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The Relationship between Staff Nurse Perception of Nurse Manager Leadership Behavior and Staff Nurse Job Satisfaction in a Hospital Applying for Magnet Recognition Status

机译：申请磁铁识别状态的医院护士长对领导者领导行为的感知与护士对工作满意度的关系

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Hospitals are challenged to understand factors related to staff nurse retention in the context of the nursing shortage slowdown (Huselid, 1995; Mancino, 2008; Mancino, 2009). Leadership is a major factor in organizational success (Gandossy u26 Guarnieri, 2008; Gettler, 2003; Wooten u26 Crane, 2003) and nurse managers are the direct link between the executive nurse leaders and the registered nurses (RN) in the staff position (Taunton, Boyle, Woods, Hansen, u26 Bott, 1997).Studies show that nurse manager leader behaviors influence staff nurse job satisfaction (Blegen, 1993; Irvine u26 Evans, 1995; Lashinger u26 Finegan, 2005). A primary role of the nurse leader is to plan strategies for recruiting nursing personnel and to prevent rapid and frequent turnover of nursing staff (American Nurses Association [ANA] Nursing Administration Scope and Standards of Practice, 2009). Nurse managers are in a position to influence staff nursesu27 job satisfaction and retention through their leader behaviors.McGuire and Kennerly (2006) and Brown and Reilly (2009) conducted studies that show managers perceive their leadership behaviors different than those who reported to them. Bass and Avolio (2004) pointed out that leadership is in the u27eye of the beholderu27 and the leadership behavior ratings represented the peopleu27s perceptions of leaders (p.9). Understanding the staff nurse perception of their nurse manager leadership behaviors that are related to staff nurse job satisfaction will contribute to improving staff nurse retention strategies.The Magnet Recognition program is one approach to improving staff nurse job satisfaction and retention. The Magnet Recognition program (Magnet) considers that the nurse leaders are the key to nursing excellence (American Nurses Credentialing Center [ANCC], n.d.). The sample population for this study was staff nurses in an acute care hospital applying for Magnet Recognition status.The purpose of this correlational research study was to describe the relationship between the staff nurse perception of their nurse manager leadership behaviors associated with both the facets of staff nurse job satisfaction (job satisfaction with: work on present job, pay, promotion, supervision, and co-workers) and staff nurse overall job satisfaction and the relationship between the facets of staff nurse job satisfaction and staff nurse overall job satisfaction in an acute care hospital applying for Magnet Recognition status (Magnet status). The intent to depart is conceptually and empirically shown to be a direct antecedent to actual turnover. Overall job satisfaction and turnover are inversely related. Brodke et al. (2009) reported overall job satisfaction was the best predictor of intent to quit. Many studies examined facets of staff nurse job satisfaction but the researcher identified that few if any studies examined nurse manager leadership behaviors related to facets of staff nurse job satisfaction and staff nurse overall job satisfaction in a hospital in the process of applying for Magnet status.
机译：在护理短缺放缓的背景下，医院面临着挑战以了解与职员护士保留相关的因素（Huselid，1995； Mancino，2008； Mancino，2009）。领导力是组织成功的一个主要因素（Gandossy，2008； Gettler，2003； Wooten，Crane，2003），护士经理是执行护士长与工作人员职位中注册护士（RN）之间的直接纽带。 （Taunton，Boyle，Woods，Hansen，Bott，1997）研究表明，护士经理领导者的行为会影响员工的护士工作满意度（Blegen，1993; Irvine uvan Evans，1995; Lashinger uu Finegan，2005）。护士长的主要作用是计划招募护理人员的策略，并防止护理人员快速频繁地离职（美国护士协会[ANA]护理管理范围和实践标准，2009年）。护士经理可以通过其领导者行为来影响护士的工作满意度和保留率。McGuire和Kennerly（2006）以及Brown和Reilly（2009）进行的研究表明，经理们对领导行为的看法与向其报告的人不同。 Bass和Avolio（2004）指出，领导力在旁观者的眼中，领导行为等级代表了人们对领导者的看法（第9页）。了解员工护士对其与护士工作满意度相关的护士经理领导行为的看法将有助于改善员工护士的保留策略。磁铁识别计划是提高员工护士工作满意度和保留率的一种方法。磁铁识别计划（Magnet）认为护士长是实现卓越护理的关键（美国护士资格认证中心[ANCC]，未指定）。这项研究的样本人群是一家急诊医院的护士，他们申请了磁铁识别状态。这项相关研究的目的是描述员工护士对其护士经理领导行为的感知与员工两个方面的关系。护士工作满意度（对当前工作，薪水，晋升，监督和同事的工作满意度）和员工护士总体工作满意度以及员工护士工作满意度与员工护士总体工作满意度之间的关系护理医院申请磁体识别状态（Magnet status）。从理论上和经验上，离职的意图是实际营业额的直接先决条件。总体工作满意度和离职率成反比。 Brodke等。 （2009年）报道，总体工作满意度是离职意愿的最佳预测指标。许多研究检查了员工护士工作满意度的各个方面，但研究人员发现，很少有研究检查在申请磁体状态过程中与护士工作满意度和员工总体工作满意度有关的护士经理领导行为。

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    Bormann Lorraine B.;

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  • 年度 2011
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