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dc.contributor.authorBrewer, C.
dc.contributor.authorKovner, C.
dc.contributor.authorDjukic, M.
dc.contributor.authorFatehi, F.
dc.contributor.authorGreene, William
dc.contributor.authorChacko, T.
dc.contributor.authorYang, Y.
dc.date.accessioned2017-06-23T02:58:42Z
dc.date.available2017-06-23T02:58:42Z
dc.date.created2017-06-19T03:39:38Z
dc.date.issued2016
dc.identifier.citationBrewer, C. and Kovner, C. and Djukic, M. and Fatehi, F. and Greene, W. and Chacko, T. and Yang, Y. 2016. Impact of transformational leadership on nurse work outcomes. Journal of Advanced Nursing. 72 (11): pp. 2879-2893.
dc.identifier.urihttp://hdl.handle.net/20.500.11937/53129
dc.identifier.doi10.1111/jan.13055
dc.description.abstract

Aims: To examine the effect of transformational leadership on early career nurses' intent to stay, job satisfaction and organizational commitment. Background: Lack of leadership support is one of the top reasons staff nurses leave. Current studies reported mixed results about the impact of transformational leadership on key nurse outcomes. However, little is known whether leadership directly or indirectly affects satisfaction, organizational commitment and intent to stay. Design: This study was a cross-sectional study of nurses who had been licensed for 7·5-8·5 years which was part of a 10-year longitudinal panel design. Methods: The analytic sample was 1037 nationally representative newly licensed Registered Nurses. Data were collected from January–March 2013. We used a probit model to model the relationship between transformational leadership and intent to stay, organizational commitment and job satisfaction. Results: Transformational leadership did not have a significant impact on intent to stay and job satisfaction, but significantly associated with organizational commitment. Organizational commitment, job satisfaction, mentor support, promotional opportunities and age were positively associated with intent to stay, while ethnicity, non-local job opportunities and work settings were negatively associated with intent to stay. Conclusions: Transformational leadership had no direct relationship with intent to stay and job satisfaction and had a small direct positive effect on organizational commitment. Transformational leadership has potential to slow attrition and retain nurses by creating a positive work environment that supports nurses. Any improvement in job satisfaction and organizational commitment would positively increase the change in probability for intent to stay.

dc.publisherBlackwell Publishing Ltd
dc.titleImpact of transformational leadership on nurse work outcomes
dc.typeJournal Article
dcterms.source.volume72
dcterms.source.number11
dcterms.source.startPage2879
dcterms.source.endPage2893
dcterms.source.issn0309-2402
dcterms.source.titleJournal of Advanced Nursing
curtin.departmentSchool of Economics and Finance
curtin.accessStatusFulltext not available


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