scholarly journals The relationship between the authentic leadership of nurses and structural empowerment: a systematic review

2021 ◽  
Vol 55 ◽  
Author(s):  
Rebeca Beatriz Lucena Ribeiro do Valle ◽  
Alexandre Pazetto Balsanelli ◽  
Mônica Taminato ◽  
Humberto Saconato ◽  
Renata Gasparino
Keyword(s):  
Systematic Review ◽  
Job Satisfaction ◽  
Quality Of Care ◽  
Authentic Leadership ◽  
Nurse Retention ◽  
Working Environment ◽  
Structural Empowerment ◽  
Health Institutions ◽  
The Relationship

ABSTRACT Objective: To verify the relationship between authentic leadership of nurses and structural empowerment. Method: This is a systematic review carried out at the Virtual Health Library on the Journal Portal of the Coordination for the Improvement of Higher Education Personnel, Online System for the Search and Analysis of Medical Literature, Scientific Electronic Library Online and Science Direct/Embase, and consulted until April 2019. Studies with nurses, evidencing the relationship between authentic leadership and structural empowerment, published between 2012 and 2018 in Brazilian Portuguese, English or Spanish were included. Results: Five studies were included, with variables other than structural empowerment: job satisfaction, burnout, bulling, mental health, performance, social capital, working environment, nurse retention, and quality of care. Authentic leadership showed a positive relationship with structural empowerment, improving engagement and job satisfaction, reducing burnout and increasing quality of care. Conclusion: Health institutions, in addition to Canada, where researchers on this topic are located, can invest in authentic leadership to improve structural empowerment by providing greater commitment from nurses, increased job satisfaction and quality of care provided.

scholarly journals Precursors and outcomes of work engagement among nursing professionals—a cross-sectional study

2020 ◽  
Author(s):  
Terje Slåtten ◽  
Gudbrand Lien
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Quality Of Care ◽  
Work Engagement ◽  
Turnover Intention ◽  
Intention To Leave ◽  
Organizational Goals ◽  
Nursing Professionals ◽  
The Relationship

Abstract Background: Health services organizations must understand how best to lower nursing professionals’ turnover intentions, increase their job satisfaction and quality of care provided to patients. This study aims to examine whether work engagement, which refers to a positive fulfilling, work-related state of mind, is a significant predictor of the achievement of these preferred organizational goals. The study also aims to examine whether organizational culture and climate can manage the work engagement of nursing professionals and indirectly contribute to the accomplishment of the preferred organizational goals.Methods: The proposed conceptual model was tested in a quantitative study in which nursing professionals participated. The data were analyzed using confirmatory factor analysis and structural equation modeling in Stata.Results: The three key findings from this study were: i) work engagement of nursing professionals was found to be positively related to service quality of care (b = 0.551) and job satisfaction (b = 0.883). Job satisfaction fully mediates the relationship between work engagement and turnover intention and in itself explains almost 60% (R2 = 0.59) of turnover intention (which refers to the intention to leave a job on a personal/workers level), ii) nursing professionals’ perception of organizational culture (b = 0.278) and collaboration climate (b = 0.331) were both directly related to their work engagement, iii) work engagement fully mediates the relationship between organizational culture, organizational climate and service quality of care and job satisfaction. Moreover, work engagement particularly mediates the relationship between collaborative climate and job satisfaction.Conclusions: The work engagement of nursing professionals is highly correlated, especially to their job satisfaction. Work engagement and intention to leave a job is (fully) mediated by job satisfaction. Employers should therefore focus on improving job satisfaction of nursing professionals. The work engagement of nursing professionals is a common key factor for improvements. Consequently, leaders and managers should continuously manage nursing professionals’ work engagement, focusing on such areas as organizational culture and climate because work engagement is a substantial driver to enable multiple desirable outcomes for hospital organizations.

scholarly journals Checking the Relationship between Quality of Work Life and Employees Job Satisfaction of Education District 10 of Tehran

2016 ◽  
Vol 10 (12) ◽  
pp. 82
Author(s):  
Rogheyeh Najafifar
Keyword(s):  
Job Satisfaction ◽  
Life Quality ◽  
Work Life ◽  
Working Environment ◽  
Quality Of Work Life ◽  
Quality Of Work ◽  
Education Organization ◽  
Study Results ◽  
The Relationship

Considering the fact that in all of the organization including education organization quality of work life today has found a special place, because this reason lack and vacuum of working life quality cause employees have not spirit that they should have to work, and this leads to job satisfaction and ultimately employee productivity reduce and working environment and career seem hollow. So in this research tried to assess the relationship between work life quality and job satisfaction in Education Organization of Tehran. This research was conducted in period is July and August 2015. The research method is descriptive and correlational and the study population included all employees in the Education Organization 10 District of Tehran. The total number is 100 people. That according to Cochran formula was calculated sample size of over 79 people. In this study, for the data analysis, descriptive and inferential statistical methods such as Kolmogorov - Smirnov correlation test was used. The study results showed that 8 independent variable of this research significantly have significant relationship with dependent variable job satisfaction.

scholarly journals Linking Transformational Leadership with Nurse-Assessed Adverse Patient Outcomes and the Quality of Care: Assessing the Role of Job Satisfaction and Structural Empowerment

2019 ◽  
Vol 16 (13) ◽  
pp. 2381 ◽  
Author(s):  
Muhammad Asif ◽  
Arif Jameel ◽  
Abid Hussain ◽  
Jinsoo Hwang ◽  
Noman Sahito
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Quality Of Care ◽  
Patient Outcomes ◽  
Structural Equation ◽  
Equation Modeling ◽  
Structural Empowerment ◽  
Confirmatory Factor

The purpose of this study was to examine the relationships between transformational leadership (TL), structural empowerment (SE), job satisfaction (JS), nurse-assessed adverse patient outcomes (APO), and the quality of care (QOC). The study further investigates the mediating effects of SE and JS on TL-APO and TL-QOC relationships. A total of 600 nurses working at 17 government hospitals in Pakistan completed the survey. The hypothesized model was tested using a confirmatory factor analysis and structural equation modeling. We found a positive relationship between TL, SE, JS, and QOC but negative relationships between TL and APO, SE and APO, and JS and APO. Our study further suggests that SE and JS strongly mediate both TL-APO and TL-QOC relationships.

scholarly journals The Occurrence of Work-related Fatigue and Job Satisfaction in Nursing Staff to the Quality of Care : A Cross-sectional Survey in North-East China

2021 ◽  
Author(s):  
XueJing Bi ◽  
Qiao Zhang ◽  
Jin-yu Niu ◽  
Chao-yi Chen ◽  
Ze Liu ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Quality Of Care ◽  
Eastern China ◽  
Self Report ◽  
Work Related ◽  
North East ◽  
Nursing Errors ◽  
High Level ◽  
The Relationship

Abstract BackgroundPoor quality of care would significantly increase adverse patient outcomes. Improving the quality of care is an urgent priority. The relationship between work-related fatigue and quality of care has not been systematically explored. This paper explores the occurrence of work-related fatigue, job satisfaction, and its relationship with quality of care.MethodsSelf-report questionnaires assessing work-related fatigue and job satisfaction were distributed among 1,299 nurses from 20 hospitals in North-Eastern China. Regression analysis was performed to assess the associations between work-related fatigue, job satisfaction, and quality of care. Mediate effect analysis was used to explore the mediating role of job satisfaction.ResultsApproximately 55% of nurses got moderate or severe work-related fatigue. The results from the t-test indicated that nurses with a high level of work-related fatigue were more prone to nursing errors. The mediation analysis showed that work-related fatigue indirectly affected the quality of care through job satisfaction (indirect effect: β 0.047, 95%Cl 0.040-0-054), while the direct effect was β 0.059, 95%Cl 0.050-0.068.ConclusionsThe present study concluded that more than half of the nurses surveyed were moderate to severe work-related fatigue. Nurses with a high level of work-related fatigue were likely to provide significantly more nursing errors. We confirmed that job satisfaction was a mediator for the relationship between work-related fatigue and quality of care. Therefore, hospitals managers and relevant management departments should consider work-related fatigue and job satisfaction among nurses to improve health services in the future.

scholarly journals Work Environment, Spiritual, and Motivational Factors Affecting Job Satisfaction among Hospital Nurses: A Systematic Review

Jurnal NERS ◽  
2020 ◽  
Vol 14 (3) ◽  
pp. 227
Author(s):  
Ida Yanriatuti ◽  
Tan Nina Fibriola ◽  
Kornelis Nama Beni ◽  
Fitriyanti Patarru'
Keyword(s):  
Systematic Review ◽  
Job Satisfaction ◽  
Work Environment ◽  
Care Service ◽  
Health Care Service ◽  
Nurse Retention ◽  
Hospital Nurses ◽  
Factors Affecting ◽  
The Relationship

Introduction: Patient services at the hospital cannot be separated from the role of the nurse. Therefore, nurses must work professionally to provide better nursing care. There are several factors that can affect the performance of the nurses, one of which is job satisfaction. The purpose of a systematic review is to understand the factors that influence the job satisfaction of nurses in hospitals.Methods: For a systematic review, the search was focused on the PubMed, Science Direct and Scopus database literature with the keywords ‘job satisfaction’ and ‘nurses’. The search identified 15 relevant research articles from the 10,530 original articles that were full texts published between 2015 and 2018.Results: The results showed that the job satisfaction of the nurses was influenced by their leadership, work environment, career path, the relationship with their co-workers, salary, the relationship between the organizations, appreciation, communication, opportunity, organizational commitment, work schedule, work stress, empowerment and work rotation. The results also indicated that high job satisfaction leads to lowering nurse retention and burnout, in addition to an improved quality of patient care.Conclusion: The nurse’s job satisfaction needs to get serious attention from hospital management because it plays an important role in improving the health care service quality in the hospital.

scholarly journals Precursors and outcomes of work engagement among nursing professionals—a cross-sectional study

2022 ◽  
Vol 22 (1) ◽  
Author(s):  
Terje Slåtten ◽  
Gudbrand Lien ◽  
Barbara Rebecca Mutonyi
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Quality Of Care ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Cross Sectional ◽  
Organizational Goals ◽  
Nursing Professionals ◽  
The Relationship

Abstract Background Health services organizations must understand how best to lower nursing professionals’ turnover intentions, and increase their job satisfaction and the quality of care provided to patients. This study aims to examine whether work engagement (WE) is a significant predictor of the achievement of these preferred organizational goals. The study also aims to examine whether organizational culture and organizational climate can manage the WE of nursing professionals and indirectly contribute to the accomplishment of the preferred organizational goals. Methods In detail, a cross-sectional questionnaire survey study was conducted through a convenience sampling of a total of N = 164 nurses, from four Norwegian public hospitals. Structural equation modeling was employed in testing the hypothesis in the conceptual model, using Stata software. Furthermore, mediation analyses were achieved through use of the “medsem” package in the Stata software, in testing whether the proposed direct and indirect effects were statistically significant, and the type of mediation found. Results The three key findings from this study are: i) WE of nursing professionals was found to be positively related to service quality of care (β = 0.551) and job satisfaction (β = 0.883). Job satisfaction fully mediates the relationship between WE and turnover intention and in itself explains almost 60% (R2 = 0.59) of turnover intention; ii) nursing professionals’ perception of organizational culture (β = 0.278) and collaboration climate (β = 0.331) were both directly related to their WE; and iii) WE fully mediates the relationship between organizational culture/climate and service quality of care and job satisfaction. Moreover, WE partially mediates the relationship between collaborative climate and job satisfaction. Conclusions The WE of nursing professionals is highly correlated to their job satisfaction. WE and turnover intentions are (fully) mediated by job satisfaction. Employers should therefore focus on improving the job satisfaction of nursing professionals. The WE of nursing professionals is a common key factor for such improvement. Consequently, leaders and managers should continuously manage nursing professionals’ WE, focusing on such areas as organizational culture and climate, because WE is an effective means of enabling multiple desirable outcomes for hospital organizations.

scholarly journals Authentic Leadership and Job Satisfaction: A Fuzzy-Set Qualitative Comparative Analysis (fsQCA)

2019 ◽  
Vol 11 (8) ◽  
pp. 2412 ◽  
Author(s):  
Baquero ◽  
Delgado ◽  
Escortell ◽  
Sapena
Keyword(s):  
Job Satisfaction ◽  
Comparative Analysis ◽  
Fuzzy Set ◽  
Authentic Leadership ◽  
Qualitative Comparative Analysis ◽  
Self Awareness ◽  
Moral Perspective ◽  
Hotel Managers ◽  
The Relationship

The relationship between leadership and job satisfaction has attracted considerable scientific interest, especially in relation to the quality of tourism businesses. This study investigated this relationship within the framework of authentic leadership. The study also explored differences between outsourced workers and internal hotel employees in terms of the influence of authentic leadership on job satisfaction. Fuzzy-set qualitative comparative analysis (fsQCA) offered valuable new insight. This study was based on a sample of 58 heads of department of four/five star hotels in the Canary Islands, Spain. The results suggest that high levels of leadership in the four subscales of authentic leadership (balanced processing, relational transparency, self-awareness, and internalized moral perspective) are sufficient to increase job satisfaction. The same outcome is achieved with high levels of balanced processing, even though it is accompanied by low transparency and low levels of internalized moral perspective. There are no major differences between outsourced workers and internal employees, except in terms of the importance of self-awareness. These results can help hotel managers reflect upon leadership and can provide new approaches for scientific research in this area.

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