Article Text
Abstract
Background Nurses’ turnover has remained a concern in the healthcare sector worldwide. Nurse managers should adopt appropriate leadership styles that promote a positive working environment. The literature revealed that effective leadership styles have lower turnover rates and higher job satisfaction among nurses in healthcare settings.
Aim This research aims to investigate whether a direct association exists between servant leadership and nurse turnover in public and private hospitals. While conventional leadership prioritises organisational success, servant leadership works on employee empowerment, growth and engagement, to secure success and trust among healthcare workers.
Method A quantitative, cross-sectional study has been performed among 400 nurses from private and public hospitals in the northern parts of Jordan. A self-administered written survey was administered to those nurses in their departments. Structural equation modeling (SEM) using was used to analyse the data.
Results Findings revealed that servant leadership had a negative direct impact on nurse turnover intention. Servant leadership prioritises employee empowerment of nurses in their workplaces.
Conclusion Healthcare agencies and healthcare professional organisations could use the study findings to understand better what influences nurses’ decisions and behaviours and what causes them to resign. Further findings of this study may assist nurse managers in developing appropriate retention strategies and reducing the likelihood of nurses resigning.
- leadership assessment
- nurse
- management
- improvement
Data availability statement
Data are available upon reasonable request.
Statistics from Altmetric.com
Data availability statement
Data are available upon reasonable request.
Footnotes
Contributors FTN, MNA and SAbualhuda contributed to the study’s conception and design. SAbualhuda collected data. SAzar performed data analysis. SAbualhuda and SAzar drafted the manuscript. FTN and MNA contributed to the study’s critical revision. MNA is the author and acting guarantor.
Funding The authors have not declared a specific grant for this research from any funding agency in the public, commercial or not-for-profit sectors.
Competing interests None declared.
Provenance and peer review Not commissioned; externally peer reviewed.