There is a high cost to nurse manager turnover and added to this challenge is the difficult tasks that hospitals have of recruiting and retaining nurse managers. These difficulties make it challenging for healthcare providing institutions to achieve consistent positive patient and staff outcomes. The current study examined the relationship between self-leadership, authentic leadership, and job satisfaction with nurse managers. Three elements making up the theoretical framework of this research were self-leadership, authentic leadership, and job satisfaction. The 2 predictor variables were self-leadership and authentic leadership. An evaluation of whether a relationship existed between the predictors and the criterion, job satisfaction, was made. A total of 76 nurse managers completed an online survey, and a linear regression was used to analyze the data. Results indicated that self-leadership was not a statistically significant predictor of job satisfaction at a CI of 95%. Authentic leadership and 3 of its 4 dimensions were found statistically significant as a predictor of job satisfaction at a CI of 95%. This study may have implications for positive social change through its indirect effect on the management and execution of patient care.

Includes bibliographical references: leaves 255-277 / Self-leadership has emerged as a leadership style that can be utilised to achieve successful performance for the individual and the organisation, prompting the question: What can be done to facilitate self-leadership within nurse educators in nursing education institutions? The purpose of this exploratory, descriptive sequential mixed-methods study was to understand the self-leadership within nurse educators in order to develop guidelines that could facilitate their self-leadership. The integrative literature review, qualitative and quantitative data were integrated and used to develop and validate guidelines that could facilitate self-leadership in nurse educators. Phase 1 (subphase 1) consisted of an integrative literature review that explored and described the concept of self-leadership in nurse educators. In Phase 1 (subphase 2), semi-structured focus group interviews were conducted with purposively selected nurse educators from three sampling units, namely a private nursing school, nursing college and university-based nursing departments in two of the nine provinces in South Africa to explore the nurse educators’ perception of their self-leadership, and how self-leadership could be facilitated in a nursing education institution. Phase 2 of the study entailed developing a structured questionnaire based on the findings of Phase 1. In Phase 2, quantitative data were collected from nurse educators appointed at the remaining nursing education institutions in the two provinces which were not selected for the qualitative phase of the study. This phase was aimed at determining and describing the nurse educators’ (n=265) perceptions on their self-leadership practices in a nursing education institution, using a selfadministered questionnaire. For the integrative literature review, the method of data analysis as outlined by Miles and Huberman was used (Whittemore & Knafl 2005:550– 552). The qualitative data were analysed according to Tesch’s protocol of data analysis. The themes that emerged were perceptions of self-leadership in nurse educators; engagement in self-leadership activities; motivational factors in self-leadership; and facilitation of self-leadership in nurse educators. The quantitative data were analysed using descriptive statistical methods (SPSS version 25). The participants gave their perceptions on 11 composite constructs. Nurse educators agreed the most on natural reward, intrinsic motivation, role modelling and shared leadership but agreed less with management support and positive self-talk. To establish rigour, the researcher utilised diverse empirical and theoretical sources as data sources, and applied strategies to ensure trustworthiness and performed validity and reliability tests. The findings of both Phase 1 and 2 were integrated to develop and validate guidelines to facilitate the self-leadership in nurse educators. Twelve guidelines were developed and were validated by field experts. The guidelines propose recommendations for nurse educators and the management of the nursing education institution, as well as other associated stakeholders such as SANC and government. / Health Studies / D. Litt. et Phil. (Health Studies)

Background: The pandemic Covid-19 has led to large-scale changes globally; in the workplace setting, it has entailed a distinct increase in remote work. For individuals to deal with organizational changes in the workplace has historically been considered a significant challenge. Therefore, it is essential to understand how individuals cope with these changes and drive themselves while working remotely. Purpose: The purpose of this qualitative study was to develop a deeper understanding of how respondents in different organizations in Sweden coped with the change to remote work caused by Covid19 by viewing their coping strategies from a self-leadership perspective. In addition, the main affecting factors of this change process will be identified. Method: | Ontology: Relativism | Epistemology: Social Constructionism | Research Approach: Inductive | Data Collection: 12 Semi-Structured Interviews | Sampling: Purposive / Convenience | Data Analysis: Thematic Analysis | Conclusion: This study has developed a new terminology; Self-leadership coping strategies that showcase how the respondents of this study reacted, acted, and proactively coped with the change in the workplace setting due to Covid-19. Subsequently, challenging the passive view individuals have been assigned in previous literature and provided coping strategies in a new and highly relevant context. Additionally, three paradoxical affecting factors are presented and problematized.

Abstract Title: Self-leadership and Organizational Progress Author: Anna Moore Background: Within the school system, as well as throughout the broader part of society, change is brought on more rapidly. Organizations must be inclined and able to change past practices. The organization within the school system is, however, very traditional depicted by how it is organized and by the conservative attitudes such as how professions within the school system interact with each other. It can therefore be difficult to change obsolete traditions that are associated with the teacher’s role. Self-leadership as a method has been found to have a positive effect on individuals as well as on groups and organizations. However, self-leadership in relation to organizational change has not yet been widely researched. This report is carried out through a pilot project conducted at the educational administration within a Swedish municipality. Purpose: The purpose of this report is to investigate and analyse organizational progress in relation to self-leadership within school environment through the perspective of school-leaders. Question at issue: Throughout the implementation of a change process, which factors can be identified as successful, in relation to the process. In what way can self-leadership help school-leaders accomplish a change process? Theoretical framework: Relevant theoretical framework was identified in order to analyse the empirical data. Three different fields where presented: affiliation and culture, organizational progress and communication throughout the change process. Method: This report is a case study carried out with a qualitative method. The empirical data was gathered through semi-structured interviews with five respondents from three different schools as well as one respondent from the control group. The researcher’s paradigm can be identified as constructivism. A hermeneutic process was applied in order to interpret the empirical data. Conclusions: In relation to the pilot project being studied a series of success factors were identified: A change tendency as well as a more daring approach towards leading change will allow further organizational change. The need for change needs to come from within the organization. Take advantage of the prevailing affiliation and culture. Leaders must have good knowledge of the field they operate in as well of the particular unit they work at. With reason being able to adapt and adjust the course of actions as well as the chosen methods. Self-leadership strategies are found to have a positive effect on the change process throughout different steps of the way, individually as well as in relation to the group process. Further research in relation to self-leadership and organizational change is recommended. Especially in relation to determining a method to measure the extent and effect of self-leadership.

Abstract Title: Unveiling the Power of Self-Leadership - A Qualitative Exploration of its Role as a Resource Across Hierarchical Levels and its Influence on Stress Management and Work Engagement.  Authors: Catharina Hämäläinen and Markus Melin Abrahamsson Supervisor: Jean-Charles Languilaire Background: Companies all over the world have been experiencing changes in the industries they are operating. It is previously shown that adapting to change is crucial for an organization to stay competitive and survive long-term. To adapt to change it has been shown by previous research that creating awareness, providing training, and setting favorable conditions for employees is important. Studies have also shown the occurring changes to impact employees' mental health, such as increased stress. A recent event that showed the impact of organizational change on employees' mental health was Covid-19. Studies have also shown the importance of stress management capabilities in changing organizations. One way to handle change and mitigate its negative impact on an organization’s employee, is by working with resources and capabilities. One resource that has been shown in studies to help manage stress and increase work engagement is self-leadership.  Purpose: Explore to which extent the resource self-leadership is organized in the hierarchical positions of members within an organization and how self-leadership can affect the capabilities of stress management and work engagement within these hierarchical positions.  Research question: How is self-leadership as a resource organized within the hierarchical levels of an organization, and how does it affect the capabilities of stress management and work engagement within these hierarchical positions?  Method: This thesis is based on a qualitative approach conducted through a collective case study where six interviews have been conducted, split equally between two organizations. One top manager, one middle manager, and one Non-managerial employee within each organization. The study’s research approach is of inductive nature with some deductive elements, therefore, the study’s research approach as a whole is considered abductive.  Conclusions: The conclusion of this study shows that self-leadership is organized at the top and middle managerial levels but not supported at the non-managerial level. It was also shown that when self-leadership as a resource is organized, it leads to stress management capabilities, however, it did not affect work engagement capabilities. This resulted in the conclusion that since self-leadership is organized at the top and middle managerial level it helps them in managing stress, but the lack of support for non-managerial employees resulted in limited stress management capabilities.

The Covid-19 pandemic contributed to a digital shift where remote work became the new normal in many organizations. This led to more responsibility being put on employees and thereby an increase in self-leadership. Due to the remote work and the communication becoming digital, virtual leadership became highly current as well. The purpose of the paper was therefore twofold. Firstly, we aimed to investigate in what ways leaders could create conditions for self-leadership among their employees. And secondly, we aimed to try to gain a better understanding of how leaders managed the complex crisis situation that the Covid-19 pandemic constituted by integrating motivation and clear communication in their virtual leadership. This was done by trying to answer the following research questions from a leader perspective: (1) In what ways has self-leadership changed due to the pandemic? (2) In what ways can leaders exhort their employees to be more self leading? (3) In what ways are motivation and communication related to self-leadership and virtual leadership (digital leadership)? This was done by conducting eighteen interviews with different leaders within the organization Alleima. Moreover, our findings suggest that relationships are the most important factor for self-leadership and virtual leadership to be effective, especially during a crisis situation. Further, both motivation and communication are of importance for the effectiveness of self-leadership and virtual leadership as well since both self-leadership and virtual leadership is dependent on employee motivation and a clear communication within the team and organization.

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I det moderna arbetslivet suddas gränsen mellan arbete och privatliv ut, samtidigt ökar stressrelaterade sjukskrivningar, särskilt för kvinnor. Syftet med studien var att undersöka vad kvinnor i arbetsledande roll behövde för att uppnå balans mellan arbete och privatliv samt vilka strategier som användes. 10 semistrukturerade intervjuer genomfördes och analyserades tematiskt. I analysen identifierades tre teman som var gynnande och fyra teman som var hindrande avseende balans mellan arbete och privatliv samt fem strategier som aktivt användes för att skapa en god balans. Resultatet visade att inflytande över och möjlighet till planering för det egna arbetet var av stor vikt och att aktiv fritid användes för återhämtning. En attraktiv arbetsgivare behöver ge stöd, struktur och tydligt ledarskap för att främja god balans. Studiens resultat stämmer väl överens med tidigare forskning inom området, men den bidrar med ökad förståelse kring självledarskapets betydelse avseende att stärka kvinnors egenansvar och förmåga att sätta gränser.

Självledarskap är ett forskningsområde som blev ett omtalat fenomen under mitten av 1980-talet. Det finns dock inte mycket forskning kring hur självledarskap kommer till uttryck inom en specifik organisation. Vi ville, genom en kvalitativ studie, skapa en ökad förståelse för hur självledarskap kommer till uttryck genom organisationskultur på e- handelsföretaget Desenio. Tre självledarskapsstrategier användes för att tolka och skapa en förståelse för självledarskapet i organisationen. Vi utförde en fallstudie som inkluderade tio intervjuer med medarbetare och Vd:n på företaget som fick berätta om sina erfarenheter och föreställningar om självledarskap. För att skapa en förståelse för omgivningen och kulturen utförde vi även observationer på Desenio som ett komplement till de utförda intervjuerna. Vi kunde i vår studie identifiera de tre självledarskapsstrategierna hos samtliga medarbetare. Vad som framgick var dock att ingen av strategierna fullt ut kunde identifieras hos medarbetarna, utan att strategierna till viss del identifierades. Vi kom även fram till att organisationskulturen format självledarskapet då medarbetarnas arbetssätt och beteenden speglas av kulturen och värderingarna på Desenio. / Self-leadership is a concept within leadership research that emerged in the mid-1980s. However, there are only a few studies about self-leadership within a specific organization. Our aim was therefore to develop a greater understanding of how self-leadership is expressed within the e-commerce organization Desenio. We explored how the organizational culture has shaped self-leadership within the organization. We used three cognitive and behavioral self-leadership strategies to develop a greater understanding of how self-leadership is expressed in the organization. We have made a qualitative case study that includes ten interviews with employees and the CEO of the organization, where the individuals expressed their experiences and thoughts about self-leadership. We completed the empirical study with observations of the working environment to get a better understanding of the culture. The implications of the study are that the three self- leadership strategies could be identified in the employees. However, none of the strategies could be identified to a full extent. We also concluded that the organizational culture has shaped self-leadership since the work behavior of the employees could be related to the culture and the values at Desenio.

In der vorliegenden Arbeit wird der Versuch unternommen, den Foucaultschen Gouvernementalitätsansatz für Analytiken im Feld der Medienpädagogik aufzuschließen. Im Fokus der Darstellung steht dabei der Bereich der Raucherprävention. In einem einführenden Teil wird das Konzept der Gouvernementalität innerhalb der Werkgeschichte Foucaults platziert und systematisch entfaltet. Hieran schließt sich eine Zuspitzung auf die gegenwärtigen neoliberalen Verhältnisse und die im Gesundheitsbereich etablierten Rationalitäten an. Dass die Geschichte des Rauchens eine genealogische Dimension der stetig voranschreitenden Problematisierung aufweist, wird entlang der Frage nach repressiven Machtmechanismen um das Rauchen deutlich gemacht. Mit den so im Verlauf der Darstellung entwickelten Werkzeugen werden abschließend zwei an Jugendliche gerichtete Raucherpräventionsschriften der Bundeszentrale für gesundheitliche Aufklärung systematisch in den Blick genommen, um so die Macht der medialen Inszenierung als Melange von Wahrheit, Subjektivierung und Selbstführung aufzuzeigen. / In the present work a try is made to make the governmentality of Foucault accessible for analytics in the area of media education. The centre of attention is the (juvenile) smoking prevention. In an introducing part the concept of governmentality is placed and systematically envolved in accordance with the history of Foucaults work. An aggravation of the contemporary neoliberal conditions and the rationalities established in the health-care sector follows. That the 'history of smoking' features a genealogical dimension of the continously proceeding problematization reveals alongside the question of repressive mechanisms of power about smoking. With the tools developed during the process of this presentation it is conclusively expected to systematically take two smoking prevention documents of the Federal Centre for Health Education into account to illustrate the power of the medial staging as a melange of truth, subjectivization and self-leadership.