Cho Yunjeong, Jeong Seok Hee, Kim Hee Sun, Kim Young Man
Department of Nursing, Graduate School, Jeonbuk National University, Jeonju, Korea.
College of Nursing · Research Institute of Nursing Science, Jeonbuk National University, Jeonju, Korea.
J Korean Acad Nurs. 2022 Oct;52(5):479-498. doi: 10.4040/jkan.22039.
This study aimed to examine effect sizes of leadership styles of nursing managers on turnover intention of hospital nurses.
A systematic review and meta-analysis were conducted in accordance with the PRISMA and MOOSE guidelines. Participants were nurses working in hospitals. The intervention involved nursing managers' leadership styles; the outcome assessed was nurses' turnover intention. This was an observational study design. Eleven databases were searched to obtain articles published in Korean or English. Of the 14,428 articles reviewed, 21 were included in systematic review and meta-analysis. Comprehensive Meta-Analysis and R software programs were used.
The total effect size r (ESr) was -0.25 (95% confidence interval: -0.29 to -0.20). Effect sizes of each leadership style on turnover intention were as follows: ethical leadership (ESr = -0.34), transformational leadership (ESr = -0.28), authentic leadership (ESr = -0.23), transactional leadership (ESr = -0.21), and passive avoidant leadership (ESr = 0.13). Ethical leadership was the most effective style in decreasing turnover intention of hospital nurses.
Positive leadership styles of nurse managers effectively decrease turnover intention of hospital nurses, and negative leadership styles of nurse managers effectively increase turnover intention of hospital nurses. The ethical leadership style is the most effective in decreasing turnover intention of hospital nurses; however, it requires careful interpretation as its effects are reported by only two studies. This study contributes to addressing the high turnover rate of hospital nurses and developing positive leadership styles of nurse managers in hospital settings.
本研究旨在探讨护理管理者的领导风格对医院护士离职意愿的效应大小。
按照PRISMA和MOOSE指南进行系统评价和荟萃分析。研究对象为在医院工作的护士。干预措施为护理管理者的领导风格；评估的结果是护士的离职意愿。这是一项观察性研究设计。检索了11个数据库以获取用韩语或英语发表的文章。在审查的14428篇文章中，有21篇纳入了系统评价和荟萃分析。使用了综合荟萃分析和R软件程序。
总效应大小r（ESr）为-0.25（95%置信区间：-0.29至-0.20）。每种领导风格对离职意愿的效应大小如下：道德领导（ESr = -0.34）、变革型领导（ESr = -0.28）、真诚领导（ESr = -0.23）、交易型领导（ESr = -0.21）和被动回避型领导（ESr = 0.13）。道德领导是降低医院护士离职意愿最有效的领导风格。
护士管理者的积极领导风格能有效降低医院护士的离职意愿，而护士管理者的消极领导风格则能有效提高医院护士的离职意愿。道德领导风格在降低医院护士离职意愿方面最为有效；然而，由于仅有两项研究报告了其效果，因此需要谨慎解读。本研究有助于解决医院护士高离职率的问题，并在医院环境中培养护士管理者的积极领导风格。
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