A longitudinal study investigating changing implicit leadership theory in an Irish business school

Purpose – The purpose of this study is to investigate changing implicit leadership theories (ILTs) within a business student population over a ten-year period. Design/methodology/approach – Students from the same business student population rated men, women and managers in general, using Schein’s Descriptive Index, first during the academic year 2008–2009 and again in 2018–2019. Findings – In Sample 1, the authors found multiple ILTs, male students gender typed the managerial role in favour of men, while female students held a more gender egalitarian view of the managerial role. In Sample 2, the authors found evidence that ILTs are starting to converge, as neither the male nor female sample gender typed the managerial role. Practical implications – These results aid the understanding of the ILTs that these graduating professionals bring into their new full-time organisations. Originality/value – The analysis of data from the same population using the same measurement at ten?year intervals, along with the findings that male students no longer gender type the managerial role in the most recent round of data collection, are original contributions to the literature. </p

Protocol for establishing and evaluating a public and patient panel for organisation science and management principles in healthcare

Introduction Patient and public involvement (PPI) has not been used to its full potential when examining the organisational science and management principles side of healthcare. With more and more acknowledgement of the relationship between management tools and patient outcomes, having meaningful engagement with the patient and the public in conducting research with the potential to enhance the patient experience, has never been more important. This study aims to outline the process in identifying members for a PPI for the organisational science and management principles side of healthcare, as well as providing guidelines for the establishment of PPIs in this nascent field. In addition, it aims to produce a charter for the panel, by and with the panel members, ensuring they are involved at every stage of research. Methods and analysis A hybrid of both a priority-setting and partnership approach to PPI will provide guidance on identifying, recruiting and establishing a PPI for research on the organisational science and management principles in healthcare. The panel will consist of approximately 20 members including patients, members of the public and researchers. A World Café approach to panel workshops will be adopted to produce a charter for the group. An assessment of panel engagement will be conducted through analysis of records of the meetings/workshops, as well as one-to-one interviews with all panel members at key points in time. Assessment criteria will be agreed with all members of the PPI panel. Data will be transcribed and managed using NVivo through a thematic analysis. Ethics and dissemination Ethical approval for the evaluation of the PPI has been received from the Kemmy Business School’s Ethics Committee. Papers outlining the process in establishing a PPI in the area of organisational science and management principles of healthcare, and the results of the assessment of the panel’s engagement will be published in journals</p

Investigating the use of actor-network theory in healthcare: a protocol for a systematic review

Healthcare systems are confronted with constant challenges and new crisis waves necessitating a transformation of current approaches to healthcare delivery. Transformation calls for integration, partnerships, interprofessional teamwork and collaboration between all healthcare stakeholders to create improved access and more personalised healthcare outcomes for patients. However, healthcare organisations are complex systems, comprising multiple stakeholders, and the existence of professional silos and functions which have varying degrees of interaction hampering the delivery of effective integrated healthcare. Research investigating the underpinning operations of how the various healthcare stakeholders integrate is lacking. To address this gap, the use of actor-network theory (ANT) can provide insight into underlying dynamics, interactions, interdependencies, governance processes and power dynamics of stakeholders in healthcare. ANT represents a suitable theoretical lens as it helps to appreciate the dynamics and underpinning behaviours of complex organisations and explains how networks are developed and how actors join networks and form associations. Our systematic review will identify and evaluate available evidence to understand the interplay between stakeholders and all associated entities that impact collaboration and integration in healthcare delivery. Methods and analysis Using the Population-Intervention?Comparison-Outcome framework, the databases MEDLINE, CINAHL Complete, SCOPUS, PubMed, APA PsycINFO, Business Source Complete and Academic Search Complete will be searched using Boolean terms to identify peer-reviewed literature concerning ANT in healthcare. All relevant articles published between January 2013 and September 2023 will be eligible for inclusion. A thematic approach will be employed to appraise and analyse the extracted data to assess the various definitions of ANT and the use of ANT in healthcare settings, interactions and collaboration. Ethics and dissemination Given that no primary data will be captured, ethical approval will not be required for this study. Findings will be shared and ultimately published through open access peer-reviewed journals and reports</p

A Systematic review protocol on workplace equality and inclusion practices in the healthcare sector

Introduction While equality and inclusion practices  in healthcare have been advanced from a service user  perspective, little is known about the application of  workplace equality and inclusion practices in healthcare  on upper-middle-income and high-income countries. In  the developed world, the composition of the healthcare  workforce is changing, with nationals and non-nationals  working ‘side-by-side’ suggesting that healthcare  organisations must have robust and meaningful workplace  equality and inclusion practices. Healthcare organisations  who welcome and value all their employees are more  creative and productive, which can lead to better quality  of care. Additionally, staff retention is maximised, and  workforce integration will succeed. In view of this,  this study aims to identify and synthesise current best  evidence relating to workplace equality and inclusion  practices in the healthcare sector in middle-income and  high-income economies. Methods and analysis Using the Population, Intervention,  Comparison and Outcome (PICO) framework, a search of  the following databases will be made—MEDLINE, CINAHL,  EMBASE, SCOPUS, PsycInfo, Business Source Complete  and Google Scholar—using Boolean terms to identify  peer-reviewed literatures concerning workplace equality  and inclusion in healthcare from January 2010 to 2022.  A thematic approach will be employed to appraise and  analyse the extracted data with the view to assessing what  is workplace equality and inclusion; why it is important to  promote workplace equality and inclusion in healthcare;  how can workplace equality and inclusion practices be  measured in healthcare; and how can workplace equality  and inclusion be advanced in health systems. Ethics and dissemination Ethical approval is not  required. Both a protocol and a systematic review paper  are to be published concerning workplace equality and  inclusion practices in the healthcare sector. </p

A qualitative study unpacking the leader identity development process taking a multi-domain approach

Purpose – The purpose of the study is an in-depth exploration of the processes through which a leader develops their leader identity in strength, meaning and integration, with resulting enrichment outcomes. Design/methodology/approach – Using multi-domain leader identity theory, this study provides an in-depth exploration of the processes through which a leader develops their leader identity. Set in a healthcare context, 26 participants took part in an 18-month multi-domain leadership development program. Findings – Findings indicate a typology of leader identities, capturing the dynamic nature of leader identity based on combinations of strength and meaning. Our research also suggests that as the leader develops, their leader identity can change from a differentiated identity as a leader to a more integrated leader identity, with resulting enrichment outcomes. Research limitations/implications – The results suggested value in inherently multi-domain focus using event-based reflection and, as such, are useful in leader identity development programs. We recommend future research generalize to other settings and a larger population. Practical implications – By taking a multi-domain approach to leader identity development, the leader has the opportunity to learn and develop in a more holistic way. They are encouraged to reflect on and learn from leadership experiences throughout their entire lives, adding breadth and depth that are often overlooked in development programs. Social implications – Developing leaders who understand who they are and are capable of critical self-reflection and learning is a fundamental requirement for the positive advancement of society. Originality/value – The value of the study lies in the first longitudinal, work-based empirical study taking an explicitly multi-domain approach to leader identity development. Keywords Enrichment, Leader development, Identity integration, Leader identity development, Multi-domain Paper type Research paper</p

An evidenced-based approach to understanding and informing talent management practices for internationally trained nurses in healthcare: A systematic review protocol

This paper details a protocol for a systematic review that will be used to identify, critically appraise, and synthesize current academic evidence relating talent management practices for internationally trained nurses in healthcare organizations. Databases used in the search will include CINAHL with full text (EBSCOhost), PubMED, PsycINFO, Embase, Business Source Complete, Academic Source Complete, Web of Science, and Medline. Searches are limited to studies in English. Based on receiving funding approval in May this review will systematically search all materials in databases up until 2022, with predetermined search terms. All studies will be screened based on specific criteria and predetermined search terms using the Boolean terminology. Risk of any bias will be considered and assessed using the check?list provided by the National Institute of Health and Clinical excellence. Two assessors will review the findings using convergence and any disagreement will be settled by a third-party reviewer. The systematic review will produce a synthesis of the data related to talent management practices for internationally trained nurses in healthcare settings, as well as outlining areas for further research. The study will be the first of its type to systematically review and synthesize talent management practices for internationally trained nurses. In particular, the findings will provide the latest, validated evidence to narrate the development talent management practices specifically in relation to the strategically important cohort of internationally trained nurses in healthcare organizations. It will also help create a pipeline of suitably qualified candidates for future roles, as well as helping internationally trained nurses identify career trajectories. By systematically gathering and analyzing the relevant research, a stake-holder informed evidence-based approach to talent management for this cohort can be informed as a way of improving the quality and safety of care to the patient.</p

Developing a talent management framework for domestically and internationally trained nurses and midwives in healthcare organizations: A mixed-methods research protocol

Aim: The aim of this study is to gather evidence on talent management practices for nurses and midwives in an Irish hospital group, to identify any shortcomings in the current practices and to develop an evidence-based talent management framework for the hospital group.Design: This paper details a protocol for a mixed methods research study that will be used to (1) identify, critically evaluate and summarize academic scholarship on talent management strategies for both domestically and internationally trained nurses and midwives, leading to the development of a model of talent management for this study, (2) gather evidence from both domestic and internationally trained nurses and mid-wives, via questionnaires and focus groups within the hospital group on current talent management practices and (3) use the model previously developed to organize our findings and develop a talent management framework for the hospital group.Methods: The study will adapt a mixed methods approach. Quantitative data will be analysed using SPSS, and qualitative data will be analysed using NVivo.Results: Our findings will support a stakeholder approach to the development of talent management practices for both domestic and internationally trained nurses and midwives in healthcare organizations. Doing so should improve the pipeline of suitably qualified nurses and midwives for future roles, by assisting nurses and midwives to identify career paths and future educational opportunities. From an organizational perspective, this research will allow healthcare organizations to adapt their current workforce planning strategies, tailoring them to the needs of the current workforce, which should reduce turnover, ensuring a highly skilled workforce, with the appropriate numbers to provide the care required within that healthcare setting.No Patient of Public Contribution: Contributions will be sought from nursing and mid-wifery staff and management within the hos</p

Talent management of international nurses in healthcare settings: A systematic review

Aim To identify and systematically review current scholarship on talent management of international nurses in healthcare organizations. Background As nurse shortages persistently pose challenges for healthcare organizations globally, one of the primary strategies employed to address these shortages is employment of international nurses. To date little has been done to systematically review and collate contemporary research on talent management of this strategically important cohort. Talent management is a holistic construct that can support healthcare organizations to attract, develop, motivate, and retain talented employees to drive organizational performance. This systematic review isolates, appraises and collates available evidence on talent management practices for international nurses. Study design Systematic literature review. Data sourcesSearches of PubMed, EBSCO and Scopus were made covering literature from 2012-2022. Review methods This study followed Cochrane protocol for Systematic Reviews and key search terms were developed in consultation with University of Limerick library. As a key aim of the review was to provide evidence for the development of effective talent management practices, only peer-reviewed academic papers and empirical studies were included. Initial articles screening was conducted by two reviewers and full articles review was conducted by the entire research team. Findings were combined in a data extraction template for further analysis. Results This review includes 62 articles thematically analysed under the headings recruitment and selection, retention and turnover, career progression, professional development, discrimination and racism, culture and communication. Conclusion No articles were found that directly address talent management for international nurses. Although there are studies that address aspects of talent management independently, more research is required on talent management as a holistic process for international nurses to inform evidence-based practice. Impact This research emphasizes the importance of talent management for retention of international nurses in healthcare settings. It provides a knowledge base for healthcare organisations to enhance employee retention and ensure quality care for patients, as well as setting the foundation for future studies in this area.</p