| Summary: | Verkefnið er opið nemendum og starfsfólki Háskólans á Akureyri This study has been carried out as an M.Sc. project at the Royal College of Nursing Institute in London, in connection with the University of Akureyri, Iceland. The programme is validated by Manchester University. The primary aim of the study is to analyse the qualities perceived as strengths by charge nurses at the University Hospital in Iceland, more particularly their selfreported strengths in their role as leaders, and to explore their own perception of how these elements reinforce their positive influence upon their working environment and the service provided. This choice of subject may be attributed to my own long-standing interest in examining the influence of the charge nurse on the working environment of a hospital, on wards which are generally perceived as working effectively and offering job satisfaction, which tends to lead to stability of staffing. Another factor in my choice was the fact that at the University Hospital great emphasis is at present being placed upon review and development of the charge nurse’s role. Hence I hope that the findings of this study will contribute to that process. The methodology applied in the study is phenomenology, or more precisely “The Vancouver School of Doing Phenomenology. Phenomenology is based upon examination of the co-researchers’ own experience of a certain phenomenon, and of their own interpretation of the experience. The study was carried out through extensive dialogues with the co-researchers, who recounted their own experience. The dialogues were then analysed according to the methodology of the Vancouver School. Twelve women participated in the study; all are in the position of charge nurse, and have been generally regarded as performing well in their jobs. All have been charge nurses for more than three years. During the processing of the findings, it was soon very noticeable that the views of the co-researchers were highly consistent; they described many qualities which they saw as ...
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