Nurse manager leadership styles: A baseline assessment
Project Background
Nursing leadership styles influence human resources outcomes such as staff nurse satisfaction and turnover. At the a Souther Health System high turnover rates and job dissatisfaction are putting a financial strain on the system. Given the large body of literature demonstrating a relationship between Nurse Manager leadership styles and registered nurse turnover and job satisfaction, a baseline assessment was indicated.
Project Purpose
The purpose of this project was to use Bass’ (1985) theory of transformational leadership to conduct a baseline assessment of Nurse Manager leadership styles within a Southern Health System.
Project Methods
Interviews were conducted with seven Nurse Managers utilizing a 15 question interview guide based on the four behaviors of Bass’ Model: inspirational motivation, idealized influence, individualized consideration, and intellectual stimulation.
Project Outcomes
Findings revealed that five of the seven Nurse Managers interviewed used a transformational versus non-transformational style. Recurring themes were identified associated with the four behaviors of Bass’ Model. Exemplar quotes were recorded that characterized feelings, facts or concepts reflective of transformational or non-transformational behaviors. Of the seven participants, four transformational Nurse Managers and one non-transformational Nurse Manager had high job satisfaction rates. Of the transformational Nurse Managers, four had low turnover rates and one had high turnover. Both non-transformational Nurse Managers had the highest turnover rates of the seven participants.
Project Implications
Describing themes identified in Nurse Manager interviews as they relate to leadership styles will serve as a foundation for future leadership development of frontline nurse leaders. Future recommendations include interviewing all Nurse Managers within the same hospital to provide a stronger baseline assessment for which further decisions and actions could be taken; conducting a validation project whereby staff nurses would rate their Nurse Managers, allowing for feedback and opportunity for modification of leadership style; and the implementation of a coaching program for Nurse Managers to enhance their transformational leadership style.
