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Browsing Public Health by Author "Ghada mohammed hamed Al.Najjar"
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- ItemGaza Strip Nurse Managers' Leadership Styles(Al-Quds University, 2004-06-16) Ghada mohammed hamed Al.Najjar; غادة محمد حامد النجارNursing management is an important issue for promoting nurses' performance. Perhaps, leadership styles among nurse managers are most important in contributing to the promotion of performance and skills of nursing staff consequently improving the health services provided for the public. The topic was chosen because of the scarcity in the studies dealing with it besides its impact on policy making and planning in selecting and employing nurse managers with managerial behaviors and skills contributing to the profession development and preparing programs for developing a cadre of leaders among nurse managers which ultimately affect the performance and service.The study aimed to identify the leadership styles of nurse managers in health institutions belonging to government, UNRWA and NGO's in PHC and SHC. The study includes all levels of nurse managers: First level of management (head nurses), second level of management (supervisors) and top level(nursing directors).. The present study is an analytical, comparative and cross sectional study of nurse mangers working in health institutions in Gaza strips at all management levels. The study sample was 318 female and male nurse managers including government, UNRWA and NGO's in both hospitals and health centers. Data were collected by using a questionnaire containing personal, managerial and professional data which may influence the leadership styles patterns among nurse managers. Response rate was 94.3%. Data were analyzed by using "SPSS". The contents were validated by experts. The reliability using Cronbachs' alpha coefficient was 0.879. Findings revealed that 71.3% of participants are males, 55.3% aged from 31-40, 92% are married, 26% were from Mid-Zone and 57.3% had B.Sc. Seventy-nine point four are working in governmental sector and 73.3% in hospitals. Thirty-nine point seven percent worked in Gaza city and 71.3% worked more than 10 years. Sixty-two point seven percent were first line of management (H.N). Sixty-one percent had more than five years of experience in current position. Seventy-four point percent three worked previously in other places and 50.7% didn't choose the job. Also, 61.7% had no job description. Fifty point seven percent continued their education. Fifty percent of the respondents aren't satisfied in their job and 79.7% work in non preferable department. The findings also, showed that the dominant leadership style was the participative leadership style for both females and males. In UNRWA 33.3% of male nurse managers demonstrated the political leadership style, and 33.3% of them demonstrated the laissez-faire leadership style. In Khanyounis and Rafah city, female managers showed political leadership style. Chi-Square test showed no significant differences between male and female on most of variables. However, there were significant differences in males leadership style and the availability of job description. Also, there were significant differences in females leadership style and the following variables: place of residence, continuing education in the last three years, years of experience in the current position and the applying of the current job. Finally, the results showed that there were statistically significant differences between mean concern for people and work. Gaza nurse managers showed generally concern for people more than work. However, there was an inverse relationship between age and concern for people. There was also positive relationship between years of experience and concern for people. Moreover, there were significant differences between managers concern for work and organization type (hospitals and clinics) Recommendations and suggestions are aimed at enhancing management of human resources. Training courses can be designed to help managers in developing their leadership capabilities. Policy and decision makers shall provide opportunities for females to be promoted to managerial positions at all levels