Department of Nursing, Faculty of Nursing, Ankara University, Ankara, Turkey.
J Adv Nurs. 2024 May;80(5):1859-1867. doi: 10.1111/jan.15951. Epub 2023 Nov 14.
This study aimed to investigate the relationship between nurses' perception of toxic leadership and their organizational trust levels and turnover intentions.
This cross-sectional study was conducted using an online survey of 168 nurses working in public and university hospitals.
Data were collected between April and November 2022 with the Toxic Leadership Scale, Organizational Trust Scale and Turnover Intention Scale. Descriptive statistics, correlations, and regression analyses were used to analyse these data.
It was determined that almost half of the nurses (46.4%) were exposed to negative behaviours from their managers within the last year. Nurses' perception of toxic leadership, organizational trust level and turnover intention were moderate. It was found that nurses' perceptions of toxic leadership had a negative effect on organizational trust level (R = .691; β = -0.832; p < .05) and a positive significant effect on turnover intention (R = .267; β = 0.521; p < .05).
This study revealed that toxic leadership behaviours in health organizations should be struggled with to increase nurses' organizational trust and reduce their turnover. In this context, an organizational culture in which toxic behaviours are not tolerated should be established in health organizations.
What problem did the study address? In the literature, mostly positive leadership behaviours of nurse managers are emphasized and little is known about their negative behaviours such as toxic leadership. What were the main findings? It was determined that nurses who perceived more toxic behaviour from their managers had less trust in their organizations and higher turnover intention. On whom will the research have an impact? To provide a positive working environment and reduce turnover, it is necessary to create an organizational culture in which the toxic behaviours of nurse managers are not tolerated.
No patient or public contribution.
本研究旨在探讨护士对毒性领导的认知与组织信任度和离职意愿之间的关系。
这是一项横断面研究，通过在线调查的方式对在公立和大学医院工作的 168 名护士进行了调查。
数据收集于 2022 年 4 月至 11 月，使用了毒性领导量表、组织信任量表和离职意愿量表。采用描述性统计、相关分析和回归分析对这些数据进行了分析。
研究发现，近一半（46.4%）的护士在过去一年中受到了其管理者的消极行为影响。护士对毒性领导的认知、组织信任度和离职意愿均处于中等水平。研究结果表明，护士对毒性领导的认知对组织信任度有负面影响（R=0.691；β=-0.832；p<0.05），对离职意愿有正向显著影响（R=0.267；β=0.521；p<0.05）。
本研究揭示了卫生组织中应努力克服毒性领导行为，以提高护士的组织信任度并降低离职率。在这种情况下，应在卫生组织中建立一种不容忍毒性行为的组织文化。
研究解决了什么问题？在文献中，大多强调了护士长的积极领导行为，而对其消极行为如毒性领导知之甚少。主要发现是什么？研究发现，那些认为自己的管理者有更多毒性行为的护士对组织的信任度较低，离职意愿较高。这项研究对谁有影响？为了提供积极的工作环境并降低离职率，有必要创建一种不容忍护士长毒性行为的组织文化。
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