FACTOR ANALYSIS OF AN UPWARD FEEDBACK SURVEY IN A HEALTHCARE ORGANIZATION: AN EXPLORATORY CASE-STUDY (HEALTH CARE, NURSING SUPERVISION).
Contributors: Temple University.
Published: 1996
Number of pages: 126
Subjects: Education, Business.; Psychology, Industrial.; Health Sciences, Health Care Management.; Health Sciences, Nursing.
Description: This methodological, descriptive case study explored and analyzed the reliability and validity of a survey instrument, the Living Our Values Survey (LOVS). This instrument rated twenty-four nursing supervisors' values-related leadership behaviors from their own perspectives and from the perspectives of their subordinate staff and their boss, a total of 540 survey responses, at The Albert Einstein Healthcare Network, a Philadelphia urban hospital.

The rated leadership behaviors of the survey instrument developed by various staff from AEHN were derived from a set of Twenty-one Values created and designed by the Organization's executives to drive a major organizational change effort. The assumption was that a shared value system across this Organization would result in a strong, shared, cohesive culture serving a secure and fiscally robust hospital.

The full-scale LOVS score was found to be significantly reliable (Cronbach's alpha =.98). Similarly, the four predicted LOVS subscales also demonstrated significant reliability with alphas equal to.95,.92,.87 and.90 respectively.

Principle Components factor analysis revealed six underlying leadership constructs basic to the supervisory experience in this Organization. They were named: (1) Regard; (2) Excellence; (3) Service; (4) Judiciousness; (5) Compassion; and (6) Accountability. Further analysis demonstrated moderate to strong correlation among the instrument scores and general criterion ratings which further validated the instrument.

Finally, relationships among supervisor demographic variables and the criterion ratings scores and subscales scores built into the instrument demonstrated that gender, length of service and management level moderated supervisor scores whereas age and race did not.

Establishing the reliability and validity of the instrument lends support to subsequent assessment of organizational change efforts, especially in the area of leadership development at this Organization.
Notes: Source: Dissertation Abstracts International, Volume: 57-09, Section: A, page: 3788.

Thesis (PH.D.)--TEMPLE UNIVERSITY, 1996.

School code: 0225.