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M J Bott

Publications and source records attributed to M J Bott.

9 recordsLinked to original sources
PubMed1999

Managers' leadership and critical care nurses' intent to stay.

BACKGROUND: Cyclical fluctuations in turnover of critical care nurses are a large and complex problem. Managers' leadership characteristics may be a determinant of critical care nurses' intent to stay in the job. OBJECTIVE: To examine the direct and indirect effects of nurse-managers' characteristics of power, influence, and leadership style on critical care nurses' intent to stay in the nurses' employment positions. METHODS: The sample was 255 staff nurses in intensive care units at 4 urban hospitals. Established instruments with sound reliability and validity were used to assess the predictor, intervening, and outcome variables. Path analysis was used to examine the relationships in a conceptual model of intent to stay. RESULTS: The model explained 52% of the variance in intent to stay, and managers' characteristics were significant at each stage. Managers' position power and influence over work coordination had a direct link to intent to stay; structuring expectations and consideration contributed indirectly through the variables of instrumental communication, autonomy, and group cohesion. Instrumental communication, autonomy, and group cohesion decreased job stress and thus increased job satisfaction. Job satisfaction was directly linked with intent to stay. CONCLUSIONS: Inclusion of nurse-managers' characteristics explained more variance in intent to stay than did previous models. Managers with leadership styles that seek and value contributions from staff, promote a climate in which information is shared effectively, promote decision making at the staff nurse level, exert position power, and influence coordination of work to provide a milieu that maintains a stable cadre of nurses.

Adult↗
PubMed1997

Manager leadership and retention of hospital staff nurses.

This study used causal modeling to trace the effects of manager leadership characteristics on staff registered nurse (RN) retention in 4 urban hospitals. Unique to the study were the all-RN sample, using Leavitt's (1958) model of behavior within an organization to group variables, manager characteristics and unit structure variables as predictors, and focus on the work unit rather than the hospital. Effects of manager characteristics were traced to retention through work characteristics, job stress, job satisfaction, commitment, and intent to stay. Theoretical variables explained 22% of the retention variance. Manager consideration of staff and RN intent to remain directly affected retention; other variable effects passed through intent to stay. Different predictors were important to retention, unit separation, and turnover.

Adult↗
PubMed1997

Control over nursing practice: a construct coming of age.

The purpose of this study was to assess the psychometric properties of the Control Over Nursing Practice Scales using data from registered nurses (N = 1117) employed in four acute care hospitals in the Midwest. Psychometric evaluation included dimensional analysis, reliability estimation, and validity assessment of six dimensions of a 33-item instrument: responsibility and influence of head nurses, staff nurses, and committees; access to ideas; use of personal resources; and research utilization. Factor analysis reproduced six dimensions that explained 61% of the variance. Coefficient alphas ranged from .75-.89. Correlations between Control Over Nursing Practice with autonomy, group cohesion, job stress, and job satisfaction supported construct validity. Empirical testing of known group differences to obtain new information about the construct revealed that critical care nurses scored higher on research utilization than medical-surgical or obstetrical nurses; baccalaureate-prepared nurses scored higher than associate or diploma nurses on responsibility and influence: committees. Contrary to our hypothesis, there were no differences between part-time and full-time nurses on any of the six dimensions.

Adult↗
PubMed1995

Nurse manager personal traits and leadership characteristics.

A portion of an Organizational Dynamics Paradigm provided the framework for examining urban hospital nurse managers' personality and staff nurses' perceptions of their leadership. Nurse managers' personality traits were comparable to American women in general. On motivation to manage they scored lower than business and health services managers and higher than female public school administrators. Staff nurses rated managers favorably on leadership style, power, and influence. Personality was linked modestly to motivation to manage and selected aspects of leadership.

Adult↗
PubMed1994

Patient outcomes. Are they linked to registered nurse absenteeism, separation, or work load?

Using a correlation design, the authors explored the possible associations between patient outcomes and staff registered nurse absenteeism, separation from the work unit, and work load. Data analysis included a search for consistent patterns of relationships across acute care hospitals and over time. Nosocomial urinary tract and bloodstream infections correlated positively with absenteeism. The authors discuss clinical and methodological issues related to the findings.

Absenteeism↗
PubMedDate not supplied

The experiences of families with a relative in the intensive care unit.

OBJECTIVE: To describe the experiences of families with a relative in the intensive care unit (ICU). DESIGN: Retrospective, descriptive, and qualitative. SETTING: The surgical-trauma ICU in a midwestern university-affiliated tertiary medical center. PARTICIPANTS: Eighteen women and 2 men with relatives in a surgical trauma ICU. OUTCOME MEASURES: Focus group and individual unstructured interviews. RESULTS: A group interpretive process was used to code, categorize, and identify themes found in the transcribed interviews. Four categories of experiences were identified: hovering, information seeking, tracking, and the garnering of resources. Hovering is an initial sense of confusion, stress, and uncertainty. Information seeking is a tactic used both to move out of the hovering state and to identify the patient's progress. Tracking is the process of observing, analyzing, and evaluating patient care and status and the family's own satisfaction with the environment and with care givers. The garnering of resources is the act of acquiring what family members perceive as needed for themselves or their relative. CONCLUSIONS: Families experience a sense of uncertainty that is eventually resolved by seeking information and resources. Health care professionals can minimize the stress associated with hospitalization of relatives in the ICU by anticipating and addressing the family's needs for information and resources.

Adaptation, Psychological↗
PubMedDate not supplied

Predictors of absenteeism among hospital staff nurses.

An organizational dynamics paradigm is examined for effectiveness in predicting absenteeism among staff RNs in four hospitals. Different predictor variables were important within each hospital. Discussion is focused on the manager role and organizational policies related to criteria for excessive absence, incentives for attendance, and deterrents to absence.

Absenteeism↗