1月到2022年6月进行的横截面研究.
- 来自越南Vinmec医疗保健系统的574名医疗保健工作人员和93名主管的便利样本.
- 多因素领导力问卷 (MLQ 5X) 用于领导风格评估.
主要成果:
- 两组都认为交易条件奖励是最常见的领导行为,而自由放任是最不常见的领导行为.
- 监事们在大多数领导要素上比员工对他们的看法更高,尤其是个性化考虑.
- 员工比主管承认的更频繁地使用自由放任行为,在感知到的有效性,满意度和额外的努力方面存在显著差异.
结论:
- 监管人员需要将自己的自我认知与员工的认知相协调,以获得有效的领导力.
- 像360度评估和反思实践这样的反机制可以减少护理中的领导力认知差距.
- 需要进一步的研究来探索导致这些差异的因素及其对团队绩效和护理质量的影响.
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