How Transformational Leadership Influences Work Engagement Among Nurses: Does Person–Job Fit Matter?

Enwereuzor, Ibeawuchi K.; Ugwu, Lawrence E.; Eze, Onyinyechi A.

doi:10.1177/0193945916682449

Cited by 58 publications

(68 citation statements)

References 52 publications

(74 reference statements)

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“…[4,21] Several studies showed that although engagement is important, new graduates place an added emphasis on empowerment in the workplace. [11,[22][23][24] Exploring cultural diversity factors impacting work engagement in Saudi Arabia is essential. In order to promote effective and efficient work engagement in a culturally diverse workforce, nurse leaders must explore the concept and its impact.…”

Section: Literature Reviewmentioning

confidence: 99%

Cultural diversity and work engagement in nursing: A qualitative case study analysis

Zakari

Hamadi

Audi

2019

JHA

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Objective: This study highlights the importance of understanding the impact of cultural diversity on work engagement in Saudi Arabia. Nurse leaders are appointed the challenging task of maintaining and promoting state-of-the art, work engagement efforts within hospitals that differ in structure, ownership, the various generations of nurses and their cultural diversity.Methods: The study utilized an inductive, interpretive, and explanatory multiple case study interview design of 16 nurses across 8 hospitals in Saudi Arabia.Results: We identified three main themes: family values and background, diverse personal culture and perceived organizational microclimate.Conclusions: This study showed that cultural differences between Saudi and expatriates nurses had an impact on work engagement. These findings are generalizable to other countries that rely heavily on immigrant nurse workers to fill the shortage. The findings from this study will create awareness of cultural interaction among nurses and its impact on nursing practice as the country transitions through a women empowerment movement while attaining Saudi’s “Vision 2030”.

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Section: Literature Reviewmentioning

confidence: 99%

Cultural diversity and work engagement in nursing: A qualitative case study analysis

Zakari

Hamadi

Audi

2019

JHA

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“…SWOT stands for Strengths, Weaknesses, Opportunities, and Threats. [26] The best results of a SWOT analysis are achieved with a group of people holding various perspectives and stakes in accomplishing the goal. [26] MCs can be described as just that.…”

Section: Awarenessmentioning

confidence: 99%

Bedside clinicians retain nurses through turnover analysis and best practices

Hawthorne-Spears¹,

Shepherd²

2019

JNEP

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The nursing shortage is projected to grow to well over 500,000 by 2020. Health care organizations are faced with increasing vacancies, mandating that strategic initiatives be developed to address the imperative of retaining their registered nurses (RNs). The implications for reducing RN turnover include improved safety and quality outcomes for patients. RN turnover also has financial implications. The average annual hospital cost of RN turnover is between $5.2 and $8.1 million dollars. Houston Methodist Hospital in the Texas Medical Center is a large, 1,200-bed metropolitan facility that employs over 3,000 nurses. By using shared governance to engage bedside clinicians and the ADKAR change model, nurse leaders were able to reduce organizational RN turnover from 16.39% to 10.57%, outperforming the national average and the American Nurses Credentialing Center’s benchmark for Magnet facilities with greater than or equal to 700 beds. This article will discuss the role of nurse leaders in creating a culture of retention, methods that were implemented at Houston Methodist Hospital to engage and empower beside clinicians to assume a lead role in reducing RN turnover, and the best practices discovered and implemented by bedside clinicians to improve RN turnover.

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“…Magnet® designation as a structural model to support effective leadership and an engaged nursing workforce [2,3,36].…”

Section: Implications For Managementmentioning

confidence: 99%

“…An engaged nursing workforce is vital to patient-centered care, employee, and organizational outcomes in hospitals [1,2,3]. Research has indicated that engaged employees are an asset to healthcare systems as evidenced by positive outcomes such as job satisfaction, retention, productivity, quality patient-centered care, and fiscal returns [3,4,5,6].…”

Section: Introductionmentioning

confidence: 99%

Impact of Bullying on RN Engagement in Hospitals

Fountain¹

2017

POJ Nurs Prac Res

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This study examines the effects of bullying on Work Engagement (WE) in hospital-based registered nurses (RNs). Background: Empirical literature suggests that workplace bullying limits optimal levels of employee engagement. Little is known of the extent to which bullied RNs are engaged. Methods: A descriptive correlational survey of 500 nurses across US hospitals was conducted to examine the proposed theoretical model using the Workplace Bullying Inventory and Utrecht Work Engagement Scale. Results: Nationally, 30.5% of nurses reported that they were bullied over the prior 12 months. Attacks on work roles and tasks, bullying acts, were found to have the largest effect on WE (r =-.285, p = .000) in bivariate analysis. Conclusions: Bullying acts were associated with low levels of WE. This study provides leaders with evidence to facilitate positive factors that minimize the effects of bullying and drive employee engagement.

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How Transformational Leadership Influences Work Engagement Among Nurses: Does Person–Job Fit Matter?

Cited by 58 publications

References 52 publications

Cultural diversity and work engagement in nursing: A qualitative case study analysis

Cultural diversity and work engagement in nursing: A qualitative case study analysis

Bedside clinicians retain nurses through turnover analysis and best practices

Impact of Bullying on RN Engagement in Hospitals

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