Leadership Scores Research Articles

Developing leadership and resilience through early access master's education for newly graduated, adult nurses: A cross-sectional survey.

To explore the impact of an early access master's experiential programme on leadership skills and resilience in new graduate nurses. Succession planning for nursing, requires leadership and resilience development in new nurses. Literature suggests that early access to master's education can produce nurses with the necessary skills. A comparative, cross-sectional survey design. A survey using the NHS Leadership Framework Self-Assessment Tool(2012) and Connor-Davidson Resilience Scale 25 (2003) was distributed in September 2021, to graduates, two years, post-registration, from an Adult Nursing programme. Self-assessed scores of graduates enrolled directly onto a non-specialist, master's initiative were compared with those who did not undertake the initiative. Findings showed significant correlation between leadership and resilience scores. Master's participants scored themselves more strongly in six of seven Leadership Domains and four of five resilience factors than those not enrolled on the master's, with a difference in the overall mean CD-RISC-25 score of 81.69 for master's graduates, compared with 70.84. Qualitative analysis of examples of additional leadership responsibilities included being in charge, training newer staff and maintaining patient and staff safety. This study has shown that master's education, early in graduate nurses' careers, develops leadership skills and resilience required for new nurse leaders. Investment is needed, therefore, in educational opportunities for these new graduates to enable leadership and resilience development and in creating supportive environments allowing the use of this learning to lead change and influence care delivery. This should have a positive impact on patient outcomes, job satisfaction and aid retention.

The Development of Training Package for Enhancing Transformational Leadership of Thai Buddhist University Students

The aims of this study were to: 1) assess the current and expected conditions of transformational leadership of Thai Buddhist university students; 2) develop and examine the effectiveness of training package to enhance the transformational leadership of Thai Buddhist university students, and 3) study the effectiveness of the training package. This research involved 478 informants and representative samples, including executives, instructors, students, experts, and stakeholders. The research instruments were semi-structured interviews and opinion questionnaires to assess the need for transformational leadership in the current and expected conditions. These were measured using a 5-level Likert rating scale. The current condition had a reliability of 0.949, the expected condition had a reliability of 0.950, and the overall reliability was 0.974. The quality assessment form of the training package included focus group discussions, the training package, the transformational leadership assessment form, the training participation behavior assessment form, and the satisfaction assessment form. The statistics used for data analysis were frequency, percentage, mean score, standard deviation, the priority index of needs (PNI modified), and dependent t-test. The research revealed that 1) The assessment of the needs of transformational leadership of Thai Buddhist university students found that consideration of individuality was the most needed aspect (PNI modified equal to .3441), followed by intellectual stimulation (PNI modified equal to .3440), inspiration (PNI modified equal to .3398), and ideological influence (PNI modified equal to .3364), respectively. 2) The creation of the training package thethrough an online group discussion process (Zoom) showed that all activities were appropriate. 3) The study of the effectiveness of the training package found that the average score of transformational leadership of the students was significantly higher than before training at a statistical level of .05. Additionally, the average scores for behavior and participation in training and satisfaction with the training were significantly higher than the specified criterion (3.51) at a statistical significance level of .05.

The impact of team cohesion on athlete engagement in collegiate basketball leagues: the moderating role of paternalistic leadership

ObjectiveThis study investigates the impact of team cohesion on the engagement of college basketball players, and examines the moderating effects of authoritarian, benevolent, and moral leadership styles within paternalistic leadership on this influence. This provides theoretical insights for improving athlete engagement.MethodsData from 404 athletes participating in the 26th China Collegiate Basketball League were collected through a questionnaire survey and analyzed statistically.Results(1) Team cohesion has a significant positive impact on athlete engagement in collegiate basketball players. (2) Authoritarian leadership has a significant negative moderating effect on the relationship between team cohesion and athlete engagement in collegiate basketball players; the stronger the authoritarian leadership, the weaker the positive impact of team cohesion on athlete engagement in collegiate basketball players. This effect diminishes and becomes statistically insignificant when the authoritarian leadership score exceeds 5.88. (3) Benevolent leadership does not have a significant moderating effect between team cohesion and athlete engagement in collegiate basketball players. (4) Moral leadership has a significant positive moderating effect on the relationship between team cohesion and athlete engagement in collegiate basketball players; the higher the moral leadership, the stronger the positive impact of team cohesion on athlete engagement in collegiate basketball players, which becomes insignificant when the moral leadership score is below 2.75.ConclusionEnhancing team cohesion is an effective method to increase athlete engagement in collegiate basketball players. It is advisable for collegiate basketball coaches to refrain from adopting controlling and demeaning authoritative approaches, and instead, emphasize ethical leadership practices, continually enhancing their own abilities and virtues to serve as role models.

Leadership and Quality Enhancement in Secondary Education: A Comparative Analysis of TQM and EFQM

This study aimed to assess the contribution of leadership to Total Quality Management (TQM) implementation in secondary education and to determine the extent of TQM practices, as perceived by teachers, within the Ioannina region, NW Greece. The study also explored how these perceptions relate to various variables. A quantitative approach was employed, involving 128 teachers from secondary education schools in the Ioannina region, NW Greece. The findings illuminate the profound influence of leadership on successful TQM implementation. Effective leaders foster a climate of collaboration, provide resources, and encourage teamwork, ultimately contributing to the enhancement of teaching and learning quality. Moreover, this research study underscores the compatibility of the TQM and EFQM principles in promoting quality enhancement within educational settings. The EFQM Leadership score was calculated by averaging the ratings of leadership behaviors like collaboration, communication, and decision making. The results reveal a strong commitment to TQM principles, with overall TQM and EFQM Leadership scores of 3.58 (±0.11) and 3.46 (±0.30), respectively. The EFQM Leadership dimensions demonstrated significant alignment, particularly in areas such as teacher participation and communication of quality standards. However, there is room for improvement in encouraging two-way communication and ensuring consistent leadership decision implementation. This study highlights the crucial role of effective leadership in fostering a culture of quality and excellence in secondary education, emphasizing the importance of collaboration, communication, and alignment with EFQM principles for successful TQM implementation.

Voices of Frontline Leaders: Challenges and Opportunities from Front-Line Primary Care Clinic Leaders in a Safety-Net Health Care System

Burnout, disengagement, and turnover among clinicians is a major challenge for the US health care industry. Research has shown that higher direct supervisor leadership scores correlate with decreased provider burnout and increased professional fulfillment. Safety-net health systems such as Federally Qualified Health Centers (FQHCs) face increased challenges due to limited financial resources, more complex social determinants of health among patients, and often fewer physician leaders who can serve as mentors compared to large, integrated health systems. The authors interviewed frontline physician leaders of primary care clinics in a large, urban FQHC network regarding their approach to leadership, prior training and support, opinions related to provider burnout, and ideas for improvement. Qualitative data analysis was completed using the Immersion-Crystallization method, reaching theme saturation. Key themes were structure of leaders' roles, challenges in daily leadership that outstripped time set aside for leadership activities, and the nature of and response to team members' burnout. Leaders found their roles meaningful and viewed themselves as a bridge between institutional decisions and frontline providers. Longer duration in leadership roles, formal and informal mentoring, and networks of support were related to increased confidence. Variation existed in the amount and perceived value of leadership training, development, and support. Physician leaders emphasized the importance of a high-functioning clinic leadership team and expressed frustration with a lack of connection to institutional decision-making. Leaders were empathetic to the drivers of burnout among their teams and strove to assist individual providers while facing challenges from structural causes of burnout. Frontline leaders in safety-net clinics play a powerful role in the well-being and resilience of their provider care teams and typically are highly engaged despite facing significant barriers to success. Investing in development and formal support for frontline physician leaders in primary care safety-net settings is important to ensure their longevity and a resilient provider workforce.

Rank-Related Differences in Dogs' Behaviours in Frustrating Situations.

Dogs are strongly dependent on humans, not only for sustenance, but they also form asymmetrical bonds with us where they rely on assistance from the human partner in the case of difficult situations. At the same time, cohabiting dogs form hierarchies, and their rank strongly influences their behaviour in various social interactions. In this study, we investigated whether high- and low-ranking dogs would behave differently in non-social and social contexts where a formerly available reward suddenly becomes inaccessible. We hypothesised that dominant and subordinate dogs would show different levels of human dependence; thus, they will show different levels and different signs of frustration depending on the social nature of the context, where the reward was locked either in a closed cage or withheld in the hand of the experimenter. The results showed that while the holistic rank ('dominant' vs. 'subordinate') of the dogs did not show a significant association with their reactions to frustrating situations, the rank components ('agonistic' and 'leadership' ranks) were better predictors of the dogs' behaviour. In the non-social context, the highly resource-oriented 'agonistic-dominant' dogs were more persistent with their attempts of getting to the reward. However, in the social context, the dogs with high 'leadership scores' behaved more demandingly with the non-complying experimenter. This study provides a first-time indication that the various aspects of dominance in dogs can affect their adaptive reward-oriented behaviours differently, depending on the potentially available human assistance.

Higher interest to continue COVID-19 practice recommendations in non-pandemic times among German GPs with better crisis leadership skills (egePan study)

BackgroundThe German College of General Practitioners and Family Physicians (DEGAM) issued a COVID-19 guideline with eleven recommendations to support primary care services during the pandemic. Their use in general practices beyond the pandemic can contribute to pandemic preparedness. This study analysed general practitioners’ (GPs) interest in applying recommended organisational changes in non-pandemic times.MethodsData from the German egePan GP survey (n = 516 GPs) - a multi-level clustered randomised web-based survey - were analysed. GPs’ interest in the future application of the eleven guideline recommendations was calculated. In addition, each recommendation was evaluated by the GPs using a Net-Promoter-Score (NPS range − 100 to 100). A linear regression model identified GP and practice characteristics associated with a higher interest in applying recommendations in non-pandemic times.Results98.5% of the GPs indicated the intention to implement at least one guideline recommendation prospectively: disinfectant dispensers at the entrance (86%), optimised consultation scheduling to reduce waiting times (83%), and glass screens in the reception area (72%), which also received the highest NPS scores. In contrast, lower interest was observed for items such as insurance card readers handled by patients (48%), only selected staff treating infectious patients (44%), and video consultations for patients with infections (26%). A higher interest to implement recommendations in non-pandemic times was associated with a higher crisis leadership score (p < 0.001), using the Corona-Warn-App (p = 0.007), and being a female GP (p = 0.045). In addition, GPs from Western, Northern, and Southern, and those with a higher patient volume per three months, were more interested in future implementation.ConclusionsOverall, GPs demonstrated the readiness to follow the DEGAM COVID-19 guideline outside pandemic periods, establishing them as key contributors to pandemic preparedness in Germany.

Head nurse ethical competence and transformational leadership: a cross-sectional study

BackgroundEthical competency is important to head nurses’ transformational leadership, however, few researches have explored their correlation, Additionally, most studies used variable-oriented approach to examine ethical competence, without considering it as a multidimensional concept. This study aimed to identify the latent profiles of head nurses’ ethical competence and examine differences in transformational leadership across latent profiles.MethodsConvenience sampling was used to recruit 329 head nurses from four tertiary hospitals in Changsha, Hunan province, China. This study collected data by using social-demographic survey, Ethical Competence Questionnaire, and Head Nurse’s Transformational Leadership Self-rating Scale between July and August 2023. Latent profile analysis (LPA) was employed to identify latent profiles of ethical competency. One-way ANOVA test and the Kruskal–Wallis test were used to compare the transformational leadership scores across latent profiles of ethical competency.ResultsThe mean scores of ethical competence and transformational leadership were 4.045 ± 0.394 and 4.555 ± 0.419, respectively. This study identified three latent profiles of head nurses’ ethical competence, and those profiles labelled “low ethical competence” (n = 60, 18.2%), “moderate ethical competence” (n = 217, 66.0%) and “high ethical competence” (n = 52, 15.8%). The average score of transformational leadership was also statistically different (F = 26.446, p = 0.000) across the three profiles.ConclusionOur findings underscore the importance of tailoring interventions to address the varying profiles of ethical competence among head nurses. Enhancing ethical competence can strengthen transformational leadership, ultimately leading to improved patient outcomes and overall healthcare quality.

The Impact of Leadership Training on Burnout and Fulfillment Among Direct Reports.

Burnout, decreased professional fulfillment, and resultant attrition across the medical professions are increasingly recognized as threats to sustainable and cost-effective healthcare delivery. While the skill level of leaders as perceived by their direct reports has been correlated with rates of burnout and fulfillment, no studies, to our knowledge, have directly evaluated whether intervention via leadership training impacts burnout and fulfillment among direct reports. The goal of this study was to evaluate the effectiveness of a leadership training intervention on direct reports' perceptions of the leadership skills of supervising residents and subsequently on the well-being of the direct reports. We implemented a leadership training program with supervising (i.e., chief) resident volunteers in two surgical residency programs. The leadership training included two sessions of approximately 2hours each that consisted of interactive didactic and small group activities. The training focused on the following themes: defining leadership (i.e.,characteristics and behaviors), team building, fostering trust, managing conflict, navigating difficult conversations, and feedback. We administered pretraining and posttraining surveys to the direct reports (i.e., junior residents) to assess the perceived leadership skills of supervising residents, as well as burnout and professional fulfillment. Leadership scores significantly improved following the leadership training intervention. Additionally, improvement in leadership scores following training was positively correlated with professional fulfillment among the junior residents (direct reports). The results of this study suggest that incorporating leadership training into residency programs may serve as an appropriate initial intervention to improve the leadership skills of supervising residents, and in turn, improve professional fulfillment and retention among medical professionals. This intervention involved minimal cost and time investment, with potentially significant returns in combating the well-being and attrition crisis. These findings may be applicable across the healthcare field to tackle the impending healthcare worker crisis.

Mediating Effect of Felt Obligation Between Inclusive Leadership and Caring Behavior of Chinese Nurses

PurposeIt aims to validate the mediating role of felt obligation between inclusive leadership and the caring behavior of clinical nurses using a structural equation model. MethodsAll of the nurses were investigated with the general Information Questionnaire, Caring Behavior Scale, Felt Obligation Scale and Inclusive Leadership Questionnaire. AMOS 21.0 was used to construct the structural equation model and analyze the mediating effect of felt obligation, and Bootstrap method was used to test the mediating effect model. ResultsThe total scores of caring behavior, felt obligation and inclusive leadership were 125.25±18.31,21.38±3.36 and 38.04±6.56 respectively. Felt obligation played a partial mediating role in the relationship between inclusive leadership and caring behavior of nurses, and the mediating effect accounted for 43.5%. ConclusionsFelt obligation plays a partial mediating effect between inclusive leadership and caring behavior of nurses. Nursing managers can adopt the leadership concept of inclusive leadership to enhance the level of felt obligation of nurses, so as to better improve the caring behavior of nurses.

Leaders development program by 360 degree feedback: reflection on head nurses' leadership practices.

Leadership in nursing is crucial for delivering high-quality healthcare and ensuring positive outcomes for patients, staff, and institutions. Many nurses in leadership positions lack formal training, which can compromise their effectiveness. This study aims to evaluate the effect of a leadership development program utilizing 360-degree feedback on head nurses' leadership practices. A true-experimental design was employed in three healthcare institutions. The study involved 80 head nurses (40 intervention, 40 control), 240 staff nurses, and 29 supervisors. The intervention group participated in a six-week leadership development program using 360-degree feedback. Data were collected pre- and post-intervention using the Leadership Development and 360-Degree Feedback Knowledge Questionnaire and the Leadership Practices Inventory (LPI). The intervention group showed significant improvements in leadership knowledge and practices across all dimensions. Knowledge scores increased from 25.1 ± 8.8 to 93.0 ± 5.1 post-intervention, maintaining at 83.2 ± 7.1 at follow-up. Self-assessed leadership scores improved from 88.1 ± 6.0 to 97.5 ± 2.7, and 98.5 ± 2.0 at follow-up. Supervisor and staff assessments also showed substantial increases. Multiple linear regression analyses confirmed the strong positive impact of the intervention on leadership outcomes. The leadership development program using 360-degree feedback significantly enhanced head nurses' leadership knowledge and practices. The results suggest that such programs can improve leadership capabilities in healthcare settings, leading to better patient care and organizational performance. Future research should address group homogeneity and explore long-term impacts on patient outcomes.

만 5세 유아의 문제해결중심 협동동작활동과 교사주도 협동동작활동의 효과비교: 자아존중감, 또래상호작용, 창의적 리더십을 중심으로

Objectives This study was to coMpare between ProbleM Solving-based Collaborative MoveMent Activities and Teacher-based AssessMent Collaborative MoveMent Activities and to exaMine the effects of ProbleM Solving- based Collaborative MoveMent Activities on self-esteeM, peer interaction, creative leadership of 5-year-old children. Methods A total of 12 experiMental treatMents were conducted on 20 children aged 5 (experiMental group) and 20 children aged 5 (control group) at Daycare Center I in Seoul, Korea. Self-esteeM, peer interaction, and creative leadership of the experiMental and control groups were Measured and coMpared before and after the experiMent, and the collected data were analyzed using independent saMples t-test. Results ProbleM Solving-based Collaborative MoveMent Activities were associated with higher Mean scores in children's self-esteeM, peer interaction, and creative leadership coMpared to teacher-led collaborative activities, and these differences were statistically significant. Conclusions The findings suggest that early childhood education and care settings need to provide probleM-solving opportunities for young children to solve their own probleMs, challenge theMselves to find answers to probleMs, and experiMent.

Assessment of the readiness of health facilities in urban areas to deliver geriatric-friendly care services: a cross-sectional study in Kampala City, Uganda

BackgroundWith the global rise in the elderly population, ensuring geriatric-friendly healthcare services is paramount. This study aimed to assess the current readiness of health facilities in Kampala City, Uganda, to provide geriatric-friendly care services.MethodsWe conducted a cross-sectional study in 35 health facilities (HF) including Private for-profit (PFP), Private not-for-profit, and public (government-run) facilities at different levels i.e., Health Centre III, Health Centre IV, and Hospitals, within Kampala City, Uganda. Data was collected using a self-administered health facility assessment tool. Facilities scoring 80–100 were classified as fully ready to offer geriatric-friendly care, 51–79 indicated moderate readiness, and 0–50 indicated low readiness.ResultsThe overall readiness index (RI) across all facilities was low, 44.09 (SD ± 14.18). The National Referral Hospital (NRH), PFPs, and HFs in Kampala Central had the highest RI of 55.34. 47.63 and 51.09 respectively. The low readiness of HF to provide geriatric-friendly care was due to the low scores in leadership and governance (13.49), financing (19.29), human resource (42.66), and Health Management Information System (47.99) WHO building blocks. HCIVs had a higher readiness index than the other HF levels (Coefficient: 17.40, 95% CI: 4.16 to 30.64, p = 0.012). HFs in Kawempe had a significantly lower RI than those in Makindye and Kampala Central (Coefficient: -13.80, 95% CI: -24.48 to -3.11, p = 0.013).ConclusionThe findings of our study indicate that public and private health facilities in Kampala City are not ready enough to provide geriatric-friendly care services.

Assessing emergency room leadership of ObGyn residents in a public university teaching hospital of Sindh, Pakistan: a cross-sectional survey

BackgroundLeadership is a critical competency for medical professionals, yet it is often neglected in medical training. For ObGyn residents, leadership training is particularly crucial as it significantly impacts both maternal and newborn outcomes, as well as the operational efficiency of healthcare teams. The main objective of this study was to assess the perceptions of obstetrics and gynecology residents who served as group leaders in the emergency team at the Department of Gynecology, Ward 3, Dr. Ruth K.M. Pfau Civil Hospital Karachi.MethodsA Cross-sectional survey was conducted with purposively sampled 28 year-4 residents who worked as group leaders during last 3 years (from 2018 to 2020) of their residency program at the emergency team in the department of Gynecology Ward 3 Dr Ruth KM Pfau Civil Hospital Karachi. The perceptions on leadership were assessed on 25 items scale sent through a questionnaire on email. Grading of responses was done using a 4-point ordinal scale where 1 meant little importance and 4 was regarded as having great importance. Data was summarized with relevant descriptive statistics and was analyzed on SPSS version 22.ResultsThe mean age of residents was 30.36. The mean leadership scores of the group of residents were calculated to be 77.50 (SD ± 9.57) while 14(50%) residents showed good and 14 (50%) showed excellent leadership skills based on cumulative scores. Of the 25 traits examined in this study, the highest reported trait was humility 3.82 (± 0.39) followed by empowerment 3.68 (± 0.77) and effective communication 3.68 (± 0.77). While responding about learning experiences, 89.3% of participants felt that the experience enhanced their decision-making skills and boosted their confidence in dealing with emergencies.ConclusionOur study highlights the critical importance of leadership development in the training of ObGyn residents, particularly in high-pressure emergency settings. The findings reveal that residents value leadership traits such as humility, empowerment, and effective communication, which are essential for building teamwork and ensuring optimal patient outcomes and patient satisfaction.

Gender Differences in Letters of Recommendations and Personal Statements for Neurotology Fellowship over 10 Years: A Deep Learning Linguistic Analysis.

Personal statements (PSs) and letters of recommendation (LORs) are critical components of the neurotology fellowship application process but can be subject to implicit biases. This study evaluated general and deep learning linguistic differences between the applicant genders over a 10-year span. Retrospective cohort. Two institutions. PSs and LORs were collected from 2014 to 2023 from two institutions. The Valence Aware Dictionary and Sentiment Reasoner (VADER) natural language processing (NLP) package was used to compare the positive or negative sentiment in LORs and PSs. Next, the deep learning tool, Empath, categorized the text into scores, and Wilcoxon rank sum tests were performed for comparisons between applicant gender. Among 177 applicants over 10 years, 120 were males and 57 were females. There were no differences in word count or VADER sentiment scores between genders for both LORs and PSs. However, among Empath sentiment categories, male applicants had more words of trust ( p = 0.03) and leadership ( p = 0.002) in LORs. Temporally, the trends show a consistently higher VADER sentiment and Empath "trust" and "leader" in male LORs from 2014 to 2019, after which there was no statistical significance in sentiment scores between genders, and females even have higher scores of trust and leadership in 2023. Linguistic content overall favored male applicants because they were more frequently described as trustworthy and leaders. However, the temporal analysis of linguistic differences between male and female applicants found an encouraging trend suggesting a reduction of gender bias in recent years, mirroring an increased composition of women in neurotology over time.

Level and Influencing Factors of Clinical Nurses' Caring Behaviour in Southern China.

A cross-sectional descriptive study was conducted to assess the level of caring behaviour among clinical nurses in Southern China and explore its influencing factors. The study was carried out in the Sixth Affiliated Hospital, South China University of Technology, Guangdong, China, from December 2022 to February 2023. A total of 537 nurses participated, and the mean scores for caring behaviour, responsibility perception, and inclusive leadership were examined. The mean score for caring behaviour among clinical nurses was 125.25 ± 18.31. The mean responsibility perception score was 21.38 ± 3.36, while the mean inclusive leadership score was 38.04 ± 6.56. Notably, the inclusive leadership questionnaire and responsibility perception showed significant positive correlations with caring behaviour (p <0.01). Furthermore, regression analysis indicated that inclusive leadership and responsibility perception exerted significant influences on nurses' caring behaviour (p <0.01). These findings underscore the importance of creating an inclusive leadership environment that enhances nurses' sense of responsibility perception in order to promote and improve nursing caring behaviour. Key Words: Caring behaviour, Inclusive leadership, Responsibility perception, Influence factor, Clinic nurses.

Comparative Evaluation of a Leadership Skills Module among Male and Female Junior MBBS Students in a West Bengal Medical College

Background: A competent Indian medical graduate must fulfill five roles: clinician, leader and member of the health-care team, communicator, lifelong learner, and professional. Leadership and management skills are essential for physicians to take responsibility as team leaders. Aims: The aim of the study was to evaluate the impact of a leadership skills module among male and female junior MBBS students in a medical college in West Bengal. Methodology and Participants: This observational cross-sectional study included male and female junior MBBS students, following institutional ethical clearance and informed consent. Students were divided into eight groups, provided with recorded YouTube videos, and participated in live interactive sessions and a fishbowl game to demonstrate leadership skills. Three online questionnaires assessed leadership skills, personality types, and leadership styles. Feedback was collected from students. Data were analyzed and compared between male and female students. Results: Out of 257 students who completed all tasks, personality types were assessed: ENFJ was the most common among males (25%), while ESTP and INFP were the least common (0.65% each). Among females, INFJ and INTJ were the most common (19.23% each), and ESTJ and ESFJ were the least common (0.96% each). Leadership scores (mean ± standard deviation) for males: authoritative 7 ± 2.30, democratic 9 ± 2.06, facilitative 9 ± 1.94, situational 9 ± 1.93, and leadership skills 65.05 ± 15.33. For females: authoritative 7 ± 2.21, democratic 9 ± 1.77, facilitative 9 ± 1.31, situational 9 ± 1.65, and leadership skills 64.15 ± 14.87. No significant differences were found between male and female students in these scores. Conclusion: Workshops on leadership skills improved student motivation and made learning enjoyable. Students were satisfied with the leadership skills taught, and the study increased awareness about leadership skills among students.

A Study on the Leadership of Kindergarten Principals: Based on Hefei City, China

This study focuses on the current status of leadership among kindergarten principals in Hefei, China. It examines the overall situation of leadership among kindergarten principals in Hefei and explores whether there are differences in the leadership levels of principals under demographic factors, from four dimensions: educational leadership, values leadership, interpersonal leadership, and organizational leadership. The study surveyed kindergarten principals in Hefei, with a total of 190 questionnaires collected. After excluding 19 invalid questionnaires, 171 valid samples were obtained. Through discussion and analysis, it was found that the overall level of leadership among kindergarten principals in Hefei is relatively high. The leadership scores in the four dimensions are ranked in descending order as follows: educational leadership, organizational leadership, interpersonal leadership, and values leadership.

Predicting COVID-19 Cases in Nursing Homes of California and Ohio: Does the Work Environment Matter?

The cross-sectional study evaluates if the prepandemic work environments in nursing homes predict coronavirus disease 2019 (COVID-19) cases among residents and staff, accounting for other factors. Leveraging data from a survey of California and Ohio nursing homes (n = 340), we examined if Workplace Integrated Safety and Health domains - Leadership, Participation, and Comprehensive and Collaborative Strategies predicted cumulative COVID-19 cases among nursing home residents and staff. In Ohio, a 1-unit increase in Leadership score was associated with 2 fewer staff cases and 4 fewer resident cases. A 1-unit increase in Comprehensive and Collaborative Strategies score in California showed an average marginal effect of approximately 1 less staff case and 2 fewer resident cases. These findings suggest that leadership commitment and interdepartment collaboration to prioritize worker safety may have protected against COVID-19 cases in nursing homes.

Assessment of self-perceived Leadership skills and job satisfaction among the health care provider in a tertiary care hospital, Tamil Nadu, India

Background: The success of an organisation depends upon the employee satisfaction, which in turn is related to the leadership styles. Good medical leadership plays a vital role in building a high-quality healthcare. The objectives of the study are to estimate the self-perceived leadership skills and its impact on the job satisfaction among the health care workers working in a tertiary care hospital, Tamil Nadu. Material and Methods: This study, conducted in a Chennai-based private tertiary care hospital, focused on 109 healthcare workers across specialties. It used a cross-sectional design, employing stratified random sampling and validated questionnaires. Data covered demographic profiles, leadership styles- transformational, transactional and laissez faire, and job satisfaction. Results: Majority of the study participants were females and doctors. 20.2% study participants had high transformational scores and 79.8% had moderate scores. 52.3% and 47.7% had high and moderate transactional scores respectively. 42.2% and 57.8% had high and moderate laissez-faire score respectively. The leadership scores have significant positive correlation with job satisfaction scores with r value of 0.64, 0.43 for transformational, transactional. Conclusion: Leaders with demonstrated transformational skills had a beneficial impact and those who exhibited a laissez-faire attitude had a detrimental impact on job satisfaction among the health professionals.