Amer, A., Abo Elmagd, N., Rashed Ghaly, M. (2024). Effect of Resonant Leadership and Structural Empowerment on Nurses’ Performance. Assiut Scientific Nursing Journal, 12(46), 438-450. doi: 10.21608/asnj.2024.319565.1905
Aml Salah Abd Elrahman Amer; Nahed Showkat Abo Elmagd; Maha Muhammad Rashed Ghaly. "Effect of Resonant Leadership and Structural Empowerment on Nurses’ Performance". Assiut Scientific Nursing Journal, 12, 46, 2024, 438-450. doi: 10.21608/asnj.2024.319565.1905
Amer, A., Abo Elmagd, N., Rashed Ghaly, M. (2024). 'Effect of Resonant Leadership and Structural Empowerment on Nurses’ Performance', Assiut Scientific Nursing Journal, 12(46), pp. 438-450. doi: 10.21608/asnj.2024.319565.1905
Amer, A., Abo Elmagd, N., Rashed Ghaly, M. Effect of Resonant Leadership and Structural Empowerment on Nurses’ Performance. Assiut Scientific Nursing Journal, 2024; 12(46): 438-450. doi: 10.21608/asnj.2024.319565.1905
Effect of Resonant Leadership and Structural Empowerment on Nurses’ Performance
1Nursing Specialist At Dakhla General Hospital, Assiut University, Egypt.
2Professor of Nursing Administration, Faculty of Nursing, Assiut University, Egypt
3Lecturer of Nursing Administration, Faculty of Nursing, Assiut University, Egypt
Abstract
Resonant leadership is a positive relational leadership style based primarily on emotional intelligence and has been associated with effective work outcomes. Structural empowerment refers to the ability to mobilize resources and achieve goals through access to information, support, resources, and opportunities. The performance of nurses is enhanced when resonant leadership and structural empowerment are combined Aim: to determine the effect of resonant leadership and structural empowerment on the nurses' performance. Design: A descriptive correlational, study design. Setting: The study was conducted at Dakhla General Hospital. Subject: Staff nurses and head nurses working in Dakhla General Hospital (n=260). Tools: Tool (1): First part: Personnel characteristics of the staff nurses and head nurses. Second part: Resonant leadership scale. Tool (2): The Conditions of Work Effectiveness Questionnaire. Tool (3): Nursing performance using observational checklist. Results: This study showed that the level of resonant leadership and structural empowerment is very high for the study participants and the extent of their impact on patient performance. Conclusion: There was a positive correlation between resonant leadership and structural empowerment and there was also a positive correlation between resonant leadership and nurses performance. However, there was a negative correlation between structural empowerment and nurses performance. Recommendation: Organize program for orientation of newly appointed head nurses about strategies for implementing resonant leadership. Apply the study at difference work place such as universities and health insurance hospitals to generalize the results.
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