J Nurs Educ. 2022 Feb;61(2):88-92. doi: 10.3928/01484834-20211213-02. Epub 2022 Feb 1.
A growing nursing faculty shortage, despite recruitment and retention efforts, is negatively affecting the nursing shortage. This study explored the relationships between academic nurse leaders' (ANL) toxic behaviors, job satisfaction, and anticipated turnover, and identified specific behaviors that affect faculty members' intent to stay.
A descriptive, correlational, mixed-methods study was conducted using a convenience sample of nursing faculty ( = 58). Participants completed the Toxic Leadership Scale, the Anticipated Turnover Scale, and the Minnesota Satisfaction Questionnaire Short-Form and also answered two open-ended questions.
Moderate negative correlations between toxic leadership and intrinsic satisfaction, extrinsic factors, and general satisfaction were revealed, as well as specific behaviors causing faculty to want to leave.
Increased awareness about the nature and influence of ANL toxic behaviors is needed to effectively address toxic behaviors and promote ANL accountability. Results indicate faculty are more satisfied in their role when ANL demonstrated open, honest, and transparent communication. .
尽管采取了招聘和保留措施，但护理教师的短缺问题日益严重，这对护理短缺产生了负面影响。本研究探讨了学术型护理领导者（ANL）的有毒行为、工作满意度和预期离职之间的关系，并确定了影响教师留任意愿的具体行为。
采用便利抽样法对护理教师（n=58）进行了描述性、相关性、混合方法研究。参与者完成了《有毒领导力量表》《预期离职量表》和《明尼苏达满意度问卷简表》，并回答了两个开放式问题。
研究揭示了有毒领导与内在满意度、外在因素和一般满意度之间存在中度负相关，以及导致教师离职的具体行为。
需要提高对 ANL 有毒行为的性质和影响的认识，以便有效应对有毒行为并促进 ANL 的问责制。研究结果表明，当 ANL 表现出开放、诚实和透明的沟通时，教师在其角色中会更满意。
