chairman of Community and Mental Health Department, Al al-Bayt University, Mafraq, Jordan.
Community and Mental Health Department, Al al-Bayt University, Mafraq, Jordan.
Nurs Manag (Harrow). 2020 Sep 24;27(5):20-25. doi: 10.7748/nm.2020.e1956. Epub 2020 Jul 14.
Predicting nurse turnover is important to prevent expensive and avoidable staff loss. One factor that may influence nurse turnover is nurse managers' leadership styles. Three main leadership styles have been identified: transactional, in which leaders give contingent rewards; transformational, in which leaders inspire and motivate; and passive-avoidant, in which leaders are absent.
To assess the effect of nurse managers' leadership styles on predicted nurse turnover in Jordanian hospitals.
A descriptive, cross-sectional, and correlational study design was used. The Multifactor Leadership Questionnaire (MLQ-5X) was used to assess nurses' perceptions of their nurse managers' leadership styles, while the Anticipated Turnover Scale was used to assess nurses' intention to leave the job. The questionnaires were distributed to 280 nurses in three public sector hospitals and one university-affiliated (teaching) hospital in the north of Jordan.
Responses were received from 250 nurses working in a variety of clinical areas, yielding a response rate of 89%. The respondents perceived that the transactional leadership style was the most common among their nurse managers, followed by the transformational style and passive-avoidant style. It was also identified that, on average, respondents had a slight intention to leave their jobs. The transformational leadership style was found to reduce predicted nurse turnover, while the passive-avoidant and transactional leadership styles had no significant effect on this.
Understanding the effect of nurse managers' leadership styles on predicted nurse turnover may improve retention. Therefore, nurse managers should undertake training programmes on effective leadership to improve nurses' job satisfaction and reduce turnover.
预测护士离职对于预防昂贵且可避免的员工流失至关重要。可能影响护士离职的一个因素是护士长的领导风格。已经确定了三种主要的领导风格：交易型，领导者给予有条件的奖励；变革型，领导者激励和激励；以及被动回避型，领导者缺席。
评估约旦医院护士长领导风格对预测护士离职的影响。
采用描述性、横断面和相关性研究设计。使用多因素领导问卷（MLQ-5X）评估护士对护士长领导风格的看法，而预期离职量表用于评估护士离职的意愿。问卷分发给约旦北部的三家公立医院和一家大学附属医院的 280 名护士。
收到了来自不同临床科室的 250 名护士的回复，回复率为 89%。受访者认为交易型领导风格是护士长中最常见的，其次是变革型和被动回避型。还发现，平均而言，受访者有轻微的离职意愿。变革型领导风格被发现可以降低预测的护士离职率，而被动回避型和交易型领导风格对此没有显著影响。
了解护士长领导风格对预测护士离职的影响可能有助于提高留用率。因此，护士长应参加有效的领导培训计划，以提高护士的工作满意度并降低离职率。
