Alluhaybi Amal, Wilson Amanda, Usher Kim, Durkin Joanne
School of Nursing and Midwifery, Faculty of Health, The University of Technology Sydney, Sydney, NSW, Australia.
School of Health, University of New England, Armidale, NSW, Australia.
J Nurs Manag. 2023 Aug 16;2023:5090276. doi: 10.1155/2023/5090276. eCollection 2023.
This systematic review aimed to identify, evaluate, and synthesise the results of the studies that examine the relationship between nurse managers' leadership practices and staff nurses' work engagement in hospital settings and to provide recommendations for improvement and further research.
A lack of supportive leadership is identified as one of the most common reasons nurses leave employment. To meet the global shortage of nurses, nurse managers need to maximise staff retention and work engagement. . A systematic review was conducted to identify research published between 2010 and 2021 and registered in PubMed, CINAHL, PsycINFO, Embase, EMCare, and Eric databases. The methodology guidelines outlined in the Joanna Briggs Institute (JBI) Methodology for Systematic Reviews were followed, and the results were reported using the PRISMA 2020 guidelines. The review protocol was registered with PROSPERO (ID CRD42021277463). . Eleven (11) studies from 12 articles were included in this review. Three main leadership style themes were identified, and these showed statistically significant direct and indirect relationships with nurses' work engagement: relationally focused, task-focused, and lack of leadership. Work engagement was mainly assessed in terms of dedication, absorption, and vigour. The effects of leadership styles on work engagement were found to be mediated by trust in the leader, environmental resources such as structural empowerment, six work-life areas (workload, control, values, community, rewards, and fairness), person-job fit, organisational support, leader-member exchange, and personal resources such as self-efficacy and decision authority.
This review found a significant correlation between positive nurse manager leadership style and the work engagement of registered nurses. . The results of this review suggest that nursing work engagement can be improved by implementing relational leadership behaviours. The findings of this review will be useful for developing appropriate nurse leaders' leadership styles, improving their workplace environments, and planning leadership training. It is essential to acknowledge the indirect effects of nurse leaders' leadership styles and their mediating factors on work engagement while developing interventions for staff nurses.
本系统评价旨在识别、评估和综合考察医院环境中护士长领导行为与护士工作投入之间关系的研究结果，并为改进和进一步研究提供建议。
缺乏支持性领导被认为是护士离职的最常见原因之一。为了应对全球护士短缺的问题，护士长需要最大限度地留住员工并提高工作投入度。 进行了一项系统评价，以识别2010年至2021年期间发表并在PubMed、CINAHL、PsycINFO、Embase、EMCare和Eric数据库中注册的研究。遵循了乔安娜·布里格斯研究所（JBI）系统评价方法指南中概述的方法，并使用PRISMA 2020指南报告结果。该评价方案已在PROSPERO（ID CRD42021277463）注册。 本评价纳入了12篇文章中的11项研究。确定了三个主要的领导风格主题，这些主题与护士的工作投入呈现出具有统计学意义的直接和间接关系：关系导向型、任务导向型和缺乏领导力。工作投入主要从奉献精神、专注度和活力方面进行评估。发现领导风格对工作投入的影响通过对领导者的信任、诸如结构赋权等环境资源、六个工作生活领域（工作量、控制权、价值观、社区、奖励和公平性）、个人与工作匹配度、组织支持、领导成员交换以及诸如自我效能感和决策权等个人资源来介导。
本评价发现护士长积极的领导风格与注册护士的工作投入之间存在显著相关性。 本评价结果表明，实施关系型领导行为可以提高护理工作投入度。本评价结果将有助于培养合适的护士长领导风格、改善其工作场所环境并规划领导力培训。在为护士制定干预措施时，必须认识到护士长领导风格及其中介因素对工作投入的间接影响。
