How staff nurses perceive the impact of nurse managers’ leadership style in terms of job satisfaction: a mixed method study

2016 ◽  
Vol 25 (2) ◽  
pp. 119-128 ◽  
Author(s):  
Giuliana Morsiani ◽  
Annamaria Bagnasco ◽  
Loredana Sasso
Keyword(s):  
Job Satisfaction ◽  
Leadership Style ◽  
Mixed Method ◽  
Nurse Managers ◽  
Staff Nurses ◽  
Mixed Method Study ◽  
The Impact

scholarly journals ANALYSIS OF THE IMPACT OF LEADERSHIP STYLE AND JOB SATISFACTION ON TURNOVER INTENTION THROUGH JOB STRESS AT CUSTOMER SERVICE (FRONTLINE) PT TIKI JALUR NUGRAHA EKAKURIR (JNE)

2019 ◽  
Vol 17 (1) ◽  
pp. 33
Author(s):  
Sri Mulyani ◽  
Hendra Gunawan
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Customer Service ◽  
Leadership Style ◽  
Turnover Intention ◽  
Structural Equation ◽  
Equation Model ◽  
Primary Data ◽  
Negative Effect ◽  
The Impact

<p>The problem of this research was Turnover intention is a factor of discomfort experienced agent in a company. Turnover intention needs to get serious attention to the organization especially to leadership or manager so can applying force leadership proper and improve job satisfaction to reduce job stress in the company.<br />The purpose of this research was the effect of leadership style and job satisfaction toward Turnover intention throught job stress at customer service (frontline) PT Tiki Jalur Nugraha Ekakurir (JNE), Tomang Jakarta.<br />The methodology of this research was testing hypothesis. The data used were primary data collected from questionaire. The samples consisted of 164customer service (frontline)PT Tiki Jalur Nugraha Ekakurir (JNE), which were determined through purposive sampling method. The data were analyzed through Structural Equation Model (SEM) of AMOS version 23.0for Windows.<br />The results of the study showed that there have been negative effect and significant between leadership style and job satisfaction toward Turnover intention throught job stress. The role of job stress very dominant as a mediator the influence of leadership style and job satisfaction toward Turnover intention.<br />Implication of this research is expected to managers can increase the determinants job stress itself for example by raising job satisfaction (salary, reward, job promotion) and applying force leadership proper and able to adjust with all the work situation.</p>

scholarly journals PENGARUH GAYA KEPEMIMPINAN TERHADAP KOMITMEN ORGANISASI MELALUI ASPEK KEPUASAN KERJA KARYAWAN DAN KEPERCAYAAN PADA SEKTOR PERBANKAN

2015 ◽  
Vol 8 (1) ◽  
pp. 145
Author(s):  
Nina Zahra
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Central Asia ◽  
Structural Equation Model ◽  
Leadership Style ◽  
Structural Equation ◽  
Equation Model ◽  
Organization Commitment ◽  
The Impact

<p>This research refers to the previous research which has done by Chiang and Wang (2012)<br />and also completed by Kalber and Cenker (2007). This research is about “the impact of leadership<br />style on organization commitment mediating by job satisfaction and trust on employed at bank<br />sectors”. The background of this research is to know the impact of leadership style on organization<br />commitment. The purpose of this research is to examine the impact of leadership style on<br />organization commitment mediating by job satisfaction and trust. The research is using primary<br />data by spreading questionnaires to 250 employes of banking sectors in DKI Jakarta, such as:<br />Bank Mandiri, Bank Negara Indonesia, Bank Jabar, Bank Bukopin and Bank Central Asia during<br />2015, however there are 201 questionnaires were returned. The method of data analysis used is<br />Structural Equation Model (SEM). The result of this research concludes that there are positive<br />impacts of leadership style on organization commitment mediating by job satisfaction and trust.<br />Keywords: Leadership Style, Job Satisfaction, Trust, Organization Commitment, Banking Sectors.</p>

scholarly journals Achieving Data Saturation: Evidence from a Qualitative Study of Job Satisfaction

2018 ◽  
Vol 15 (2) ◽  
pp. 66 ◽  
Author(s):  
MOHD ALIFF ABDUL MAJID ◽  
Mohhidin Othman ◽  
Siti Fatimah Mohamad ◽  
Sarina Abdul Halim Lim
Keyword(s):  
Job Satisfaction ◽  
Qualitative Research ◽  
Mixed Method ◽  
Original Study ◽  
Mixed Method Study ◽  
Structured Interviews ◽  
Background Data ◽  
Data Saturation ◽  
Sample Characteristics ◽  
Method Approach

The concept of saturation is deemed necessary in qualitative research;however, existing literature discussing the point of saturation is relativelyscant. Previous qualitative studies tend to describe the point of saturationbut fail to demonstrate how the saturation occurred. This article providesevidence on how qualitative research might report the point of datasaturation. The original study consists of a mixed method approach todevelop and validate an instrument for measuring offshore cateringemployees’ job satisfaction. Notably, this paper reports a part of thequalitative portion of a mixed-method study. Using the data from a studyinvolving 13 in-depth, semi-structured interviews, this study documentsthe degree of data saturation over the course of thematic analysis anddemonstrates how data saturation was operationalised. Although the studyreported 13 interviews, the saturation occurred within 12 interviews. Thestudy findings are not extensively discussed; however, adequate informationabout the study background, data collection and sample characteristics areincluded. The technique presented in this paper provides practical guidancefor qualitative researchers in reporting point of saturation. However, itis recommended that the evidence of data saturation occurred after 12interviews should be applied with caution due to several factors

scholarly journals Muscle disorders * 111. The impact of fatigue in patients with idiopathic inflammatory myopathy: a mixed method study

Rheumatology ◽  
2012 ◽  
Vol 51 (suppl 3) ◽  
pp. iii93-iii139
Author(s):  
R. Campbell ◽  
D. Hofmann ◽  
S. Hatch ◽  
P. Gordon ◽  
H. Lempp ◽  
...  
Keyword(s):  
Mixed Method ◽  
Inflammatory Myopathy ◽  
Idiopathic Inflammatory Myopathy ◽  
Mixed Method Study ◽  
Muscle Disorders ◽  
The Impact

Physician leadership style predicts advanced practice provider job satisfaction

2019 ◽  
Vol 33 (1) ◽  
pp. 56-72
Author(s):  
Robert S. Guevara ◽  
Jared Montoya ◽  
Meghan Carmody-Bubb ◽  
Carol Wheeler
Keyword(s):  
Job Satisfaction ◽  
Health Care ◽  
Transformational Leadership ◽  
Leadership Style ◽  
Advanced Practice ◽  
Years Of Experience ◽  
Physician Leadership ◽  
Provider Type ◽  
Content Type ◽  
The Impact

Purpose This paper aims to examine the relationship between physician leadership style and advanced practice health-care provider job satisfaction. Design/methodology/approach A total of 320 advanced practice providers (nurse practitioners and physician assistants) in Texas rated their supervising/collaborating physicians’ leadership style using the Multifactor Leadership Questionnaire 5X Short (Bass and Avolio, 2000) and assessed their own job satisfaction using the Abridged Job Descriptive Index (Smith, Kendall and Hulin, 1969). Regression models tested the relationships between physician leadership styles and several facets of job satisfaction of advanced practice providers while controlling for advanced practice provider age, gender, ethnicity, years of experience, salary level, clinical practice setting, level of physician supervision/collaboration and advanced practice provider type. Findings The results demonstrated that physician transformational leadership accounted for between 4.4 and 49.1 per cent of the variance in job satisfaction depending on the aspect of job satisfaction. Satisfaction with job supervision and satisfaction with job in general were those in which transformational leadership was found to have the most impact, explaining 49.1 and 15.5%, respectively. Demographic variables such as advanced practice provider type, age, years of experience and number of hours per week of physician collaboration/supervision had small but statistically significant associations with job satisfaction. Practical implications Recommendations for physician leadership development focusing on transformational leadership as a way to increase the satisfaction among other providers on health-care teams are discussed. Originality/value This paper examines the impact of supervising/delegating physician leadership style on other nonphysician members of the health-care team, specifically advanced practice health-care providers.

Nurses’ and nurse managers’ perceived transformational leadership behavioural practices: a survey

2020 ◽  
Vol 33 (4) ◽  
pp. 385-396
Author(s):  
Roberta Sammut ◽  
Amanda Scicluna
Keyword(s):  
Transformational Leadership ◽  
Leadership Style ◽  
Leadership Practices ◽  
Nurse Managers ◽  
Response Rate ◽  
Survey Design ◽  
Staff Nurses ◽  
Term Care ◽  
Content Type ◽  
Charge Nurses

Purpose The purpose of this paper is to compare the perceived transformational leadership practices of charge and staff nurses. Transformational leadership is effective in promoting change in organisations, with the leader guiding followers towards a common vision. Design/methodology/approach A quantitative, descriptive, comparative survey design was used. All charge nurses (N = 151) and staff nurses (N = 1,950) in six health entities in Malta were included. A mixed mode survey design was used. Data were collected using the Leadership Practices Inventory and analysed using ANOVA and the Kruskal–Wallis test. Findings An overall response rate of 15% (n = 315) was achieved. Both staff and charge nurses perceived transformational leadership to be practiced. Charge nurses scored consistently higher than staff nurses. In long-term care environments, charge nurses are more likely to “model the way”, while in acute settings, they were more likely to “enable others to act”. Research limitations/implications Transformational leadership appears to be applied by charge nurses in Malta. The response rate achieved was low and may limit the generalisability of the results of the study. Practical implications Nurse managers need to adapt their transformational leadership style based on the context in which they work. Originality/value Regular feedback from nursing staff should be sought for charge nurses to be aware of the extent to which they are implementing transformational leadership.

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