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Submitted: 14 September 2017 Modified: 14 September 2017

Herdin Record #: R05-BCHRD-1709141945004

Leadership Styles, Leadership Motivation and Leadership Effectiveness of Nurse Managers in the Clinical Setting of St. John Hospital, Inc.

Researchers

NameRole
1Victor C. Oliver Jr. Researcher

Related Institutions

Institutions NameRole
Universidad De Sta. Isabel

Publication Information

1.
Publication Type:
Thesis/Dissertations
Thesis Degree:
BS
Publication Date:
2014

Objectives

The study was conducted to Determine the Leadership Styles, Leadership Motivations, and Level of Leadership Effectiveness of Nurse Managers in the Clinical of St. John Hospital, Inc. Specifically, the study sought the answers from the following questions: (1) What is demographic profile of the Nurse Managers in the Clinical Setting of St. John Hospital, Inc. in terms of age, gender, civil status, educational attainment, and religion? (2) What were leadership styles used by the respondents along participative, instrumental, and permissive? (3) What leadership motivations were engaged by the respondents in terms of positive reinforcement, opportunities for growth and advancement, job security, maintaining favorable workplace, satisfying staff needs? (4) What was the level of leadership effectiveness of the respondents? (5) Was there a significant relationship between leadership effectiveness and a) leadership styles b) leadership motivations (6) What strategies can be proposed to enhance the level of leadership effectiveness of respondents?

Abstract

The study was conducted to Determine the Leadership Styles, Leadership Motivations, and Level of Leadership Effectiveness of Nurse Managers in the Clinical of St. John Hospital, Inc. Specifically, the study sought the answers from the following questions: (1) What is demographic profile of the Nurse Managers in the Clinical Setting of St. John Hospital, Inc. in terms of age, gender, civil status, educational attainment, and religion? (2) What were leadership styles used by the respondents along participative, instrumental, and permissive? (3) What leadership motivations were engaged by the respondents in terms of positive reinforcement, opportunities for growth and advancement, job security, maintaining favorable workplace, satisfying staff needs? (4) What was the level of leadership effectiveness of the respondents? (5) Was there a significant relationship between leadership effectiveness and a) leadership styles b) leadership motivations (6) What strategies can be proposed to enhance the level of leadership effectiveness of respondents?


 


The theoretical framework of this study was based on David McClellands Three Basic Needs Theory. A descriptive-correlational method was employed in this study. The respondents were fifteen (15) registered nurses who were working as Nurse Managers in the Clinical Setting of St. John Hospital, Inc, Convenient-random sampling was used to select the respondents.


 


The findings revealed that all the respondents are middle adults with frequency of 15 or 100%. As to gender and Civil Status, the data show a significant number of female than male respondents, and a bigger number of married than single. There are equal frequencies of 13 or 87 % to both female and married; and frequencies of 2 or 13% to both male and single. In terms of religion, majority of the respondents with frequency of 14 or 93% were Roman Catholic and 1 or 7% was Seventh Day Adventist, Lastly, in terms of educational attainment, frequency of 2 or 13% were master in nursing degree holder and 13% or 87% were college graduate.


 


 


(2) Most of the respondents with frequency of 7% or 47% used participative leadership style; 5 or 33% used instrumental leadership; and 3 or 20% used permissive leadership. (3) In the findings, majority identified that in providing positive reinforcement, nurse managers encouraged and supervised staff in performing new procedures. Furthermore, in providing opportunities for growth and advancement, staff are sent to up-to-date trainings and seminars free of charge. In providing job security, significant number of the respondents said provision of benefits such as Phil Health and SSS insurances provide the most job security. While to maintain favorable environment, mainly respondents said advocate constructive feedbacks were provided. To satisfy the needs of the staff, majority of the respondents granted their request off. (4) The findings revealed participative leadership is the most effective leadership style with average performance evaluation of 2.3. Instrumental and permissive leadership, however, are moderately effective with equal average performance evaluation of 2.0 (5) The findings revealed that there is no significant relationship between leadership effectiveness and a) leadership styles, Asymp. Sig. = 0.179 which is greater than 0.05. This means the respondents leadership styles do not affect the level of leadership effectiveness, (b) The findings revealed that among the five motivational strategies, positive reinforcement ranked 1, satisfying the needs of the staff ranked 2, job security ranked 3 and opportunities for professional growth and advancement, and maintaining a favorable environment, both ranked 4. The findings also revealed that there is no significant relationship between leadership effectiveness and leadership motivations.