Liderança como competência gerencial do enfermeiro

Abstract

Objective: Analyze leadership as a managerial competence of nurses. Method: We carried out a cross-sectional study with a descriptive design, using a quantitative approach of the analytical type with a correlation between variables. The research setting was a philanthropic teaching hospital in São Paulo State inland. The study population was composed of 62 nurses working in the institution. The sample was non-probabilistic in sequence, i.e., all nurses of the population accessible from March to June 2021, in managerial and care positions, in the exercise of their activities, participated in the research. The exclusion criteria were nurses on vacation, sick leave, or similar. The survey was anonymous, carried out by the Google Platform, with the App Google Forms®, using social media. The data collection instrument identified the personal profile and academic and professional training for evaluating leadership. We used the Authentic Leadership Questionnaire (ALQ). Based on the participants who answered the Questionnaire, we created two scores. We calculated the average of the maximum score, and we added 40%, reaching the score of 70. The actual competence score values were <70.00 (values were below the expected), and the superior competence score was ≥ 70.00 (desired point). We performed two functions of statistical analysis: descriptive and inferential. The local Research Ethics Committee approved the study. Results: The study population was predominantly female, with a predominant age range between 31 and 40. Among these professionals, Ideal Leadership prevailed among nurses with experience in assistance. The research showed that the nurses who attended Specialization courses in private schools presented a score of Ideal Leadership. The time of service in the institution prevailed above nine years, and the time of training between 11 and 15 years, influencing the results of Ideal Leadership. Among the sectors with the highest number of nurses, the Intensive Care, the Emergency Room, and the Ward had the highest Ideal Leadership scores. Conclusion: Regarding Ideal Leadership, most professionals were female, with a predominant age range between 31 and 40 years old, a Leadership Score with a tendency of younger age, and prevailing among nurses with experience in assistance. The nurses who took Specialization courses in private schools presented an Ideal Leadership Score. We observed that the variables have no statistical significance trend for Master. Nurses' length of service in the institution was above nine years, influencing the Ideal Leadership scores. A Higher Leadership score is related to a Longer Time of Education. There was a tendency for a higher Leadership score with a Tendency for a Longer Length of Service in the institution. We verified that three work sectors in the institution with a higher score in the Ideal Leadership profile: the Intensive Care, the Emergency Room, and the Infirmary. As an impact, the research showed that the assessment of leadership for nurses is an effective instrument as it indicates ways to increase the efficiency of professionals.