Nurse Leadership Style Research Articles

Impact of Nursing Leadership Styles on the Staff Turnover Intention in Saudi Arabia: A Cross-Sectional Study.

Background and objectives The efficiency of healthcare systems and nursing care depends on appropriate leadership. The purpose of this study was todetermine the association between leadership styles of nurse managers and the staff turnover intention in Saudi Arabia. The nurses' intention to quit their jobs was considered as indicative of staff turnover intention. Methods A quantitative cross-sectional questionnaire-based study was conducted among 279 nurses, employed in three hospitals in Hafar Al-Batin City, Saudi Arabia. The questionnaire comprised three parts to determine the association between leadership styles of nurse managers and staff turnover intention, and how they related to participants' demographic variables (gender/age/education/income/marital status/experience). The first part collected demographic data, and the second part was an adapted and validated version of the multifactor leadership questionnaire (MLQ-6S) used to assess the perceived leadership styles of nurse managers, based on 21 items. The third part, comprising seven items, was used to assess nurses' turnover based on intention to quit. The second and third parts of the questionnairewere scored using a five-point Likert scale. Collected data were tabulated and analyzed using a statistical software package for descriptive and inferential statistics (t-test, one-way analysis of variance (ANOVA), and correlation), comparing dependent outcome variables against independent demographic variables. Statistical significance was assumed when p-value was less than 0.05. Results Based onleadership style scores, transactional (13.32 out of a maximum of 24; 55.48%) and transformational (26.58 out of a maximum of 48; 55.37%) leadership were the most frequently perceived leadership styles among nurse managers. Laissez-faireleadership (6.31 out of a maximum of 12; 52.57%) was the least frequently perceived style. Upon comparing perceived leadership styles of nurse managers againstdemographic variables, no significant differences were observed for transformational leadership. However, income and experience of nurses showed significant relationship with the perceived transactional and laissez-faire leadership style scores, respectively. Based onperceived "intention to quit" scores, majority of the nurses expressed uncertain intention to quit (n = 193; 69.2%) and there was a significant yet weak negative correlation between the perceived leadership styles and intention to quit. The correlation coefficient (Pearson's-r) was lowest for laissez-faire leadership (-0.258)followed by transactional (-0.295) and transformational styles of leadership (-0.348). Conclusions The present study indicated a greater degree of transactional and transformational leadership styles among nurse managers than laissez-faire leadership style. While most of the nurses mentioned an uncertain intention to quit, correlating it with the perceived leadership styles it was found that transformational leadership among nurse managers indicated greater retention of nurses within their present jobs. The present research findings underline the importance of prioritizing and fostering healthy workplace environment by the nurse managers, through inculcation of transformational leadership practices. Furthermore, focused, multi-centric studies from around the world can help understandthe leadership practices of nursing leaders and its relationship with the intention of nurses to quittheir respective roles.

Nursing leadership style and error management culture: a scoping review

PurposeThis paper aims to assess the influence of nursing leadership style on error management culture (EMC).Design/methodology/approachThis scoping review was conducted following the integrative review methodology of the Joanna Briggs Institute (JBI) and the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA). PubMed, CINAHL, Scopus, Web of Science, Embase and EBSCO databases were systematically searched to identify studies on nursing leadership, error management and measurement, and error management culture. The studies’ methodological quality was then assessed using the JBI Critical Appraisal Checklist for Analytical Cross-Sectional Studies.FindingsThirteen manuscripts were included for review. The analysis confirmed that nursing leadership plays an important role in EMC and nurses’ intention to report errors. Three emerging themes were identified: 1) leadership and EMC; 2) leadership and the intention to report errors; and 3) leadership and error rate.Research limitations/implicationsA major limitation of the studies is that errors are often analyzed in a transversal way and associated with patient safety, and not as a single concept.Practical implicationsHealthcare managers should promote training dedicated to head nurses and their leadership style, for creating a good work environment in which nurses feel free and empowered to report errors, learn from them and prevent their reoccurrence in the future.Originality/valueThere is a positive relationship between nursing leadership and error management in terms of reduced errors and increased benefits. Positive nursing leadership leads to improvements in the caring quality.

Effects of Length of Employment and Head Nurse Leadership Style on the Clinical Competency of Staff Nurses in Taiwan.

High-quality patient care requires nurses with strong clinical competency. Thus, it is essential to examine the factors associated with clinical competency. This study was designed to (a) investigate head nurse leadership, staff nurse demographics, and clinical competency; (b) examine the impact of demographics on the clinical competency of staff nurses; (c) analyze the correlation between head nurse leadership and staff nurse clinical competency; and (d) examine the effects of demographics on clinical competency after controlling for the head nurse leadership. A cluster sampling method was used to collect data from 200 staff nurses at a national medical center in Taiwan. Questionnaires were used to gather information on head nurse leadership style and staff nurse clinical competency. Descriptive and inferential statistical analyses were conducted, including Mann-Whitney U test, Kruskal-Wallis test, Spearman's rank correlation coefficient, and multivariate analysis of covariance. The average score for transformational leadership style among the head nurses was 2.89, whereas transactional leadership style scored an average of 2.49. The average scores for the components of clinical competency, listed from highest to lowest, were as follows: patient care (3.35), professionalism (3.28), communication skills (3.18), management (2.84), and knowledge (2.73). In addition, statistically significant differences were found in clinical competency based on demographic factors, including age, marital status, educational level, job title, and length of employment. Also, a statistically significant, positive correlation between the head nurse transformational leadership style and nurse clinical competency was found. The main effect of length of employment on the five competency components was statistically significant after controlling for transformational leadership. Furthermore, post hoc analysis of covariance revealed a significant effect of length of employment on patient care, knowledge, communication skills, and management. The findings of this study indicate transformational leadership and employment length impact the clinical competency of staff nurses, particularly in terms of patient care, communication skills, management, and knowledge. Providing education and training in leadership and management to current and prospective head nurses may be expected to enhance clinical competency in staff nurses and create a more nurturing work environment. Moreover, targeted training may help current head nurses gain insight into their leadership styles and acquire skills to promote transformational leadership. In addition, leadership development may help equip prospective head nurses with critical competencies before assuming leadership responsibilities.

Stressors, emotions, and social support systems among respiratory nurses during the Omicron outbreak in China: a qualitative study

BackgroundRespiratory nurses faced tremendous challenges when the Omicron variant spread rapidly in China from late 2022 to early 2023. An in-depth understanding of respiratory nurses’ experiences during challenging times can help to develop better management and support strategies. The present study was conducted to explore and describe the work experiences of nurses working in the Department of Pulmonary and Critical Care Medicine (PCCM) during the Omicron outbreak in China.MethodsThis study utilized a descriptive phenomenological method. Between January 9 and 22, 2023, semistructured and individual in-depth interviews were conducted with 11 respiratory nurses at a tertiary hospital in Wuhan, Hubei Province. A purposive sampling method was used to select the participants, and the sample size was determined based on data saturation. The data analysis was carried out using Colaizzi’s method.ResultsThree themes with ten subthemes emerged: (a) multiple stressors (intense workload due to high variability in COVID patients; worry about not having enough ability and energy to care for critically ill patients; fighting for anxious clients, colleagues, and selves); (b) mixed emotions (feelings of loss and responsibility; feelings of frustration and achievement; feelings of nervousness and security); and (c) a perceived social support system (team cohesion; family support; head nurse leadership; and the impact of social media).ConclusionNursing managers should be attentive to frontline nurses’ needs and occupational stress during novel coronavirus disease 2019 (COVID-19) outbreaks. Management should strengthen psychological and social support systems, optimize nursing leadership styles, and proactively consider the application of artificial intelligence (AI) technologies and products in clinical care to improve the ability of nurses to effectively respond to future public health crises.

Analysis Of Determinant Factors Affecting The Leadership Style Of Chief Of Room In The Inpatient Room At Royal Prima Medan General Hospital

The head of the room is managing all the resources in the care unit to produce quality services. The head of the room is responsible for carrying out the supervision of nursing services to patients in the treatment room he leads. The head nurse of the room is responsible for leading and organizing the activities of servants and nursing care. The role of nurse leadership style has a large influence on nurses' work motivation. This is because the leadership of a good head nurse room will increase nurse job satisfaction, so that if leadership is not good it will reduce the level of nurse job satisfaction. Some previous studies suggested that leadership is one of the main factors that influence performance because leadership is the driving force for all resources within an organization. In leadership itself there are several parts of leadership that affect performance such as leadership style, leadership traits, type of leadership, work motivation, empowerment, work environment, organizational culture, leadership quality, and organizational commitment Research conducted aims to determine the analysis of influence factors leadership style on the performance of nurses in class 3 inpatient rooms Royal Prima Hospital in 2022. This research is a type of quantitative research with a cross sectional approach. The sample in the study was 110 room nurses. Data collection techniques in research using questionnaires. The results of this study found a significant relationship between communication factors (p = 0.001), planning (p = 0,000), direction (p = 0,000), and work discipline (p = 0,002) with the performance of nurses in class 3 Royal Prima Hosptal inpatient care. The conclusion of this study is that of the four variables studied, there was one of the most dominant variables influencing nurses' work motivation in class 3 inpatient rooms of Royal Prima Hospital in 2022, namely directing work by the head of the room.

The role of nursing leadership in promoting evidence-based nursing practice.

Although the undermining of the nursing profession, time constraints, and the lack of inclusive teaching of evidence-based nursing (EBN) in the nursing school's curriculum have long been identified as being some of the main barriers to the adoption of evidence-based practice (EBP) by nurses, the specific role of nurse leaders in directly influencing and supporting evidence-based nursing is not well demonstrated. This opinion piece discusses potential factors that influence the implementation of EBP into clinical routine practice, as well as how nursing leadership styles can contribute to its promotion in contemporary healthcare settings.

The Relationship Between Head Nurse Leadership Style and Healthcare Associated Infections (Hais) Prevention Efforts During Of Covid-19 Pandemic In The HM. Ryacudu Hospital Year 2022

The Relationship Between Head Nurse Leadership Style and Healthcare Associated Infections (Hais) Prevention Efforts During Of Covid-19 Pandemic In The HM. Ryacudu Hospital Year 2022

Relationships between nursing leadership and organizational, staff and patient outcomes: A systematic review of reviews.

To assess and describe reviews of nursing leadership styles associated with organizational, staff and patient outcomes. A systematic review of reviews. Reviews describing a search strategy and quality assessment. The review followed the PRISMA statement. Nine databases were searched in February 2022. After screening 6992 records, 12 reviews were included reporting 85 outcomes for 17 relational, nine task-oriented, five passive and five destructive leadership styles. Transformational leadership, which is one of the relational styles, was the most studied among all the styles. Of the outcomes, staff outcomes were the most reported, notably job satisfaction, and patient outcomes were less reported. Also, mediating factors between relational leadership styles and staff and patient outcomes were identified. Extensive research shows the beneficial impacts of relational leadership; however, destructive leadership research is lacking. Relational leadership styles should be conceptually assessed. More research is needed on how nurse leadership affects patients and organizations.

The Influence of Chief Nurse Leadership Style on Nurses Performance in Hajj Hospital, Jakarta

Hospitals plays an important role in providing health care facilities and are indispensable in supporting the public health services. The purpose of this study is to examine chief nurse leadership style, internal communication, incentive giving and work stress as well as the performance of nurses in the inpatient room of Hajj Hospital. This research used observational analytical methods with a cross sectional design approach that is research to find interest between variable. Questionnaires were in this study which consists of with closed statements. The data obtained is then collected and processed using SPSS. There were 96 respondents in this study consist of nurses in the Inpatient Unit Jakarta Hajj Hospital and 88 % female nurses who are above 30 years old with working experience of more than 5 years participated in this study. It was found that internal communication and incentive giving have the highest impact performance in hajj hospital. However, the findings of this study may differ with a larger samples taken for this study. Future research would suggest a mixed method study with a larger population across Indonesia.

Transformational leadership improves nursing documentation self-efficacy

Transformational leadership improves nursing documentation self-efficacy

Analysis Head Nurses' Leadership Styles to Staff Inpatient Nurses' Job Performance in Hospital

This research explores and focuses on the nursing profession, because there is still a lack of research in knowing the relationship between nurse leadership styles and nurse performance. Data collection by interviews, questionnaires and observations on inpatient nurses at Rotal Prima Hospital Medan. This study tries to examine the influence of the Job Performance Nurse dimension which is influenced by the dimensions of the Transactional Leadership Style and the Transformational Leadership Style of Head Nurses. This research is associative, with a quantitative method approach, using a descriptive correlational research design. The research was validated using SPSS-26 with data analysis techniques using multiple linear regression analysis. The results showed that the Transactional Leadership Style and Transformational Leadership Style had a positive and significant effect on Nurse Job Performance. The results of this study, we found that nurse leaders must have a good transformational leadership style so that leaders can help and encourage their subordinates in providing training and achieving their work goals properly. Nurse leaders are more likely to adopt a transformational leadership style. The results of this study also show that transactional leadership can affect nurse performance, although it is even better if the head nurse performs transformational leadership.

Enhancing Patient Safety Through Leadership: A Comprehensive Literature Review on the Role of Head Nurses in Hospital Settings

Abstract The aim of the study is to analyse the process through which nursing management affects patient outcomes to promote a culture of safety. Patient safety has moral, ethical, and economic implications. Medical errors significantly increase healthcare costs, prolong hospital stays and lead to the need for additional treatment, accompanied by legal expenses that can impact the reputation of a healthcare institution. Therefore, patient safety in healthcare is important, and the role of management in shaping this culture and practice is central. To achieve this goal, a systematic review is conducted, including searches in electronic databases such as PubMed, Scopus, Web of Science, EBSCO Discovery, MedLine, EBSCO host, and ScienceDirect, from the year 2013 onwards. Additionally, manual searches are carried out in leading journals in the field. After evaluating and analysing the articles, 28 remain, focusing on four main themes: nurse engagement and patient safety climate, the impact of management style on patient outcomes, challenges in implementing safety culture in practice, and innovative practices and general management skills. Based on the results, it can be argued that a transformative nursing leadership style plays a significant role in reducing unfavourable patient outcomes. These findings emphasize the involvement of nursing leaders and the associated challenges in addition to proposing strategies for enhancing patient safety and shaping the future of nursing management in the healthcare system.

A Correlational Study of Leadership Styles and Nurses' Morale and Intention to Stay

The leadership style of head nurses affects the organizational atmosphere of nursing teams. The aim of this study was to analyze the correlation between head nurse leadership styles and nurses' morale and intention to stay, as well as the explained variance for each. The descriptive correlational design employed in this study used a convenience sample of 790 nursing staff working at a medical center in southern Taiwan. We cross-sectionally surveyed each participant's intention to stay, morale, and perception of their head nurse's leadership style. The participants perceived their head nurses as having both transformational and transactional leadership styles. A moderate to highly positive correlation was identified among leadership style, morale, and intention to stay. One-way analyses of variance found that the participants who were seniors, were married, had children, were at clinical ladder N3 or above, had rotation experience, and held a public servant position had relatively higher morale and intention to stay. After controlling for potentially confounding factors, hierarchical regression analyses revealed that the explained variance of leadership styles on intention to stay and morale was 22% and 28%, respectively. Transformational leadership was found to significantly predict intention to stay and morale. However, transactional leadership significantly impacted morale only, albeit at a lower level than transformational leadership. How nurses perceive the leadership style of their head nurses may affect their intention to stay and morale while at work. Advanced training to strengthen and internalize leadership styles for head nurses is suggested. Creating a positive and friendly working environment is conducive to improving the morale of nurses and retention rates in the nursing workplace.

Head nurse leadership styles and nursing staff motivation

Introduction: nursing leadership is a process that promotes the improvement of health and living conditions of the population. Objective: to analyze the leadership styles of the head nurse and the motivation of the nursing staff in a public institution in the Autonomous City of Buenos Aires. Method: this research had a quantitative approach. The study design was non-experimental, descriptive and cross-sectional. The sample consisted of 133 nurses, selected by non-probabilistic sampling. Results: the sample consisted of 133 units of analysis, the average age was 40,13 and personnel with a Bachelor's degree in Nursing predominated with 61,65 %. Regarding the leadership styles of the head nurse, the autocratic and democratic styles prevailed, and to a lesser extent the participative and permissive styles. When analyzing the decision-making styles, autonomy prevails; however, freedom and responsibility were found with average scores. Communication styles (assertive, verbal, written) had similar scores in the positive order. Conclusions: the predominant style was autocratic in contrast to democratic, permissive and participative leadership styles. Given the importance of leadership in meeting current and future challenges, these results indicate the urgent need to empower decision-makers in developing better leadership styles, with the aim of promoting transformational leadership. Future research should focus on leadership development interventions

Nursing Leadership Style, Training Methods, and Use of Electronic Health Records by Nurses in Jordanian Hospitals: A Descriptive Study.

AIM:The study aimed to assess the level of practice of nursing leadership characteristics during the implementation of electronic health records as perceived by nurses.Method:A cross-sectional survey design was used in this study. The study recruited 213 nurses from five hospitals which had recently implemented electronic health solution. Data was collocated using self-administrated questionnaire composed of three sub-domains. The study was granted from the Ethics Committees of the investigators universities and the Jordanian Ministry of Health. Descriptive and correctional statistics were used for data analysis.Results:Data were collected from 213 nurses, the majority of participants (72.3%) were female. Of them, 45% reported receiving full support from their leaders in using electronic health records. Classroom-based training was the most frequently used teaching method during the implementation of electronic health records (59.6%).Conclusion:The study demonstrated that diverse leadership styles were practiced during the implementation process of the electronic health records: setting directions, developing people, and redesigning their organizations. The most commonly practiced item was clarifying the reasons for using electronic health records. Such information could enhance the effective adoption of electronic health records by nurses.

Study to identify the leadership style and their job satisfaction level among the nursing profession

The aim of this study to identify the leadership style and job satisfaction level among the nursing professions. Material and Methods: The researched adopted the cross-sectional descriptive exploratory research design in which investigator evaluate effect of leadership styles on job satisfaction among nursing professionals of selected hospitals in Mumbai. The sample comprised of 500 nursing professionals including nursing leaders (117) and staff nurses (383). Sample was selected by using non probability, convenient sampling technique was used. Data were collected multifactor leadership questionnaire, Minnesota Satisfaction Questionnaire and Interview Schedule. Data were analyzed using descriptive and inferential statistics. In that Chi-square test for association of leadership style and job satisfaction of staff nurses with Their demographic variables. Result: The results of this study showed that, staff nurse majority of 58.22% of respondents belongs to transformational leadership style followed by 33% belongs to Transactional leadership style and 9.13% belongs to Laissez-Fair Leadership style. In nursing leader’s majority of 60.68% respondent belongs to transformation leadership followed by 28.20% respondents belongs to transactional leadership and 11.11% belongs to laissez-fair leadership style. Among nursing staff, majority of 49.08% respondents neither satisfied nor dissatisfied and 6% were very satisfied.

The relationship between leadership style and turnover intention of nurses in the public hospitals of Jordan

This study aimed to empirically determine the significant relationships between transformational leadership, authentic leadership and turnover intention among registered nurses (RNs) working in Jordanian public hospitals. This study deployed a quantitative cross-sectional survey using a questionnaire approach. From the 398 questionnaires distributed to the nine public hospitals in three regions in Jordan, there were 354 responses representing a response rate of 88.5%. The findings show that transformational leadership has a negative relationship with turnover intention. In addition, there was a negative relationship between authentic leadership and turnover intention among RNs in public hospitals in Jordan. The study results emphasised the roles of both leadership types in mitigating the turnover intention of RNs in Jordanian public hospitals. The stakeholders involved in the decision-making process should take note of these findings to develop effective strategies to retain nurses and other healthcare staff.

The influence of nursing leadership styles on the outcomes of patients, professionals and institutions: An integrative review.

This review was conducted to map leadership styles that positively impact patients, professionals and institutions. Leadership is a topic widely studied because it is a fundamental skill in establishing favourable work environments, in addition to enabling nurses to influence their team in the search for better results. Therefore, a synthesis of the various studies produced to date is essential for nurses, managers and researchers to understand the different styles of leadership that positively influence organizational results, so they can choose the style they deem most appropriate. An integrative literature review retrieved articles from five databases, following Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. The level of evidence and its quality were assessed using the criteria of the Joanna Briggs Institute. Thirty-five studies were included, 18 of which reported the influence of leadership styles on patients (safety), nine on professionals (burnout) and eight on institutions (turnover and absenteeism). Transformational leadership had positive results for patients, professionals, and institutions alike. The results showed the need for nurses to improve their leadership skills, especially in the transformational style, to achieve positive results.

Nurses Perceptions of Nursing Leadership Styles in the Eastern Healthcare Cluster in Saudi Arabia

The type of leadership style adopted by the manager and how it is perceived by nurses can play a critical role in influencing staff performance and healthcare outcomes. This study aims to examine nurses’ perceptions about the managers’ leadership and to determine whether the style used may play a role in determining the quality of patient care. Methodology: A cross-sectional quantitative study was conducted in Eastern Health Cluster was over a four- month period from April 5th to July 30th 2021. A purposive sampling technique was used whereby all nurses and midwives working in EHC facilities, 8,699 staff, were invited to participate in the research adopting multifactor leadership questionnaire (MLQX5) to rate leadership styles and outcomes in relation to transformational, transactional, and passive avoidant leadership styles. The questionnaire was evaluated by a panel of expert nurse leaders against construct validity then piloted to test reliability. Data were collected after ethical approval was granted from King Fahad Specialist Hospital. Results: 577 nurses provided a 3.98% margin of error at the 95% confidence level. Statistical analysis was conducted using SPSS version 23.0. Results show that nurses perceive that their managers are using transformational and transactional leadership styles more often than passive avoidant leadership style. There was a positive and highly significant correlation between leadership and outcome factors. The analysis shows a positive correlation between leadership outcome factors (effectiveness, extra effort and satisfaction) and transformational and transactional leadership styles and a negative correlation with passive avoidant leadership style. A comparison of sociodemographic characteristics within the nursing workforce found that there are no significant differences in perceived leadership styles relating to gender although mean scores show that females had a higher perception of transformational and transactional styles compared to men who had a higher perception of passive avoidant style. Recommendations and Implication for Nursing: Transformational leadership appears to be best suited for nursing as it has positive nursing outcomes There is a strong need to implement leadership education and training amongst all nurses and to continuously train and educate nurse leaders and those potential leaders under succession planning programs about leadership skills and competencies and how to promote a culture for transformational leadership. Conclusion: The transformation of the healthcare system in Saudi Arabia, and challenges that are inherent, emphasize the importance of ensuring that nurses are effective leaders if organizational needs are to be met in the future. It is therefore important to conduct further qualitative and quantitative nursing researches amongst this nurse population to provide evidence about how leadership style is perceived and how it may influence outcomes within the nursing workforce and work environment.

The Relationship Between Path-Goal Leadership Style and Work Motivation of Nurses at Pidie Regional Hospital

Leadership style can affect nurses’ work motivation, where the dimensions of leadership style include directive, supportive, participative, and achievement orientation. This leadership characteristic is very unique and interesting to explore, where the style shown must be able to influence, encourage, manage, and regulate with leadership skills possessed. The purpose of this study was to analyze the relationship between leadership style and work motivation at Pidie Regional Hospital. This type of research is a correlation analysis with a cross-sectional study design with a total sampling method of 253 nurses. Data collection have collected through a questionnaire using the Path-Goal Leadership questionnaire. Bivariate results obtained directive leadership style with p-value 0,008, supportive leadership style with p-value 0,427, participative leadership style with p-value 0,000 and achievement-oriented leadership style with p-value 0,000. The multivariate test with logistic regression test showed the results of participative leadership style with an odds ratio value of 13,198 and an achievement-oriented leadership style sub-variable with an odds ratio value of 0,321. Based on the results of the study, it is expected that the leadership style that will be used to increase the work motivation of nurses is participative, the leader invites each other to achieve goals.