2.50
Hdl Handle:
http://hdl.handle.net/10755/162697
Type:
Presentation
Title:
In-y or Out-y Manager?
Abstract:
In-y or Out-y Manager?
Conference Sponsor:Emergency Nurses Association
Conference Year:2008
Author:Goetze, Carolynn M., RN, PhD
P.I. Institution Name:California State University, Sacramento
Title:Assistant Professor Assistant Program Director and Coordinator RN/BSN program
Contact Address:, Sacramento, CA, 95819-, USA
Contact Telephone:(916) 278-7243
Purpose: The purpose of the study was to examine the relationships among inner and outer circle membership in nurse managers and leader-member exchange, self-esteem, and mutuality.

Design: The design for the study, ex post facto research was chosen because the research problem does not lead itself to experimentation but does lend itself to controlled inquiry.

Setting: Data was collected in 29 acute care hospitals across the United States. Each of the hospitals were non-governmental, non-profit hospitals with a minimum of 150 beds.

Participants/Subjects: Questionnaires were sent to nurse executives, 29 agreed to participate in the study. In total, 314 questionnaires were distributed to the nurse mangers by the nurse executives participating in the study. One Hundred Ninety Five managers were studied. Human Subjects Review Committee reviewed and approved the research.

Methods: Three instruments were used to collect data, The Leader-Member Exchange Scale (LMX-6) , The Self-Esteem Inventory (SEI) and the Mutual Development Psychological Development Questionnaire. A demographic data form was also administered. A designation form was developed by the researcher in order to have the nurse executives assign each of the nurse mangers as either inner or outer managers.

Results: Results identified inner circle managers had higher self-esteem and higher leader-member exchange scores than outer circle managers however, inner circle managers did not score higher on mutuality. Additional findings revealed significant positive correlations between the number of times per month a nurse manger initiated an interaction with the nurse executive and leader-member exchange, contribution, loyalty, affect and self-esteem. A negative correlation was found between the number of months a nurse manager was in her position and her contribution to the exchange relationship. Also, the longer the nurse manger worked for the executive the higher the leader-member exchange and loyalty for both inner and outer circle managers.

Recommendations: Appreciating the characteristics and behaviors that join mangers and leaders as a team is necessary to move programs and departments toward excellence. As a high degree of mutualilty was identified in both groups, there is a need for the exploration of women's experience in the workplace, and to identify and give voice to the model of interdependence and connection. Also, the finding of inner circle managers having higher self-esteem has value for social identity and suggests that although there is a "connectedness" between the manager and leader there is also a "separateness" which impacts on the self-concept.
Repository Posting Date:
27-Oct-2011
Date of Publication:
17-Oct-2011
Sponsors:
Emergency Nurses Association

Full metadata record

DC FieldValue Language
dc.typePresentationen_GB
dc.titleIn-y or Out-y Manager?en_GB
dc.identifier.urihttp://hdl.handle.net/10755/162697-
dc.description.abstract<table><tr><td colspan="2" class="item-title">In-y or Out-y Manager?</td></tr><tr class="item-sponsor"><td class="label">Conference Sponsor:</td><td class="value">Emergency Nurses Association</td></tr><tr class="item-year"><td class="label">Conference Year:</td><td class="value">2008</td></tr><tr class="item-author"><td class="label">Author:</td><td class="value">Goetze, Carolynn M., RN, PhD</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">California State University, Sacramento</td></tr><tr class="item-author-title"><td class="label">Title:</td><td class="value">Assistant Professor Assistant Program Director and Coordinator RN/BSN program</td></tr><tr class="item-address"><td class="label">Contact Address:</td><td class="value">, Sacramento, CA, 95819-, USA</td></tr><tr class="item-phone"><td class="label">Contact Telephone:</td><td class="value">(916) 278-7243</td></tr><tr class="item-email"><td class="label">Email:</td><td class="value">cgoetze@csus.edu</td></tr><tr><td colspan="2" class="item-abstract">Purpose: The purpose of the study was to examine the relationships among inner and outer circle membership in nurse managers and leader-member exchange, self-esteem, and mutuality.<br/><br/>Design: The design for the study, ex post facto research was chosen because the research problem does not lead itself to experimentation but does lend itself to controlled inquiry. <br/><br/>Setting: Data was collected in 29 acute care hospitals across the United States. Each of the hospitals were non-governmental, non-profit hospitals with a minimum of 150 beds.<br/><br/>Participants/Subjects: Questionnaires were sent to nurse executives, 29 agreed to participate in the study. In total, 314 questionnaires were distributed to the nurse mangers by the nurse executives participating in the study. One Hundred Ninety Five managers were studied. Human Subjects Review Committee reviewed and approved the research. <br/><br/>Methods: Three instruments were used to collect data, The Leader-Member Exchange Scale (LMX-6) , The Self-Esteem Inventory (SEI) and the Mutual Development Psychological Development Questionnaire. A demographic data form was also administered. A designation form was developed by the researcher in order to have the nurse executives assign each of the nurse mangers as either inner or outer managers. <br/><br/>Results: Results identified inner circle managers had higher self-esteem and higher leader-member exchange scores than outer circle managers however, inner circle managers did not score higher on mutuality. Additional findings revealed significant positive correlations between the number of times per month a nurse manger initiated an interaction with the nurse executive and leader-member exchange, contribution, loyalty, affect and self-esteem. A negative correlation was found between the number of months a nurse manager was in her position and her contribution to the exchange relationship. Also, the longer the nurse manger worked for the executive the higher the leader-member exchange and loyalty for both inner and outer circle managers. <br/><br/>Recommendations: Appreciating the characteristics and behaviors that join mangers and leaders as a team is necessary to move programs and departments toward excellence. As a high degree of mutualilty was identified in both groups, there is a need for the exploration of women's experience in the workplace, and to identify and give voice to the model of interdependence and connection. Also, the finding of inner circle managers having higher self-esteem has value for social identity and suggests that although there is a &quot;connectedness&quot; between the manager and leader there is also a &quot;separateness&quot; which impacts on the self-concept.</td></tr></table>en_GB
dc.date.available2011-10-27T10:32:36Z-
dc.date.issued2011-10-17en_GB
dc.date.accessioned2011-10-27T10:32:36Z-
dc.description.sponsorshipEmergency Nurses Associationen_GB
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