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Motivation to Lead

Motivation to Lead. Layla Qaabidh, RN, MSN, (PhD candidate) Mary Antoine, RN, BSN Lisa Archer, RN, BSN Yvonne Wesley, RN, Ph.D., FAAN. Upon completion of this session, participants will be able to Identify components of a framework highlighting leadership characteristic differences

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Motivation to Lead

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  1. Motivation to Lead Layla Qaabidh, RN, MSN, (PhD candidate) Mary Antoine, RN, BSN Lisa Archer, RN, BSN Yvonne Wesley, RN, Ph.D., FAAN

  2. Upon completion of this session, participants will be able to • Identify components of a framework highlighting leadership characteristic differences • Compare motives to lead with leadership skills • Discuss individual differences in leader behaviors Presentation Objectives

  3. Theoretical Framework

  4. Leader Development /Performance

  5. Conceptualizing & Measuring MTL

  6. First step to measuring MTL is to address the dimensionality of leader motivation • Interpersonal behavior: the affect, the person beliefs about outcomes associated with success and social norms related to the act • The less motivated one is about leading others, the less one would wish to take on leadership roles Conceptualizing & Measuring MTL

  7. Understanding the MTL requires understanding the antecedents that affect it. Antecedents of MTL

  8. The New York University Leadership Institute for Black Nurses developed in 2005 by Yvonne Wesley, PhD, RN, FAAN. • LIBN helps Black nurse managers to both envision and achieve career goals in administration, education, and research. • LIBN holds six monthly training sessions, addressing topics such as individual efficacy, leadership paradigms, negotiation, and collaboration. • Sample size = 48 Fellows from the NYU LIBN; completed three Likert-type pen and paper surveys Method Overview

  9. Measurements Used: • Motivation to Lead Scale is a 27-item questionnaire with a 5-point Likert type scale (1=strongly disagree to 5=strongly agree). There are 11 reverse items • Leadership Dimensions Scale is a 15-item scale designed to measure perceived leadership skills on a 9-point rating (1=poor to 9 =superior) • Leadership Self-Efficacy Scale is a 6-item measure of leadership self-efficacy with a 7-point Likert type scale (1=strongly disagree to 5=strongly agree) Method

  10. Examples of an item of each measure: • MTL == “Most of the time, I prefer being a leader than a follower when working in a group” • LSE == “I am confident that I can lead others effectively” • LDS == “Oral communication, written communication, oral presentation” Method

  11. Results

  12. Results

  13. Conclusion

  14. Research: • Fellows with increase Motivation to Lead scored higher on the Leadership Dimensions Scale • Further research is needed to… • Determine whether Black nurses without prior leadership experience are motivated to lead • Determine whether there are differences in leadership characteristic by race/ethnicity • Determine whether MTL declines after repeated denial of career advancement Implications

  15. Research: • Fellows perceived leadership skills were not related to MTL • Further research is needed to… • Determine which leadership skills effect MTL among Black nurses • Determine whether there are differences in leadership skills by race/ethnicity • Determine whether perceptions of leadership efficacy vary after repeated denial of career advancement Implications

  16. Practice • Leadership Dimensions • Oral Communication • Problem Analysis • Written Communication • Judgment • Oral Presentation • Decisiveness • Initiative • Physical Stamina • Sensitivity • Technical Competence • Influence • Mission Accomplishment • Planning and Organization • Followership • Delegation • Practice • Leadership Efficacy • Confidence • Optimism • Positive affective disposition • Self efficacy • Stable personality traits • General cognitive ability The study results suggest that training should be given in the areas mentioned on the Leadership Dimensions Scale Implications Given the finding that leadership efficacy was not related to MTL, training that increases perception of leadership self-efficacy as defined by Chan, may not increase MTL among Black nurses.

  17. Summary

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