The Relationship Among Leadership Styles of Nurse Managers, Job Satisfaction, Organizational Commitment, and Turnover Intention.
10.4040/jkan.2002.32.6.812
- Author:
Na Sun HA
1
;
Jung CHOI
Author Information
1. Department of Nursing, Seoul College, Korea.
- Publication Type:Original Article
- Keywords:
Nurse manager;
Transformational leadership;
Transactional leadership;
Job satisfaction;
Organizational commitment;
Turnover intention
- MeSH:
Hospitals, General;
Humans;
Intention*;
Job Satisfaction*;
Leadership*;
Nurse Administrators*;
Nursing, Supervisory;
Surveys and Questionnaires;
Seoul;
Statistics as Topic
- From:
Journal of Korean Academy of Nursing
2002;32(6):812-822
- CountryRepublic of Korea
- Language:Korean
-
Abstract:
PURPOSE: The Purpose of this study was to identify the relationship among leadership style of nurse managers, job satisfaction, organizational commitment, and turnover intention. METHOD: The subjects were 468 nurses and 19 head nurses who were working at the 3 general hospitals in seoul. The data were collected from July 6 to September 14, 2001 by the structured questionnaires. For data analysis, descriptive statistics, ANOVA, Pearson correlation coefficient, and stepwise multiple regression with SAS package were used. RESULT: 1) The score of the nurse managers' transformational leadership perceived by surbodinates' were higher than that of the nurse managers' transactional leadership. Among 5 subdimensions of the leadership styles perceived by surbodinates', the scores of 'charisma' and 'intellectual stimulation' were highest and 'management by exception' were lowest. 2) 'Charisma', 'intellectual stimulation', 'individual consideration' and 'contingent reward' were positively related to all of variables except 'turnover intention'. 'Management by exception' was negatively related to all of variables and was positively related to 'turnover intention'. 3) 'Job satisfaction' was positively related to 'organizational commitment' and 'Job satisfaction', 'organizational commitment' were negatively related to 'turnover intention'. 4) As a result of stepwise multiple regression analysis, the key determinants of 'turnover intention' were 'organizational commitment' and this explained 44.4% of the total variance of it.
