Management and Leadership in Healthcare: Expectations, Conditions, Skills, and Reflections in a Leadership Program
First- and Second-Line Healthcare Managers' Expectations, Skills, and Conditions for Practicing Management and Leadership Before, During, and After Participation in a Leadership Development Program, and Their Reflections on the Program
This study follows first- and second-line healthcare managers who take part in an established leadership development program in a Swedish healthcare region. The study examines managers' expectations of the program and how they describe their skills and conditions for practicing management and leadership before, during, and after participation. It also explores their reflections on the program, including learning, new insights, application in everyday management practice, and conditions for taking part.
Participants complete questionnaires before the program, immediately after it ends, and one year later. During the program, they record reflections in structured diaries. After the program, participants are invited to focus group interviews to discuss their experiences in greater depth. The questionnaire, diary, and interview findings will be combined to provide a broader understanding of managers' development and experiences of the program.
研究概览
详细说明
The aim of this study is to describe and compare first- and second-line managers' expectations, skills, and conditions for practicing management and leadership before, during, and after participation in a leadership development program, as well as their reflections on the program.
Approximately 50 first- and second-line healthcare managers participating in a leadership development program will be followed from autumn 2026. Data will be collected through questionnaires, diary entries, and focus group interviews.
A web-based questionnaire will be administered before the program, immediately after completion, and one year after completion. The questionnaire will collect demographic information and data on the managers' self-rated management and leadership using the Leadership and Management Inventory, LaMI-II, and on thriving, understood as flourishing and developing positively, using the Thriving Scale. Study-specific questions will also address whether participants have considered leaving or have left their current management position.
During the leadership development program, participants will be asked to use diaries to describe their expectations of the program and to reflect on learning, insights, application, conditions for participating in the program, and conditions for practicing management and leadership.
After completion of the leadership development program, focus group interviews will be conducted with 5-7 participants in each group. The interviews will be based on the participants' collective descriptions in the diary entries.
Questionnaire data will be compared longitudinally using statistical tests appropriate to the level and distribution of the data. Diary entries and focus group interviews will be analyzed using qualitative content analysis. The quantitative and qualitative results will then be integrated to provide a deeper understanding of the managers' development, experiences, and conditions before, during, and after participation in the leadership development program.
研究类型
注册 (估计的)
联系人和位置
学习联系方式
- 姓名：Karin Lundin, PhD
- 电话号码：+46 737892236
- 邮箱：karin.lundin@hig.se
学习地点
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Kronoberg County
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Vaxjo、Kronoberg County、瑞典、351 88
- Region Kronoberg
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接触：
- Karin Lundin, PhD
- 电话号码：+46 737892236
- 邮箱：karin.lundin@hig.se
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参与标准
资格标准
适合学习的年龄
- 孩子
- 成人
- 年长者
接受健康志愿者
取样方法
研究人群
描述
Inclusion Criteria:
- Employed as a first- or second-line healthcare manager in Region Kronoberg and selected by the healthcare organization to participate in the leadership development program starting in September 2026.
Exclusion Criteria:
- Not employed as a first- or second-line healthcare manager
学习计划
研究是如何设计的？
设计细节
队列和干预
团体/队列 |
干预/治疗 |
|---|---|
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Healthcare Managers Participating in a Leadership Development Program
First- and second-line healthcare managers who have been selected by the healthcare organization to participate in its established leadership development program.
Selection and admission to the program occur independently of the research study.
Participants who consent to the study are followed from before the program begins until one year after program completion.
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An established leadership development program provided annually by a Swedish healthcare region for first- and second-line managers.
The program includes planned learning activities, reflection, and interaction intended to support participants in developing their management and leadership practice.
The healthcare organization selects participants and provides the program independently of the research study.
The research team does not assign participants to the program or determine its content or delivery.
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研究衡量的是什么？
主要结果指标
结果测量 |
措施说明 |
大体时间 |
|---|---|---|
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Self-rated management and leadership performance
大体时间：Before the leadership development program, immediately after program completion, and 12 months after program completion
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Self-rated management and leadership performance will be assessed using the Leadership and Management Inventory-II (LaMI-II). The instrument consists of 25 items divided into two factors: management and leadership. Each item is rated on a five-point scale ranging from 1 (not at all) to 5 (to a very large extent). Scores will be calculated for the management factor, the leadership factor, and the total scale. Raw scores will be transformed to values ranging from 20 to 100 by dividing the sum of the item scores by the highest possible score and multiplying by 100. Higher scores indicate more desirable self-rated management and leadership performance. Changes in management, leadership, and total scores will be examined over time. Scores may also be compared within the study group according to demographic and work-related characteristics and whether participants have considered leaving or have left their current management position. |
Before the leadership development program, immediately after program completion, and 12 months after program completion
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Thriving at work
大体时间：Before the leadership development program, immediately after program completion, and 12 months after program completion.
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Thriving at work will be assessed using the 10-item Thriving Scale. The scale consists of two factors: learning and vitality, with five items representing each factor. Each item is rated on a seven-point scale ranging from 1 (totally disagree) to 7 (totally agree). Mean scores will be calculated for the learning factor, the vitality factor, and the total scale. Higher scores indicate a higher degree of thriving at work, understood as the joint experience of learning and vitality. Changes in learning, vitality, and total thriving scores will be examined over time. Scores may also be compared within the study group according to demographic and work-related characteristics and whether participants have considered leaving or have left their current management position. |
Before the leadership development program, immediately after program completion, and 12 months after program completion.
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Healthcare Managers' Reflections on the Leadership Development Program
大体时间：From the beginning of the leadership development program until completion of the focus group interviews, approximately September 2026 to September 2027
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Participants' reflections on the leadership development program will be explored through structured diary entries completed during the program and through focus group interviews conducted after program completion. The diary entries will address participants' expectations of the program and their reflections on learning, insights, application of program content, conditions for participating in the program, and conditions for practicing management and leadership. The focus group interviews will explore these areas in greater depth and will be informed by the participants' collective diary reflections. Diary entries and transcribed focus group interviews will be analyzed using qualitative content analysis. The outcome will consist of categories describing participants' expectations, experiences, learning, application, and perceived conditions related to the leadership development program and their management and leadership practice. |
From the beginning of the leadership development program until completion of the focus group interviews, approximately September 2026 to September 2027
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次要结果测量
结果测量 |
措施说明 |
大体时间 |
|---|---|---|
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Intention to Leave or Having Left the Current Management Position
大体时间：Immediately after completion of the leadership development program and 12 months after program completion
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Participants will be asked whether they have considered leaving their current management position or have left the position.
The study-specific questionnaire responses will be described and may also be used to compare self-rated management and leadership and thriving scores within the study group.
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Immediately after completion of the leadership development program and 12 months after program completion
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合作者和调查者
研究记录日期
研究主要日期
学习开始 (估计的)
初级完成 (估计的)
研究完成 (估计的)
研究注册日期
首次提交
首先提交符合 QC 标准的
首次发布 (实际的)
研究记录更新
最后更新发布 (实际的)
上次提交的符合 QC 标准的更新
最后验证
更多信息
与本研究相关的术语
关键字
其他研究编号
- 2026-00139-01
计划个人参与者数据 (IPD)
计划共享个人参与者数据 (IPD)？
IPD 计划说明
药物和器械信息、研究文件
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