Determining the Leadership Order of the Clinically Responsible Nurse Working in a University Hospital

ABSTRACT


INTRODUCTION
Mankind has needed management and a manager since its existence.Management: "It is a way of making/implementing decisions that can use the available resources efficiently and effectively to achieve certain goals.Individuals who provide management are called managers."(Young, 2005).Nurses primarily responsible for providing health services are selected in line with the education, knowledge, and skills they have received in the professional direction and receive the title of manager nurse (Serinkan & İpekçi, 2005).
The executive nurse is responsible for planning, organizing, collaborating, coordinating, executing, and controlling nursing care (Girvin, 1996;Canbolat, 2013).The manager nurse is responsible for fulfilling and supervising nursing services (Arslan, 2015).Executive nurses are expected to use their managerial and leadership characteristics such as following up-to-date data by conducting research, working with nurses, and thinking critically (Canpolat, 2012;Girvin, 1996).
Leadership is defined as the ability to mobilize individuals for a specific purpose (Yulk, 2001).A leader, on the other hand, is a person who influences individuals with his knowledge and ability and motivates them to achieve their goals.Leadership in the nursing profession is defined as "the use of personal power and inclination to achieve the common goal and vision by influencing the patient, family, and others constructively and ethically" (Yoder Wise, 2003).In another definition, it is the use of the power and tendency to achieve the common goal and vision by influencing the patient, family, and society (Girvin, 1996).Nurses who exhibit leadership behavior provide quality service (Yiğit and Yazkan, 2014).Negativenesses experienced in nursing leadership behaviors; Disruptions in the subordinate-superior relationship in health institutions are because physicians are expressed as team leaders, uncertainties in duties and responsibilities, lack of justice and equality among nurses, insufficient knowledge, and lack of self-confidence (Baykal, 2003;Baykal et al., 2006).;Dierckx De Casterle et al., 2008;Duygu & Kublay, 2008;Öztürk, 2010).When the literature is examined, studies in this direction are limited.For this reason, it is aimed to determine the leadership orientations of clinically responsible nurses.
The research question to be answered within the scope of the study is: Is there a relationship between the sociodemographic characteristics of the clinical nurses participating in the study and the Leadership Orientation Questionnaire?

METHOD
The study sample group will comprise individuals who worked as clinical nurses in charge of a medical faculty hospital between 10. 05.2023 and 30.05.2023.This study aims to determine the leadership orientations of clinical chief nurses.
In the descriptive study, the G-Power 3.1.9.4 program was used to calculate the sample size and the number of people planned to be included in the study was calculated as 50 with 5% error and 95% power.In this direction, all (50) clinical nurses working in a university hospital between 10.05.2023 and 30.05.2023 will form the study sample group.
The study data will be collected from individuals with a socio-demographic "Leadership Orientation Questionnaire" prepared by the researchers.
Data will be collected by face-to-face conversation method from individuals who agree to participate in the study and meet the inclusion criteria.Data collection was set at approximately 15-20 minutes for each participant.Exclusion Criteria -Volunteer to participate in the research, -Working as a clinical nurse in the relevant medical faculty hospital Exclusion Criteria -Not being willing to participate in the research, -Not working as a clinical nurse in the relevant medical faculty hospital

Instruments
The data of the study was to be collected from individuals using the Personal Information Form, the "Leadership Orientation Questionnaire" prepared by the researchers.

Personal Information Form
Personal information form prepared by the researcher by the literature; It consists of six questions about sociodemographic characteristics (age, gender, marital status, educational status, etc.), years of work in the profession, and duration of being a manager.

Ethical considerations
Institutional permission (Issue No: E-89969066-044-1761681) was obtained from the Ethics Committee of a foundation university (Decision No: 2023-03-86) and the directorate of the relevant university hospital to conduct the research.The permissions of scales to be used in the research were used with the permission of the scale authors.The oral and written consent and informed consent were obtained from the nurses in charge of the clinic who will participate in the study.

Data collection procedure
The data of the study was to be collected from individuals using the Personal Information Form, the "Leadership Orientation Questionnaire" prepared by the researchers.

Data analysis
Data were analyzed with IBM SPSS V23.Conformity to the normal distribution was evaluated using the Shapiro-Wilk test.Mann-Whitney U test was used to compare the data that were not normally distributed in paired groups.The Kruskal-Walli's test was used to compare the data that were not normally distributed according to groups of three or more.Spearman's rho correlation coefficient was used to examine the relationship between age and non-normally distributed scores.The significance level was taken as p<0.050.

RESULT
Table 1 shows 40 people participated in the research.84.6% of the participants were female and 15.4% were male.While 89.7% of the participants are married, 10.3% are single.While 56.4% of them are graduates, 43.6% of them are undergraduates.46.2% of the participants have been in management for 0-5 years, 28.2% for 10 years and above, and 25.6% for 5-10 years.While the participants' human-oriented leadership behavior score average was 7.79, the minimum score was 3, and the maximum score was 12.While the task-oriented behavior average score was 12.62, the minimum score was 4, and the maximum score was 19.While the leadership orientation total score average was 20.41, the minimum score was 7, and the maximum score was 27.Table 3 shows the median scores of leadership behavior toward people do not differ according to gender (p=0.635).While the median for men was 9.00, the median for women was 8.00.The median scores for task-oriented behavior did not differ according to gender (p=0.349).While the median for men was 14.00, the median for women was 15.00.Median leadership orientation scores did not differ according to gender (p=0.582).While the median for men was 23.00, the median for women was 21.00.According to marital status, the medians of human-oriented leadership behavior scores do not differ (p=0.947).While the median for singles was 8.50, the median for married people was 8.00.The median scores for taskoriented behavior did not differ according to marital status (p=0.911).While the median for singles was 13.00, the median for married people was 14.00.Median leadership orientation scores do not differ according to marital status (p=1).While the median for singles was 22.00, the median for married people was 23.00.The median leadership behavior scores towards people do not differ according to education level (p=0.664).While the median of undergraduate graduates was 9.00, the median of graduate graduates was 8.00.The median scores for task-oriented behavior did not differ according to education level (p=0.944).While the median of undergraduate graduates was 14.00, the median of graduate graduates was 14.50.Median leadership orientation scores do not differ according to educational status (p=1).While the median of undergraduate graduates was 23.00, the median of graduate graduates was 21.00.The median leadership behavior scores towards people do not differ according to management duration (p=0.399).The median of those who have been managers for 0-5 years is 7.56, for those who have been managers for 10 years or more is 8.45, and for those who have been managers for 5-10 years is 7.50.The median scores for task-oriented behavior do not differ according to the management duration (p=0.47).The median of those who have been managers for 0-5 years is 8.00, the median of those who have been managers for 10 years or more, and 5.00 for those who have been managers for 5-10 years.Leadership orientation score medians do not differ according to the management duration (p=0.986).The median of those who have been managers for 0-5 years is 11.00, the median of those who have been managers for 10 years or more, and 12.00 for those who have been managers for 5-10 years.

Table 2
shows a commonly intended relationship was not obtained between age and human-oriented leadership behavior, task-oriented behavior, and leadership training scores (p values 0.874, 0.308, 0.329, respectively).