Inclusive leadership can improve nurses’ psychological ownership and reduce their turnover intention under the normalization of COVID-19 prevention

Abstract

IntroductionThe COVID-19 pandemic continues to impact people’s lives and professions worldwide. Chinese nurses face immense work pressure under the normalization of COVID-19 prevention and control, resulting in greater turnover intention. It is, therefore, crucial to study the mechanisms that influence the turnover intention of nurses in this situation.ObjectiveMany studies have examined the impact of leadership style on nurses’ turnover intention; however, few researchers have investigated this influence during the COVID-19 pandemic. Based on the leader-member exchange theory, this study empirically studied the effect of inclusive leadership on turnover intention of nurses under the normalization of COVID-19 prevention and control in China, while assessing the mediating role of psychological ownership.DesignCross-sectional study with multi-center data.ParticipantsTwo thousand, two hundred ninety-nine registered nurses from 17 hospitals in China were recruited from January to March, 2022, under the normalization of COVID-19 prevention and control in China.MethodsA demographic questionnaire and scales of inclusive leadership, psychological ownership, and turnover intention integrated into an online survey were sent to registered nurses of different hospitals. Maximum likelihood structural equation modeling (ML-SEM) was used to analyze data.ResultsIndependent variable inclusive leadership has a significant effect on the overall turnover intention of nurses, p < 0.001. The direct effect path coefficient from inclusive leadership to psychological ownership is significant, p < 0.001. The direct effect path coefficient from psychological ownership to turnover intention is significant, p < 0.001. The indirect effect path coefficient from inclusive leadership to turnover intention is significant, p < 0.001.ConclusionPsychological anxiety, burnout, turnover intention, and even suicidal thoughts were the main symptoms of Chinese nurses under the normalization of COVID-19 prevention and control in China. The absence of a mechanism to counteract these negative conditions may ultimately lead to personal psychological distress for nurses and collapse of the healthcare system. Inclusive leadership can improve nurses’ psychological ownership level and reduce their turnover intention by treating them fairly, providing them with opportunities for self-development, paying attention to communication with them, and increasing their sense of belonging, self-efficacy, and self-identity.

Roles of doctor–patient relationship perception and job satisfaction in the impact of workplace violence on medical professionals’ turnover intentions in the early phase of COVID-19: a cross-sectional study in China

“…The incidence of WPV in this study was lower than that in a survey of Chinese physicians before the COVID-19 pandemic5 38 but higher than that in the same period 11. Turnover intention was also lower than that in pre-COVID-1925 39 and contemporaneous studies 40 41. Given that medical professionals in Beijing have high workloads, the gap between treatment outcomes and patients’ expectations may induce doctor–patient conflicts.…”

Determinants of intention to leave among nurses and physicians in a hospital setting during the COVID-19 pandemic: A systematic review and meta-analysis

“…Heavy workload [ 77 ] and working night shifts [ 83 , 112 ] or working rotating shifts [ 113 ] instead of only working dayshifts [ 82 , 94 ] were predictive factors for considering leaving. Moral distress [ 100 , 113 – 117 ], Post-Traumatic Stress Disorder (PTSD) [ 85 , 118 ], and moral injuries are related to career abounded intention [ 104 ].…”

“…The amount of working hours per week is related to turnover intentions [ 82 ]. Working more than 50 hours a week increases the turnover intention [ 83 ].…”

“…Overall, Lou et al(2021) showed that the availability of hospital resources is negatively correlated with the intention to quit [ 100 ]. They were being unsatisfied with their salary or having a low wage impacted negatively the turnover intention [ 82 , 84 , 94 ]. Also, the personal financial situation impacted the turnover intention; an increase in the economic situation decreased the intention to leave [ 98 ].…”

Stressors, emotions, and social support systems among respiratory nurses during the Omicron outbreak in China: a qualitative study

“…As revealed in the scoping review conducted by Sihvola [ 25 ], nurse leaders should adopt a relational leadership style and positive communication to support nurse resilience during the COVID-19 pandemic. Furthermore, as an extension of the relational leadership style, inclusive leadership could increase the psychological ownership of nurses and reduce turnover intentions [ 26 ].…”