{"title":"中国护士领导风格与组织沉默的差异关系：一项多指标、多原因研究","authors":"Guangling Hu, Zhiyang Guo, Yu Wang, Luwen Wang","doi":"10.1155/jonm/9626175","DOIUrl":null,"url":null,"abstract":"<div>\n <p><b>Objective:</b> To determine the effect of diverse leadership styles on the organizational silence of nurses and the association between demographic factors and organizational silence of nurses.</p>\n <p><b>Background:</b> Organizational silence prevails among nurses, threatening patient safety and hospital innovation. Transformational and transactional leadership negatively affect nurses’ organizational silence, but further confirmation is needed.</p>\n <p><b>Methods:</b> The 545 clinical nurses from four hospitals in Shenzhen completed the online self-report questionnaires including multivariate leadership style scale and nurses’ organizational silence assessment questionnaire.The data were analyzed by SPSS26.0 software using analysis of variance and Pearson’s correlation. The Multiple Indicators Multiple Causes (MICIC) model was used to analyze the influencing factors of organizational silence using AMOS 24.</p>\n <p><b>Results:</b> The results of the univariate analysis revealed that the differences in the organizational silence scores of the nurses based on demographic factors such as age, gender, professional title, and undertaking nursing management tasks were not significant (all <i>p</i> > 0.05). However, the difference in the employment status was significant (<i>p</i> < 0.05). The MICIC model showed that the transformational leadership can aggravate this organizational silence of the nurses (<i>β</i> = 0.59, <i>p</i> < 0.001), whereas transactional leadership style and employment status had no significant effects (both <i>p</i> > 0.05).</p>\n <p><b>Conclusion:</b> The organizational silence of nurses was at a moderately low level and transformational leadership style contributes to organizational silence of the nurses. The findings of this study suggested that nursing managers should strive for authentic and open leadership, pay attention to individual differences, and adjust their leadership style according to the preferences and needs of nurses, achieving personalized adaptation of leadership.</p>\n </div>","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2025 1","pages":""},"PeriodicalIF":3.7000,"publicationDate":"2025-04-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1155/jonm/9626175","citationCount":"0","resultStr":"{\"title\":\"The Differential Association Between Leadership Styles and Organizational Silence in a Sample of Chinese Nurses: A Multi-Indicator and Multicause Study\",\"authors\":\"Guangling Hu, Zhiyang Guo, Yu Wang, Luwen Wang\",\"doi\":\"10.1155/jonm/9626175\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<div>\\n <p><b>Objective:</b> To determine the effect of diverse leadership styles on the organizational silence of nurses and the association between demographic factors and organizational silence of nurses.</p>\\n <p><b>Background:</b> Organizational silence prevails among nurses, threatening patient safety and hospital innovation. Transformational and transactional leadership negatively affect nurses’ organizational silence, but further confirmation is needed.</p>\\n <p><b>Methods:</b> The 545 clinical nurses from four hospitals in Shenzhen completed the online self-report questionnaires including multivariate leadership style scale and nurses’ organizational silence assessment questionnaire.The data were analyzed by SPSS26.0 software using analysis of variance and Pearson’s correlation. The Multiple Indicators Multiple Causes (MICIC) model was used to analyze the influencing factors of organizational silence using AMOS 24.</p>\\n <p><b>Results:</b> The results of the univariate analysis revealed that the differences in the organizational silence scores of the nurses based on demographic factors such as age, gender, professional title, and undertaking nursing management tasks were not significant (all <i>p</i> > 0.05). However, the difference in the employment status was significant (<i>p</i> < 0.05). The MICIC model showed that the transformational leadership can aggravate this organizational silence of the nurses (<i>β</i> = 0.59, <i>p</i> < 0.001), whereas transactional leadership style and employment status had no significant effects (both <i>p</i> > 0.05).</p>\\n <p><b>Conclusion:</b> The organizational silence of nurses was at a moderately low level and transformational leadership style contributes to organizational silence of the nurses. The findings of this study suggested that nursing managers should strive for authentic and open leadership, pay attention to individual differences, and adjust their leadership style according to the preferences and needs of nurses, achieving personalized adaptation of leadership.</p>\\n </div>\",\"PeriodicalId\":49297,\"journal\":{\"name\":\"Journal of Nursing Management\",\"volume\":\"2025 1\",\"pages\":\"\"},\"PeriodicalIF\":3.7000,\"publicationDate\":\"2025-04-03\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"https://onlinelibrary.wiley.com/doi/epdf/10.1155/jonm/9626175\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Journal of Nursing Management\",\"FirstCategoryId\":\"3\",\"ListUrlMain\":\"https://onlinelibrary.wiley.com/doi/10.1155/jonm/9626175\",\"RegionNum\":2,\"RegionCategory\":\"医学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q2\",\"JCRName\":\"MANAGEMENT\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Journal of Nursing Management","FirstCategoryId":"3","ListUrlMain":"https://onlinelibrary.wiley.com/doi/10.1155/jonm/9626175","RegionNum":2,"RegionCategory":"医学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q2","JCRName":"MANAGEMENT","Score":null,"Total":0}
引用次数: 0
摘要
目的：探讨不同领导风格对护士组织沉默的影响以及人口统计学因素与护士组织沉默的关系。背景：组织沉默在护士中盛行，威胁着患者安全和医院创新。变革型领导和交易型领导对护士组织沉默有负向影响，但需要进一步证实。方法：对深圳市4家医院的545名临床护士进行多元领导风格量表和护士组织沉默评价问卷的在线自报告。采用SPSS26.0软件进行方差分析和Pearson相关分析。采用多指标多原因（MICIC）模型对组织沉默的影响因素进行分析。结果：单变量分析结果显示，年龄、性别、职称、承担护理管理任务等人口学因素对护士组织沉默得分的影响均不显著(p >；0.05)。然而，就业状况的差异是显著的(p <；0.05)。MICIC模型显示，变革型领导会加剧护士的组织沉默(β = 0.59, p <；0.001)，而交易型领导风格和就业状况没有显著影响(p >；0.05)。结论：护士的组织沉默处于中低水平，变革型领导风格对护士的组织沉默有促进作用。本研究结果提示护理管理者应努力实现真实、开放的领导，关注个体差异，根据护士的偏好和需求调整领导风格，实现领导的个性化适应。
The Differential Association Between Leadership Styles and Organizational Silence in a Sample of Chinese Nurses: A Multi-Indicator and Multicause Study
Objective: To determine the effect of diverse leadership styles on the organizational silence of nurses and the association between demographic factors and organizational silence of nurses.
Background: Organizational silence prevails among nurses, threatening patient safety and hospital innovation. Transformational and transactional leadership negatively affect nurses’ organizational silence, but further confirmation is needed.
Methods: The 545 clinical nurses from four hospitals in Shenzhen completed the online self-report questionnaires including multivariate leadership style scale and nurses’ organizational silence assessment questionnaire.The data were analyzed by SPSS26.0 software using analysis of variance and Pearson’s correlation. The Multiple Indicators Multiple Causes (MICIC) model was used to analyze the influencing factors of organizational silence using AMOS 24.
Results: The results of the univariate analysis revealed that the differences in the organizational silence scores of the nurses based on demographic factors such as age, gender, professional title, and undertaking nursing management tasks were not significant (all p > 0.05). However, the difference in the employment status was significant (p < 0.05). The MICIC model showed that the transformational leadership can aggravate this organizational silence of the nurses (β = 0.59, p < 0.001), whereas transactional leadership style and employment status had no significant effects (both p > 0.05).
Conclusion: The organizational silence of nurses was at a moderately low level and transformational leadership style contributes to organizational silence of the nurses. The findings of this study suggested that nursing managers should strive for authentic and open leadership, pay attention to individual differences, and adjust their leadership style according to the preferences and needs of nurses, achieving personalized adaptation of leadership.
期刊介绍：
The Journal of Nursing Management is an international forum which informs and advances the discipline of nursing management and leadership. The Journal encourages scholarly debate and critical analysis resulting in a rich source of evidence which underpins and illuminates the practice of management, innovation and leadership in nursing and health care. It publishes current issues and developments in practice in the form of research papers, in-depth commentaries and analyses.
The complex and rapidly changing nature of global health care is constantly generating new challenges and questions. The Journal of Nursing Management welcomes papers from researchers, academics, practitioners, managers, and policy makers from a range of countries and backgrounds which examine these issues and contribute to the body of knowledge in international nursing management and leadership worldwide.
The Journal of Nursing Management aims to:
-Inform practitioners and researchers in nursing management and leadership
-Explore and debate current issues in nursing management and leadership
-Assess the evidence for current practice
-Develop best practice in nursing management and leadership
-Examine the impact of policy developments
-Address issues in governance, quality and safety
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