Estilos de liderança dos enfermeiros de um hospital universitário

• Autor(a) principal: Fonseca, Dienifer Fortes da
• Data de Publicação: 2019
• Tipo de documento: Dissertação
• Idioma: por
• Título da fonte: Manancial - Repositório Digital da UFSM
• Texto Completo: http://repositorio.ufsm.br/handle/1/20674
• topic: Liderança; Enfermagem; Administração hospitalar; Gestão em saúde; Leadership; Nursing; Hospital administration; Health management; CNPQ::CIENCIAS DA SAUDE::ENFERMAGEM

One of the nurse’s attribution is to manage the nursing team, this management process consists of providing active participation of workers and stimulates the skills and abilities in order to add talents and develop teamwork. In management, leadership competence is part of this process. Leadership is an ability to drive people on motivational and behavioral aspects according to their ideas or organizational goals of institutions. Identifying nurses' leadership styles can assist and subsidize the managers of federal university hospitals in decision- making, conflict management and improve actions in development of skills and abilities in nursing management, which will improve nursing care and strengthening of the Unified Health System. This dissertation is linked to the Research Group on Work, Health, Education and Nursing. s Thus, it was listed as research question in this study: What are the leadership styles of nurses in a university hospital? General objectives are: identifying the nurses’ leadership styles in a university hospital; describing the nurses’ socio-demographic characteristics; analysing the main characteristics of leadership styles of university hospital nurses. This was a cross-sectional descriptive correlational research, using a validated questionnaire based on the Managerial Grid theory, the study participants were 201 nurses from the University Hospital of Santa Maria. For organization and data analysis, information obtained will be tabulated in Excel spreadsheet and data analysis the information obtained was tabulated in an Excel spreadsheet and analysed through the Statistic Package for Social Sciences software version 2.0, and for a greater data reliability, double and independent typing was performed. The ethical precepts were based on Resolution 466/2012. Totalling 201 nurses, of which the majority was females (n=176; 88.0%) and males (n=24, 12.0%), when asked about reparation for leadership exercise in graduation, the majority said yes that had prepared (n=160; 80.8%), and the alternative no (n=111; 55.8%), concerning the question, about the level of the postgraduate degree, specialization (n=111; 55.8%), master’s degree (n=55; 27.6%), doctorate degree (n=18; 9.0%), and no post graduate (n=15; 7.5%). Regarding the type of work regime, Single Legal Regime (n= 2; 41.2%) and Consolidation of Labor Laws (n=117; 58.8%). In the initiative dimension the dominant leadership style is 9.1 with 34.7% and the subdominant is 5.5 with 27.9%, in the research dimension the dominant leadership style was 9.9 with 85.1% and subdominant 1.9 with 7.2%, in the positioning dimension the dominant style is 5.5 (52.3%) and subdominant 9.9 (42.1%), in the conflicts dimension the predominant leadership style is 5.5 with 34.8%, subdominant 1.9 with 38.4%, decision-making dimensions the dominant is 9.9 with 69.5% and the subdominant 1.9 with 22.0%, critical dimension the dominant is 9.1 with 52.6% and subdominant 1.9 with 29.6%. With the aim of producing scientific knowledge about leadership styles, it was also sought to identify the main characteristics of nurses and to relate to leadership styles in order to identify meaningful relationships. These relationships will assist in the development of leadership in health institutions and also increase the visibility of nurses in nursing management and decision-making in front of the team.