Factors influencing nurses’ willingness to lead

AL-Rawajfah

et al. 2021

J Nursing Management

Self Cite

Background Leadership styles of a nurse manager have a profound influence on staff nurses' motivation to engage in formal nursing leadership roles; however, the mechanism underlying this pattern of influence remains unknown. Aim To assess the direct and indirect effect of nurse managers' authentic leadership on staff nurses' motivation to engage in formal leadership roles, through the intermediary role of nurse work environment and leadership self‐efficacy. Methods This cross‐sectional study involved 1534 nurses from 24 acute care hospitals in the Sultanate of Oman. Findings Nurse managers' authentic leadership was associated with staff nurses' motivation to engage in formal leadership roles. Nurse practice environment and leadership self‐efficacy mediated partially the association between authentic leadership and motivation to engage in formal leadership roles. Conclusion Results of this study underscore the value of authentic leadership in creating a healthy work environment and fostering nurses' leadership self‐efficacy, resulting in greater motivation to engage in nursing leadership roles. Implications for Nursing Management Organizational strategies to attract nurses to undertake leadership roles should include measures to bolster authentic leadership behaviours in nurse managers through theory‐driven leadership development programmes or interventions, continuing education, effective succession planning and creating a supportive work environment.

Section: Discussionsupporting

confidence: 85%

“…The scale's items were answered using a 5‐point Likert frequency scale (1 for strongly disagree to 5 for strongly agree ). The scale was found reliable and valid based on the previous research, with an internal consistency value of 0.78 (Al Sabei et al, 2019; Mascia et al, 2015).…”

Section: Methodsmentioning

confidence: 80%

Authentic leadership and nurses' motivation to engage in leadership roles: The mediating effects of nurse work environment and leadership self‐efficacy

Labrague

AL-Rawajfah

et al. 2021

J Nursing Management

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“…Based on the PES‐NWI composite score, we recategorized work environments as favorable (if four or five subscales had scores exceeding the theoretical midpoint of 2.5), mixed (two or three subscales had scores exceeding 2.5), or unfavorable (one or none of the subscales had scores exceeding 2.5). The use of the 2.5 theoretical midpoint is consistent with recent literature (Al‐Hamdan et al, ; Al Sabei, Ross, & Lee, ) and has been empirically confirmed through latent class analysis and supported by criterion validity (Lake & Friese, ).…”

Section: Methodssupporting

confidence: 85%

“…Moreover, providing adequate organizational support for new nurses undertaking leadership roles is important. Al Sabei et al () found that nurses’ perceptions of leadership preparedness was associated positively with their willingness to engage in new leadership roles. Interestingly, expatriate nurses were less likely to leave their job compared to Omani nurses.…”

Section: Discussionmentioning

confidence: 99%

Nursing Work Environment, Turnover Intention, Job Burnout, and Quality of Care: The Moderating Role of Job Satisfaction

J of Nursing Scholarship

Labrague

Ross

et al. 2019

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179

131

Globally, acute care nurses have high levels of burnout and report high intention to leave their organization (Elbarazi, Loney, Yousef, & Elias, 2017; Van Bogaert, Timmermans, et al., 2014). Burnout has been associated with lower ratings of nurse-reported quality of patient care (Van Bogaert, Kowalski, Weeks, van Heusden, & Clarke, 2013), increasing absenteeism, and turnover intention (Sasso et al., 2019). Thus, identification of factors influencing nurses' burnout and turnover intention is critical for enhancing the quality of patient care. Burnout among nurses and turnover intention seem to be driven by both individual and work-related factors. Evidence has shown that nurses are more likely to leave their job if they are male or if they hold a higher education degree (Delobelle et al., 2011). However, the evidence regarding the relationship between the level of education and nurse turnover intention is inconsistent. For example, Labrague, McEnoroe-Petitte, et al. (2018) found that nurses with a master's degree reported lower turnover intention than nurses with a

“…Substantial evidence demonstrated links between NWE and patient outcomes, including patient satisfaction (Lake et al 2019), and nurse outcomes including NJS (Nantsupawat et al 2017) and willingness to lead (Al Sabei et al 2019). In the Eastern Mediterranean, the topic of NWE has recently gained increasing recognition.…”

Section: Introductionmentioning

confidence: 99%

Healthy work environments are critical for nurse job satisfaction: implications for Oman

Albashayreh

International Nursing Review

AL-Rawajfah

et al. 2019

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Aims To (1) examine the level and variability of nurse work environment and job satisfaction and (2) explore how nurse job satisfaction in tertiary hospitals in Oman is influenced by the nurses' characteristics and work environment. Background In Oman and the Middle East, a scarcity of research addressing nurse work environment and job satisfaction exists. Such evidence is necessary for policymaking to positively impact nurse job outcomes, and therefore, quality of care. Methods We used a cross‐sectional descriptive design employing a sample of 454 local and expatriate nurses who responded to a self‐administered questionnaire. Results The work environment was favourable, and it positively correlated with job satisfaction. Nationality, education, hospital type, staffing, resources and participation in hospital affairs were significant predictors of nurse job satisfaction. The greatest amount of variation in nurse job satisfaction was explained by the work environment. Conclusion The influence of work environment on nurse job satisfaction is greater than nurse characteristics and hospital and unit types. Enhancing nurse participation in hospital affairs and providing adequate staffing and resources are central means of establishing healthy work environments, which is an auspicious, cost‐effective strategy for satisfying, and therefore, retaining nurses. Implications for nursing and health policy To enhance nurse work environment and job satisfaction in Oman and the Middle East, nurse and health leaders need to consider developing work and professional regulations and adopting policies to promote staffing, resources, wages, and benefits for nurses and encourage their promotion and career advancement; and foster nurse participation in hospital affairs.