I.

Clinical Question Is Psychometric testing of the Leadership and Management Inventory effective to measure the skills and abilities of first-line nurse managers? II. Citation Psychometric testing of the Leadership and Management Inventory: a tool to measure the skills and abilities of first-line nurse managers. III. Study Characteristics 1. Patients included In the rst data collection, a sample of 300 registered nurses was included, hereafter labeled RN. In the RN sample, 149 persons (49.7%) completed the questionnaire. The RNs had worked for an average of 42.41 months (SD 40.01) with the FLNMs they evaluated. In the second data collection, a sample of 225 health care personnel was included, hereafter called HCP. In the HCP sample, 197 persons (87.5%) completed the questionnaire. The professions included were registered nurses, nurse assistants and others such as social workers, psychologists and medical secretaries. Four persons did not state their occupation. The health care personnel had worked for an average of 36.10 months (SD 34.48) with the FLNMs they evaluated 2. Interventions compared There are no interventions being compared since its goal is to know the effectiveness and the effects of using a Psychometric testing of the Leadership and Management Inventory. 3. Outcomes monitored The decision to develop an inventory reects the need for an instrument that can measure the various skills and abilities rst-line nurse managers should possess. 4. Does the study focus on a significant problem in clinical practice? Yes, because it aims to estimate the validity and reliability of the Leadership and Management Inventory, a tool to measure the skills and abilities of rst-line nurse managers. IV. Methodology/ design
1. Methods used

Factor analysis was conducted and internal consistency initially estimated on data from 149 registered nurses; a second sample of 197 health care personnel was used to test these results.

2. Design The study design was correlative, and the study was based on two data sources. The data were collected from two different samples: a sample of registered nurses and a second sample of health care personnel from different professions, used to further test the LaMI.

3. Setting In spring 2001, 300 RNs were selected from a list of all employed registered nurses at two hospitals by identifying every fth person on the list. A letter describing the study and asking the RNs to evaluate their superiors was sent to the participants home address together with the questionnaire and a self-addressed envelope. One reminder was sent together with a copy of the questionnaire and a self-addressed envelope. In autumn 2001, HCPs whose FLNMs had taken part in development programmers were asked to participate in the sample. Each manager was asked to hand out the questionnaire, an information letter and a self-addressed envelope to ve persons in his/her staff group. In the letter, the HCP was asked to evaluate his or her superior. These ve persons had been randomly selected, by the drawing of lots, from the staff working at each managers unit. 4. Data sources 2008 The Authors. Journal compilation, 2008 Blackwell Publishing Ltd, Journal of Nursing Management, 16, 784794 5. Has the original study been replicated? Yes, the rst version was developed in 2000 and based on a qualitative study. The purpose of the study was to develop an inventory to measure the skills and abilities Leadership and Management Inventory (Skytt B., Ljunggren B. & Carlsson M. unpublished data).

V. Results of the study Principal component analysis of the rst sample resulted in a preferred three-factor solution that explained 65.8% of the variance; Cronbachs alpha coefcient varied between 0.90 and 0.95. Analysis of the second sample also resulted in a three-factor solution that explained 64.2% of the variance; Cronbachs alpha coefcient varied from 0.88 to 0.96. For both samples, the

factors were labeled interpersonal skills and group management, achievement orientation and overall organizational view and political savvy. VI. Authors conclusion or recommendation The LaMI is an instrument designed to assess leadership and management skills and abilities that could be of use when making outcome measures related to development activities that FLNMs have attended. The instrument could also be used as a tool to provide feedback to the FLNMs. All items in the factor interpersonal skills and group management and many of the items in achievement orientation reect skills and abilities that are of importance for the working life of the personnel. Other items cover skills and abilities that are of importance for the units performance, the day-to-day work. The inventory could be used for 360 evaluations, feed-back from superiors, peers, and direct reporting staff and clients, as both leadership and management skills could serve as the basis for two-way performance appraisals, and as such provide indications for the need for further training. As the instrument so far has only been validated on small samples, we recommend that large randomized samples should be addressed when further validation is carried out. Users should be attentive to the fact that the factors interpersonal skills and group management and achievement orientation show resemblances VII. Applicability 1. Does the study provide a direct enough answer to your clinical question in terms of type of patients intervention and outcome? Yes, because the results indicate that estimates of validity and reliability for the Leadership and Management Inventory can be considered acceptable. 2. Is it feasible to carry out the nursing action in the real world? Yes, the Leadership and Management Inventory can be used when rst-line nurse managers leadership and management skills and abilities are to be measured. VIII. Reviewers Commentary It is an important issue to evaluate the outcome of different development programs aimed at strengthening the skills and abilities of FLNMs. The decision to develop an inventory is really on the need for developing efficient future nursing managers that will help in promotion of health among people.

SOURCE: Correspondence Bernice Skytt Department of Caring Science and Sociology University of Gavle SE801 76, Gavle Sweden E-mail: beeskt@hig.se

Far Eastern University

Nicanor Reyes St., Sampaloc, Manila

Evidence Based-Nursing

Submitted by:

Mangalindan, Jemimah A. BSN221

Submitted to:

Maam Jocelyn Lauro RN, MAN