Relationships among basic psychological needs, organizational commitment, perceived authentic leadership and turnover intention in Korean nurses: A cross‐sectional study

Hwang, Jina; Song, Eun Kyeung; Ko, Sangjin

doi:10.1111/jonm.13546

Cited by 16 publications

(20 citation statements)

References 32 publications

(45 reference statements)

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“…Strict leaders reported by more than 40% of the nurses were also related to the highest increment in turnover intention. Leadership is considered as a predictable factor in nurses' intention to leave (Hwang et al, 2022; Wu et al, 2020). Our finding lent support to previous nursing research that the experience of working under a toxic leader may cause significant stress in nurses and have tendencies to leave their profession (Labrague et al, 2020).…”

Section: Discussionmentioning

confidence: 99%

Stressors, coping strategies and intention to leave the nursing profession: A cross‐sectional nationwide study in China

Wang

Chen

et al. 2022

J Nursing Management

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Aims This study aims to investigate the association between stressors, coping strategies and intention to leave the nursing profession among nurses. Background Job stressors and coping strategies are believed to affect turnover intention among nurses, but no large‐scale study has been conducted on these associations in China yet. Method A cross‐sectional secondary analysis was conducted among 51,406 nurses from 1858 hospitals. Univariable and multivariable logistic regression analyses were carried out, and odds ratios were reported. Results Overall, 49.58% nurses had an intention to leave the profession. It is found that stress from health condition, family, occupational injuries, nurse–patient tension, high job demands, strict leaders and colleague relationships were significantly associated with higher intention to leave. Coping strategies such as talking to family and friends, talking to leaders, doing outdoor activities, engaging in hobbies and attending on‐the‐job training were significantly associated with lower intention, but social gathering, psychological counselling and suffering in silence had an opposite effect. Conclusions Our study provides new insights into the association between stressors, coping strategies and turnover intention among nurses in China. Implications for Nursing Management Evidence from this study indicates that policies promoting a safe and supportive work environment should be developed to help nurses cope with stress.

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Section: Discussionmentioning

confidence: 99%

Stressors, coping strategies and intention to leave the nursing profession: A cross‐sectional nationwide study in China

Wang

Chen

et al. 2022

J Nursing Management

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“…Rebuilding our health care systems with relational integrity and ethical practice environments is needed (Ulrich et al, 2020). Hwang et al found that authentic nurse leadership had a significant effect on nurses' turnover intention (Hwang et al, 2022) and suggests it is foundational to a healthy work environment. Developing nurse leaders with relational competencies and perhaps using both conceptual frameworks as organisational models is indicated.…”

Section: Implications For Nursing Managementmentioning

confidence: 99%

Perceptions of US nurses and nurse leaders on authentic nurse leadership, healthy work environment, intent to leave and nurse well‐being during a second pandemic year: A cross sectional study

Raso

Fitzpatrick

Masick

2022

J Nursing Management

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Aim The main aim of this study was to determine the perceptions of clinical nurses and nurse leaders about authentic nurse leadership, work environment, pandemic impact, well‐being and intent to leave their position and profession during the second year of the pandemic. Background This research team studied the variables pre‐pandemic and in year one of the pandemic. As the pandemic continued, subsequent reports of workforce instability, deteriorating work environment and vulnerable well‐being called for an understanding of the current state to inform needed actions by leadership. Methods This study is a cross‐sectional, descriptive, correlational analysis using national survey data from 1795 US clinical nurses and nurse leaders in the fall of 2021. Results Pandemic impact was high, authentic nurse leadership was present, healthy work environment was not present and nurse well‐being was at‐risk and negatively correlated to both healthy work environment and authentic nurse leadership. Within our sample, 61.8% of nurses had no intention to leave their positions, and 82.5% had no intention to leave the profession. Compared with clinical nurses, nurse managers had significantly higher scores on all instruments. Conclusions The findings of this study support leadership as positively related to a healthy work environment. Authentic nurse leadership, a healthy work environment and nurse well‐being are all critical components of efforts to stabilize the nursing workforce as we recover and rebuild post‐pandemic. Implications for Nursing Management This is a call to action for leadership that will serve the goals of retaining nurses, rebuilding work environments and improving well‐being.

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“…A study conducted in Turkey found that nurses' normative commitment, affective commitment, and continuance commitment was slightly above average (Akgerman & Sönmez, 2020). Studies conducted in Taiwan (Chang, 2015), Egypt (Elkady et al., 2021), and South Korea (Hwang et al., 2022) found that nurses had a medium organizational commitment. A study found that nurses' normative commitment has the highest mean in public hospitals, and nurses' continuance commitment was the highest mean in non‐public hospitals (Elkady et al., 2021).…”

Section: Discussionmentioning

confidence: 99%

The effect of talent management on the job satisfaction and organizational commitment of nurses

Gül

Akkaya

Yıldırım

2022

International Nursing Review

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AimTo determine the effect of talent management on job satisfaction and organizational commitment of nurses and the mediating role of job satisfaction.BackgroundTalent management plays a critical role in attracting, developing, and retaining nurses and is effective in the formation of job satisfaction and organizational commitment.MethodsThis correlational study sample consisted of 482 volunteering nurses who were selected through a convenience sampling method. Data were collected using an information form, the Talent Management Scale, the Minnesota Satisfaction Questionnaire, and the Organizational Commitment Scale. The data were analyzed using descriptive statistics, Pearson correlation analysis, single linear regression, and hierarchical regression analysis. The Baron and Kenny model was used to determine the mediation effect.FindingsTalent management affected the intrinsic, extrinsic subdimensions of job satisfaction and the total score and the affective commitment, normative commitment, and continuance commitment significantly and positively. Job satisfaction had a full mediating role in the effect of talent management on affective commitment and continuance commitment and a partial mediating role in affecting normative commitment.ConclusionTalent management in organizations can increase nurses' job satisfaction and organizational commitment and nurses' job satisfaction can play a mediating role in the effect of talent management on organizational commitment.Implications for nursing and health policyThis study demonstrates that nurse managers and decision‐makers should adopt talent management practices in nursing. Desired results such as nurses' job satisfaction and organizational commitment can be achieved by focusing on the development of nurses' talents.

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Relationships among basic psychological needs, organizational commitment, perceived authentic leadership and turnover intention in Korean nurses: A cross‐sectional study

Cited by 16 publications

References 32 publications

Stressors, coping strategies and intention to leave the nursing profession: A cross‐sectional nationwide study in China

Stressors, coping strategies and intention to leave the nursing profession: A cross‐sectional nationwide study in China

Perceptions of US nurses and nurse leaders on authentic nurse leadership, healthy work environment, intent to leave and nurse well‐being during a second pandemic year: A cross sectional study

The effect of talent management on the job satisfaction and organizational commitment of nurses

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