"Running head: LITERATURE REVIEW RESOURCES 1Literature Review Resource LITERATURE REVIEW RESOURCES2Literature Review SourcesAdded toNumberArticle InformationRefWork s? (Y orN)Y1.Bibliographic InformationBristol, J. (2016).Four steps to creating a culture of leadership: administrators, faculty, and students unite.Journal of touching and learning in nursing, 11, pp. 209-11.http://dx.doi.org/10.1016/j.teln.2016.05.001Linkhttp://dx.doi.org/10.1016/j.teln.2016.05.001AnnotationIn this research study by a Ph.D. nurse speaks about leadership in nursingand that leadership skill and development for nurses should begin onadmission to the nursing program, and it should take the form ofprioritizing, planning, partnerships, and progression.The researcherstates that nurses should be taught to think beyond their skills, expertiseand path physiological knowledge or education. Moreover, the researcherargues that to start a successful culture of leadership in nursing it startsfrom nursing students being focused from the initiation of the programand throughout its process, this also involves administrators, and facultyin the process. The researcher advocate a nursing leadership culture inwhich students, and faculty attains success through the adoption ofrealistic goals, whilst in partnership, communicating and sharing ideas,taking ownership, collaborating, celebrating, praising, and motivatingeach other successes, as the program progresses. Furthermore, he arguesthat the objective should be to remain focused and prioritize objectives byinstituting a leadership culture wherein students learn, and speak thelanguage of nursing daily as they will be the next leaders and they shouldtake responsibility and ownership, discussing expectations with facultyand administration, and this should be instituted into the curriculum. Faculty should learn to prioritize and take the lead by initiating leadershipin all parts of the program, this will take some planning and stakeholders LITERATURE REVIEW RESOURCES3should be included in the strategic planning along with students.Strategicshould include weekly meetings with students and faculty discussing whatthey learn from class, and faculty discussing their failures and successes,journal articles on leadership, and give feedback. The researcher believesthat this will empower students, ensure accountability and bringsatisfaction to all concerned as everyone including on-line students areincluded in the process of prioritizing, planning, partnership andprogression. This idea by the researcher appears to impinge on the path- goal leadership concept which consists of supportive, directive,participative, and achievement-oriented leadership style.This pathwayassumes that the leader which in this case is the faculty knows the rightway for the students to achieve their goals and success, and that all thestudents will be empowered and wants to get involved that way it does nottake into accounts that students may suffer from fears, and anxieties andsome student may not want to take part in the process or want to beleaders. This relationship although it has benefits however, the studentsare also taking on a dependent role.2.Bibliographic InformationYClements, A., Curtis, K., Horvat, L., Shaban, R. (2015).Theeffect of a nurse leader on communication and leadership in major trauma resuscitations.International Emergency Nursing 23.(1), pp. 2-7Linkdoi: http:/dx.doi.org.lopes.idm.oclc.org/10.1016/j.ienj.2014.04.004AnnotationThe object of this study by the researchers was to assess the effect ofallocating the senior nurse as nurse team leader, and scribe on effectivecommunication, documentation and perception of leadership in majortrauma resuscitations. This study consisted of 57 pre-nursing, and 52 postnursing staff. It was a quantitative research with data collection from pre- surveys collected 2 months before the role of trauma nurse started. Datawas collected from the medical records database of trauma patients. It wasentered on excel, imported on SPSS Version 20.0 software. Theresearchers stated that analysis of survey results were restricted due tosmall variable size. Because of confidentiality reasons it is unknown if all LITERATURE REVIEW RESOURCES4participants completed the pre- and post-questionnaires because of thisdata samples were matched using McNemar’s Chi square analysis, ordinaldata analyzed using Wilcoxon signed-rank test, medical recorddocumentation audit used independent samples and analyzed using Chi- square analysis.The test results of surveys consisted of 31% of nursescompleting the pre-test survey and 48% the post-test survey. Improvedcommunication was obtained when the nurse team leader role wasimplemented from 58.6% (pre) to 68.2% (post) and all participants statedthey understood their role. There was also a decrease in negativecommunication and some leaders were perceived as having intimidatingpersonality traits. The resuscitation rates decreased from 58.1% to 12.5%,also team member identification from 58% to 42%. The nurse team leaderrole was improved post implementation. There was a 6.8% decrease inthose who thought nursing leadership was poor and a 6.7% of those whothought nursing leadership was good to excellent. Implications based onthese findings were that the findings could be replicated to other nursingsituations additionally the role of trauma leadership nurse to inpatientsettings where it could improve patient care. The researchers concludedthat trauma nurse leaders improved the leadership and communication intrauma nurse resuscitations.The gap presented in this research is that theresearch was based only on trauma nurse, it did not include doctors eventhough they are a part of the team, also the research could have beenimproved by showing how they all collaborated as a team during theresuscitations.3.Bibliographic Information Y Effelsberg, D., Solga, M., Gurt, J. (2014).Transformationalleadership and follower’s unethical behavior for the benefit of the company:A two-study investigation.Linkdoi:10.1007/s10551-013-1644-zAnnotationThis is a two-dimensional studyconsisting of employees from differentorganizations who filled out surveys to test for transformationalleadership and follower’s unethical behavior for the benefit of thecompany. Study 1 consisted of a final count of290 participants mean age34years these participants did not receive compensation for the study.Study 2 consisted of a final count of 319 employed participants who alsoenrolled in a distance learning University in W. Germany, mean age 35 "