AJCC
HOME HELP FEEDBACK SUBSCRIPTIONS ARCHIVE SEARCH TABLE OF CONTENTS
QUICK SEARCH:   [advanced]


     

This Article
Right arrow Respond to This Article
Right arrow Alert me when this article is cited
Right arrow Alert me when eLetters are posted
Right arrow Alert me if a correction is posted
Services
Right arrow Email this article to a friend
Right arrow Similar articles in this journal
Right arrow Alert me to new issues of the journal
Right arrow Download to citation manager
Right arrow reprints & permissions
Citing Articles
Right arrow Citing Articles via HighWire
Right arrow Citing Articles via Google Scholar
Google Scholar
Right arrow Articles by Boyle, D.
Right arrow Articles by Taunton, R.
Right arrow Search for Related Content
PubMed
Right arrow Articles by Boyle, D.
Right arrow Articles by Taunton, R.
American Journal of Critical Care, Vol 8, Issue 6, 361-371
Copyright © 1999 by American Association of Critical Care Nurses

Articles

Managers' leadership and critical care nurses' intent to stay

DK Boyle, MJ Bott, HE Hansen, CQ Woods, and RL Taunton .

BACKGROUND: Cyclical fluctuations in turnover of critical care nurses are a large and complex problem. Managers' leadership characteristics may be a determinant of critical care nurses' intent to stay in the job. OBJECTIVE: To examine the direct and indirect effects of nurse-managers' characteristics of power, influence, and leadership style on critical care nurses' intent to stay in the nurses' employment positions. METHODS: The sample was 255 staff nurses in intensive care units at 4 urban hospitals. Established instruments with sound reliability and validity were used to assess the predictor, intervening, and outcome variables. Path analysis was used to examine the relationships in a conceptual model of intent to stay. RESULTS: The model explained 52% of the variance in intent to stay, and managers' characteristics were significant at each stage. Managers' position power and influence over work coordination had a direct link to intent to stay; structuring expectations and consideration contributed indirectly through the variables of instrumental communication, autonomy, and group cohesion. Instrumental communication, autonomy, and group cohesion decreased job stress and thus increased job satisfaction. Job satisfaction was directly linked with intent to stay. CONCLUSIONS: Inclusion of nurse-managers' characteristics explained more variance in intent to stay than did previous models. Managers with leadership styles that seek and value contributions from staff, promote a climate in which information is shared effectively, promote decision making at the staff nurse level, exert position power, and influence coordination of work to provide a milieu that maintains a stable cadre of nurses.


This article has been cited by other articles:


Home page
 Crit Care NurseHome page
M. R. Shirey and M. L. Fisher
Leadership Agenda for Change Toward Healthy Work Environments in Acute and Critical Care
Crit. Care Nurse, October 1, 2008; 28(5): 66 - 78.
[Full Text] [PDF]

Home page
 Journal of Research in NursingHome page
M. T. Mrayyan and I. Al-Faouri
Nurses' career commitment and job performance: differences between intensive care units and wards
Journal of Research in Nursing, January 1, 2008; 13(1): 38 - 51.
[Abstract] [PDF]

Home page
 West J Nurs ResHome page
D. K. Boyle, P. A. Miller, B. J. Gajewski, S. E. Hart, and N. Dunton
Unit Type Differences in RN Workgroup Job Satisfaction.
West J Nurs Res, October 1, 2006; 28(6): 622 - 640.
[Abstract] [PDF]

Home page
 Policy Politics Nursing PracticeHome page
L. O'Brien-Pallas, P. Griffin, J. Shamian, J. Buchan, C. Duffield, F. Hughes, H. K. S. Laschinger, N. North, and P. W. Stone
The impact of nurse turnover on patient, nurse, and system outcomes: a pilot study and focus for a multicenter international study.
Policy Politics Nursing Practice, August 1, 2006; 7(3): 169 - 179.
[Abstract] [PDF]


HOME HELP FEEDBACK SUBSCRIPTIONS ARCHIVE SEARCH TABLE OF CONTENTS
Copyright © 1999 by the American Association of Critical-Care Nurses.