Assessing the mediation pathways: How decent work affects turnover intention through job satisfaction and burnout in nursing

International Nursing Review, Journal Year: 2024, Volume and Issue: 71(4), P. 860 - 867

Published: Jan. 9, 2024

This study aimed to assess the potential mediating roles of nurses' job satisfaction and burnout in association between decent work turnover intention.

Language: Английский

---

The effect of toxic leadership on workplace deviance: the mediating effect of emotional exhaustion, and the moderating effect of organizational cynicism

BMC Nursing, Journal Year: 2024, Volume and Issue: 23(1)

Published: Sept. 19, 2024

Language: Английский

---

Toxic leadership: when culture sabotages clinical excellence

Anaesthesia, Journal Year: 2025, Volume and Issue: unknown

Published: Feb. 16, 2025

Doctors are often perceived as being noble and selfless, working hard for the benefit of others. For vast majority our colleagues, this image holds exactly true. They wonderful people, full empathy energy, giving their best to improve patient care outcomes. However, medicine seems paradoxically vulnerable toxic leadership, which creates hostile work environments compromises quality care, outcomes staff wellbeing. Following report on editorial misconduct [1], we received a lot responses privately; many shared experiences with authorship or, more generally, academic misconduct. This was accompanied worsened by devastating impacts making it even difficult speak up. Speaking up is daunting when leader part hierarchy or person influence within same organisation, who can take direct retribution affect person's reputation career closer home. The reports leadership were not only recurring theme but spread over significant number institutions limited particular area globe. What do mean leadership? It characterised an abuse power detriment individuals, team, organisation and, potentially, society in general. Personal, sometimes hidden, agendas personal advancement prioritised team success general organisational mission. Behavioural patterns comprise arrogance, bullying, favouritism, micro-management lack empathy, leading erosion trust, morale efficiency. Kets de Vries describes four main traits following way [2]: "pathological narcissists, selfish entitled, have grandiose fantasies, pursue at all costs; manic-depressives, leave trail emotional blazes behind them; passive-aggressives, shy away from confrontation obstructive underhanded; emotionally disconnected—literal-minded people cannot describe recognise feelings". Toxic involves complex interplay between underlying mental health presence these traits. Additionally, factors impact senior leaders also environment they create everyone around them. Why so common medicine? Traditionally, medical systems hierarchical, can, one hand, ensure accountability, importantly, shields behaviours. safety may be linked too negative consequences leadership. High-stress long hours high pressures toll fertile ground manifestation We sides external expose While went through specialist training, 'tough love' approach common, normalisation In fact, behaviours lauded 'resilience building'. Unfortunately, training still frequently integral training; chosen based clinical expertise merits rather than abilities lead. Without proper fall back psychopathological behaviour what learned experienced during junior years unintentionally adopt harmful practices. Good doctors necessarily good leaders. should strive ethical medicine, six principles [3] (Table 1). Respect: includes valuing other people's skills contributions. Medical leaders, traditionally, saw one-way system (respect staff); however, workplace, respect must mutual, healthier workplace relationships, including A respectful drive safe increase wellbeing consequently overall productivity Accountability: stand actions hold themselves accountable searching famous scapegoat. Their decisions integrity gain, us third principle service, where taken entire community mind, gain forefront. Service: prioritise that employees, customers broader community. With groups consistently forefront considerations, demonstrate deep commitment service. Honesty: transparent foster trust communicating openly honestly, empowering informed decision-making strengthening both long-term customer loyalty. Justice: extends beyond legal compliance ensuring fairness all; equitable treatment, mutual inclusive feels valued. Community: see organisations communities, fostering equity, inclusion, diversity collaboration considering needs involved process. any healthcare challenges dynamics, Barriers change involve deeply rooted cognitive, affective systemic [4-7] 2). So, how collaborative culture values need implement robust feedback mechanisms, encourage open 360° providing comprehensive view behaviours, reporting mechanisms able without fear immediate repercussions themselves, teams possibly family. Another important step development programmes, educating existing future (i.e. intelligence conflict resolution skills, workshops). How cultivate psychological safety? focus solutions blame judgement. Let's look forward improving systems, normalising speaking encouraging communication generally. Providing multiple avenues very helpful, offering anonymous parallel standard channels. Some established advisors assist support staff, particularly those position, students early researchers cases suspected advocates department help give easy-to-access path times crisis peer support. grow true teamwork, motivator, nepotism characterise unacceptable called out, ignored allowed persist. Where feel respected patients, improved will heart centre do, individual glory gain. overcome barriers? re-evaluate hierarchies flatten them if necessary promote reduce imbalances. Clear policies set up, defining acceptable External useful professional coaching, neutral mediation reviewing objective recommendations. Shared settings great empower engage larger clinicians, distribute 'leadership power' among shoulders, taking pressure overarching 'chief'. individual? listen, acknowledge concerns visible steps find resolution. But first foremost, positions model proactive behaviour, address strict against retaliatory issues. make regular topic out each collectively. lead better functioning teams, boost moral productivity. Addressing departments offers benefits [8-11]. First, enhances reducing burnout, increasing retention collaboration. Second, improves focus, continuity care. Third, strengthens reputation, attractive talent trusted patients. Fourth, boosts efficiency optimising workflows conflicts. Fifth, fosters innovation collaboration, members propose ideas across disciplines. Sixth, mitigates financial risks turnover litigation. Finally, promotes positive cultural shift, modelling safety. Overall, addressing strategic investment department's well staff. Change begins self-awareness growth. Senior anaesthesia while accountability transformation. Practical measures like reforms dismantle barriers healthier, environment. As stated previously, "the core lies serving field prestige elevate specialty enhance Our patients cornerstone every decision action—it's about them, us." [1]. BvU-S funded Stan Perron Charitable Foundation National Health Research Council Investigator Grant (2009322) affiliated Perioperative Care Program, Medicine Team, Kids Institute Australia, Nedlands, WA, Australia. No competing interests declared.

Language: Английский

---

Toxic Leadership in Emergency Nurses: Assessing Abusive Supervision and Its Team-Level Impacts on Conflict Management and Organizational Commitment

Journal of Nursing Management, Journal Year: 2024, Volume and Issue: 2024, P. 1 - 11

Published: Feb. 27, 2024

Emergency departments suffer from authoritarian and manipulative leadership styles that affect team dynamics, emotional exhaustion, quality patient care. However, little research specifically explores these toxic effects on conflict management nurses' organizational commitment. This cross-sectional study aimed to assess the correlations between perceived leadership, resolution strategies, commitment dimensions among emergency nurses while evaluating tendencies as a mediating mechanism. A design included multiple regression mediation analyses was utilized. The sample consisted of 387 five major Saudi hospitals surveyed using validated scales measure styles, High prevalence rates for (77%), narcissistic (75%), unpredictable (63%) were reported. Increased toxicity positively related dominating avoiding but negatively integrating compromising strategies. Toxic is also associated with lower affective/normative higher continuance Conflict partially mediated leadership-commitment relationship, which explained 29% total effect. Finally, experience education predicted greater toxicity. significant destructive adverse conflict, reduced in underscore need context-specific training. Fostering supportive environments through multifaceted interventions can counteract impacts, impart constructive communication techniques, improve nurse well-being, ensure high-quality As characteristics influence susceptibility detrimental tailored programs addressing levels are vital.

Language: Английский

---

Factors influencing the job embeddedness of new graduate nurses: A multicentre cross‐sectional study

Journal of Advanced Nursing, Journal Year: 2024, Volume and Issue: unknown

Published: June 28, 2024

To identify factors associated with job embeddedness from the perspective of retaining new graduate nurses.

Language: Английский

---

Motivation to Lead: A Study of the Supportive Nursing Leadership Environment

Journal of Nursing Management, Journal Year: 2024, Volume and Issue: 2024(1)

Published: Jan. 1, 2024

With projected nursing shortages, an aging workforce, and the imminent retirement of nurse leaders, leadership shortages are a concern. While several studies have indicated interest nurses in pursuing positions, limited research has focused on examining influence practice environment nurses' motivation to lead. The aims study were (1) assess relationship between lead (2) determine whether there particular aspects that A cross-sectional design was used collect data from 435 working 16 public private hospitals Oman. Leadership Environment Scale Motivation Lead participants' perceived their engage formal roles, respectively. Multivariate linear regression undertake roles. Findings. Nurses reported mean scale value 3.208 out 5 (SD = 0.467) for lead, which exceeds midpoint, indicating strong score 3.194 4 0.661), suggesting favorable perception environment. findings showed significant Specifically, self-organization (β 0.185, p=0.001, CI 0.086-0.378), agents 0.221, p=0.002, 0.124-0.474), transformative exchange 0.100, p=0.037, 0.101-0.142) characteristics associated with greater leadership. This emphasizes importance cultivating supportive as potential strategy attract assume Implications Nursing Management. Strategies improve complex healthcare include improving active involvement organization, creating collegial mentoring culture, by supporting career educational advancement.

Language: Английский

---

The relationship of perceived nurse manager competence with job satisfaction and turnover intention among clinical nurses: an analytical cross-sectional study

BMC Nursing, Journal Year: 2024, Volume and Issue: 23(1)

Published: Aug. 1, 2024

Nursing managers have the potential to significantly impact outcomes of nurses, patients, and organizations. Their competencies for effective performance are crucial. The global nursing workforce is facing a severe shortage nurses. Dissatisfaction with management one most important reasons nurses' inclination leave their jobs. Therefore, this study examines relationship between managers' competencies, job satisfaction intention among clinical An analytical cross-sectional was conducted on 354 nurses in five hospitals affiliated Ardabil University Medical Sciences from May August 2023. This research used web-based software design demographic information forms, nurse manager competency scale, turnover intention, single-item questionnaires. significance level set at p < 0.05. revealed that participants had an average score 3.06 out 5 perceived competence. Only one-fourth (25.7%) were satisfied current job, less than half (46.9%) intended leave. Employee support development, change resource management, supervision quality monitoring, personal mastery positively influenced satisfaction. These hurt employees' findings indicate Iran lower previous studies. Developing strengthening these very important, as it improves reduces tendency Additionally, results show who excel supporting developing staff, supervision, However, can also help reduce Retaining maintaining healthcare field utmost importance.

Language: Английский

---

Nurses' Perception of Their Role in Leading Nurse‐Led Interventions in Intrinsic Capacity Assessment to Improve Nursing Care of Older Adults

Journal of Advanced Nursing, Journal Year: 2025, Volume and Issue: unknown

Published: Jan. 3, 2025

ABSTRACT Aim To explore nurses' perceptions of their role in leading nursing interventions for each domain intrinsic capacity, based on the Integrated Care Older People (ICOPE) framework to enhance care older adults acute settings. Design A qualitative descriptive design was adopted. Methods Conducted a Singapore hospital from August November 2023, recruited 21 inpatient nurses with at least 2 years experience through purposive sampling. Data were collected via semi‐structured interviews 20 participants and one pilot participant. Inductive thematic analysis identified themes responses. Results Four key emerged regarding roles implementing ICOPE framework: (1) Creating Awareness: emphasises communication understanding ICOPE; (2) Providing Education: highlights structured educational initiatives; (3) Executing ICOPE: recognises amid autonomy workload challenges; (4) Gathering Feedback: ensuring continuous input quality. Conclusion The findings emphasise within framework, advocating empowerment collaboration quality Implications This study need understand independently lead nurse‐led interventions. Healthcare institutions should facilitate this by reviewing existing assessments avoid duplication optimise integration into framework. Impact demonstrates feasibility Singapore, empowering initiate that adults' capacity. Reporting Method Adheres COREQ guidelines research. Patient or Public Contribution None.

Language: Английский

---

Fostering high-performing organizations in higher education: the effect of participative leadership, organizational culture, and innovation on organizational performance and commitment

Cogent Education, Journal Year: 2025, Volume and Issue: 12(1)

Published: Jan. 6, 2025

In the ever-evolving landscape of higher education, understanding drivers organizational performance and commitment is critical for achieving sustained success. This study investigates impact participative leadership, culture, innovation on within Indonesian State Universities with Legal Entity (PTNBH). Using a quantitative approach, data were collected through structured questionnaires from 136 senior officials at 21 PTNBH universities analyzed using SPSS descriptive statistics Structural Equation Modeling via SmartPLS 3.0. The results reveal that leadership positively significantly affects both commitment, while culture enhances but does not performance. Innovation improves performance, research integrates into comprehensive model, providing new insights their collective in universities. findings underscore importance fostering supportive to enhance employee ultimately improving education institutions.

Language: Английский

---

Toxic Leadership and Turnover Intentions: Emotional Intelligence as a Moderator of This Relationship

Administrative Sciences, Journal Year: 2025, Volume and Issue: 15(1), P. 26 - 26

Published: Jan. 15, 2025

This study aimed to investigate the relationship between toxic leadership and turnover intentions whether this was moderated by emotional intelligence. The sample consisted of 202 participants working in organizations based Portugal. results show that is positively significantly associated with intentions. Regarding intelligence, only dimensions use emotions others are As for moderating effect, emotion regulation moderate Participants high levels regulation, when compared low found relevant boosting their It can be concluded capacities move away from environments search new better conditions.

Language: Английский

---