Fatmah Fallatah1, Heather K S Laschinger2, Emily A Read3. 1. Arthur and Sonia Labatt Family School of Nursing, The University of Western Ontario, London, Ontario, Canada. Electronic address: ffallata@uwo.ca. 2. Arthur Labatt Nursing Research Chair in Health Human Resource Optimization, Arthur and Sonia Labatt Family School of Nursing, The University of Western Ontario, London, Ontario, Canada. 3. Arthur and Sonia Labatt Family School of Nursing, The University of Western Ontario, London, Ontario, Canada.
Abstract
BACKGROUND: Nurses' turnover has a costly impact on organizations, patients, and nurses. Numerous studies have highlighted the critical role of nursing leadership in enhancing new nurses' retention. PURPOSE: To examine the influence of authentic leadership on new nurses' job turnover intentions through their personal identification with the leader, organizational identification, and occupational coping self-efficacy. METHODS: Secondary data analysis of a cross-sectional national study of Canadian new graduate nurses was conducted using structural equation modeling. FINDINGS: Authentic leadership had a significant positive effect on nurses' personal identification with their leader and their organization. Personal identification mediated the relationship between authentic leadership and organizational identification. Organizational identification had a significant positive effect on occupational coping self-efficacy, which, in turn, had a negative effect on new graduate nurses' job turnover intentions. DISCUSSION: The findings demonstrate the vital role authentic leadership plays in retaining new graduate nurses. Authentic leaders foster personal and organizational identification among new graduate nurses, leading to increase in the confidence in their ability to manage work-related challenges, which subsequently results in positive outcomes in both new graduate nurses and the organization.
BACKGROUND: Nurses' turnover has a costly impact on organizations, patients, and nurses. Numerous studies have highlighted the critical role of nursing leadership in enhancing new nurses' retention. PURPOSE: To examine the influence of authentic leadership on new nurses' job turnover intentions through their personal identification with the leader, organizational identification, and occupational coping self-efficacy. METHODS: Secondary data analysis of a cross-sectional national study of Canadian new graduate nurses was conducted using structural equation modeling. FINDINGS: Authentic leadership had a significant positive effect on nurses' personal identification with their leader and their organization. Personal identification mediated the relationship between authentic leadership and organizational identification. Organizational identification had a significant positive effect on occupational coping self-efficacy, which, in turn, had a negative effect on new graduate nurses' job turnover intentions. DISCUSSION: The findings demonstrate the vital role authentic leadership plays in retaining new graduate nurses. Authentic leaders foster personal and organizational identification among new graduate nurses, leading to increase in the confidence in their ability to manage work-related challenges, which subsequently results in positive outcomes in both new graduate nurses and the organization.
Authors: Rupkatha Bardhan; Karen Heaton; Melissa Davis; Peter Chen; Dale A Dickinson; Claudiu T Lungu Journal: Int J Environ Res Public Health Date: 2019-09-04 Impact factor: 3.390
Authors: Mariusz Jaworski; Mariusz Panczyk; Anna Leńczuk-Gruba; Agnieszka Nowacka; Joanna Gotlib Journal: Int J Environ Res Public Health Date: 2022-02-10 Impact factor: 3.390