Health care organizations have been constantly changing in order to respond to the demanding and ever-changing needs to which they have to respond.
So modern nurse managers find it both necessary and beneficial to acquire .the leadership skills that enable staff nurses to empower and to manage environment.
Effectiveness in leadership will lead to excellent patient care that fits patient expectations and that is, at the same time, consistent with the institutions values and goals.
The first-line nurse manager is defined as "a registered nurse holding 24 hours accountability for the management of one unit."
It is the first level of management, the closest to staff nurses, and the patients, so the head nurse as first-line nurse manager is the pivotal position of communicating institutional values and objectives to the staff and making unit values and objectives consistent with them.
So many studies were done for first-line nurse managers" leadership. but staff nurses" opinion for their leaders were difficult to find, even though they were the main people who were influenced their first-line nurse managers leadership.
The purpose of this study was to identify and analysis staff nurses" demands for their first-line nurse managers leadership in university hospitals in Korea.
The subjects for the study were 333 staff nurses who were chosen randomly from 18 university hospitals.
The data were collected through 13 questionnaires including one open-ended question allowed the staff nurses to respond freely.
The data was collected from Oct. 13th to Nov. 20th, 1997, analysed using frequencies, percentages and description.
Especially the steps of analysis of descriptionswere as follows
Initial analysis centered on the identification of the demands of first-line nurse manager leadership. Later analysis collapsed the demands into broad categories.
From the collect data.: 403 demands of the first-line nurse managers" leadership were identified. These demands were then sorted into 5 broad categories 1;hat included self development as nurse manages. relationship with others, general management shill, nursing practice, and education.
A di:;cussion of each category follows:
The first category that emerged from the data was self development as nurse managers. 133(33 %) demands were placed in this categoi~~ and ranged from attitude and characteristics to creativity and insight.
The second category that emerged from the data was interpersonal relationship 86 demands were placed in this category and ranged from communication skill to motivation.
The third category was education. 72 demands were discussed, included leadership training, continuin~ education, nursing research.
The forth category was management skill, 58 demands were placed in this category. These included general management skill, teaching method. co-operation skill.
The fifth category that emerged from the data was nursing practice.
35 demands were placed in this category, ranged from nursing theory to practice and professionalism.
So we strongly suggest that develop a leadership training program according to this staff nurses demands for effectiveness of the program.
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