A time-lagged analysis of the effect of authentic leadership on workplace bullying, burnout, and occupational turnover intentions

Destructive interpersonal experiences at work result in negative feelings among employees and negative work outcomes. Understanding the mechanisms through which bullying can lead to burnout and subsequent turnover is important for preventing and managing this problem. Leaders play a key role in shaping positive work environments by discouraging negative interpersonal experiences and behaviours. The aim of this study is twofold. Specifically we aim to examine the relationship between authentic leadership and new graduate nurses experiences of workplace bullying and burnout over a 1-year timeframe in Canadian healthcare settings. Furthermore we aim to examine the process from workplace bullying to subsequent burnout dimensions, and to job and career turnover intentions. Results of structural equation models on new graduate nurses working in acute care settings in Ontario (N = 205) provide support for the hypothesized model linking supervisor's authentic leadership, subsequent work-related bullying, and burnout, and these in turn to job and career turnover intentions. Thus, the more leaders were perceived to be authentic the less likely nurses’ were to experience subsequent work-related bullying and burnout and to want to leave their job and profession. The results highlight the important role of leadership in preventing negative employee and organizational outcomes

The protective role of self-efficacy against workplace incivility and burnout in nursing: A time-lagged study

Background: Incivility has negative consequences in the workplace and remains a prevalent issue in nursing. Research has consistently linked incivility to nurse burnout and, in turn, to poor mental health and turnover intentions. To retain high quality nurses it is important to understand what factors might protect nurses from the negative effects of workplace mistreatment. Purpose: This study investigated the role of relational occupational coping self-efficacy in protecting nurses from workplace incivility and related burnout and turnover intentions. Methodology: A two-wave national sample of 596 Canadian nurses completed mail surveys both at Time 1 and one year later at Time 2. Structural equation modeling was used to test the hypothesized model. Results: The model showed a good fit and most of the hypothesized paths were significant. Overall, the results supported the hypothesized protective effect of relational occupational coping self-efficacy against incivility and later burnout, mental health, and turnover intentions. Conclusion: Relational occupational coping self-efficacy is an important protective factor against negative work behavior. Practice Implications: Organizations should provide nurses with opportunities to build their coping strategies for managing job demands and difficult interpersonal interactions. Similarly, providing exposure to effective role models and providing meaningful verbal encouragement are other sources of efficacy information for building nurses’ relational coping self-efficacy

P12. The Influence of Leader-Member Exchange and Structural Empowerment on Nurses Perception of Patient Safety Climate

Background: Reports have illustrated the lack of supportive and inclusive work environments is a causative factor of health related absences and nursing attrition. This has been reported to lead to increased risk to nurses’ safety, patients’ safety and poorer patient outcomes. Methods: The purpose of this study is to examine the impact of the four dimensions of Leader-Member Exchange (LMX) (contribution, affect, loyalty, and professional respect) of nurse managers and access to the four structures of structural empowerment (SE) (support, opportunity, resources, and information) on nurses’ perceptions of patient safety climate (PSC). A cross-sectional survey is conducted using a random sample of 230 nurses across Ontario in acute care settings. Leader-Member Exchange-MDM, Conditions for Work Effectiveness Questionnaire-II, and Patient Safety Climate Questionnaire are used to measure study variables. Results: No specific research has examined the influence of LMX, and structural empowerment, on patient safety climate. This research proposal will meet the needs of the gap identified within the literature. Currently data is collected and waiting for analysis. Discussion & Conclusion: This study may uncover some of the processes by which each of these variables influences the next. Interdisciplinary Reflection: This study targets nursing leaders in front-line managerial positions, possibly increasing their awareness of SE allowing them to develop a more positive working environment on their unit that will lead to increased productivity and increased patient safety. Middle and upper management will be interested in these findings to examine positive influences to LMX and developing strategies and training to be provided to front-line managers to enhance a PSC

Effect of Empowerment on Professional Practice Environments, Work Satisfaction, and Patient Care Quality: Further Testing the Nursing Worklife Model

The purpose of this study was to test Leiter and Laschinger\u27s Nursing Worklife Model linking structural empowerment to Lake\u27s 5-factor professional practice work environment model and work quality outcomes. A predictive, nonexperimental design was used to test the model in a random sample of 234 staff nurses. The analysis revealed that professional practice environment characteristics mediated the relationship between structurally empowering work conditions and both job satisfaction and nurse-assessed patient care quality

Linking nurses' perceptions of patient care quality to job satisfaction:The role of authentic leadership and empowering professional practice environments

OBJECTIVES: A model linking authentic leadership, structural empowerment, and supportive professional practice environments to nurses' perceptions of patient care quality and job satisfaction was tested. BACKGROUND: Positive work environment characteristics are important for nurses' perceptions of patient care quality and job satisfaction (significant factors for retention). Few studies have examined the mechanism by which these characteristics operate to influence perceptions of patient care quality or job satisfaction. METHODS: A cross-sectional provincial survey of 723 Canadian nurses was used to test the hypothesized models using structural equation modeling. RESULTS: The model was an acceptable fit and all paths were significant. Authentic leadership had a positive effect on structural empowerment, which had a positive effect on perceived support for professional practice and a negative effect on nurses' perceptions that inadequate unit staffing prevented them from providing high-quality patient care. These workplace conditions predicted job satisfaction. CONCLUSION: Authentic leaders play an important role in creating empowering professional practice environments that foster high-quality care and job satisfaction

Situational and Dispositional Predictors of Nurse Manager Burnout: A time-lagged Analysis

Background: Burnout among nurses is a serious condition that threatens their own health and that of their patients. In current health care settings, nurses are particularly at risk for burnout given the increased patient acuity and the worsening nursing shortage. Aim: This study examined the influence of effort-reward imbalance, a situational variable, and core self-evaluation, a dispositional variable, on nurse managers\u27 burnout levels over a 1-year period. Methods: A predictive longitudinal survey design was used to examine the relationships described in the model. One hundred and thirty-four nurse managers responded to a mail survey at two points in time. Results: As hypothesized, both personal and situational factors influenced nurse manager burnout over a 1-year time frame. Although burnout levels at Time 1 accounted for significant variance in emotional exhaustion levels 1 year later (β = 0.355), nurses\u27 effort-reward imbalance (β = 0.371) and core self-evaluations (β = −0.166) explained significant additional amounts of variance in burnout 1 year later. Conclusion: Both personal and situational factors contribute to nurse manager burnout over time. Implications for nursing management: Managers must consider personal and contextual factors when creating work environments that prevent burnout and foster positive health among nurses at work

The Influence of Personal Dispositional Factors and Organizational Resources on Workplace Violence, Burnout, and Health Outcomes in New Graduate Nurses: A Cross-sectional Study

Background The alarmingly high rate of illness-related absenteeism among nurses and recent reports of workplace violence and burnout are problematic for both the current workforce shortage and the recruitment and retention of new nurses. Objectives To test a model derived from Leiter and Maslach\u27s (2004) Six Areas of Worklife Model linking workplace factors (six areas of worklife, experiences of bullying and burnout) and a personal dispositional factor (psychological capital) to new graduates mental and physical health in their first year of practice. Methods A cross-sectional survey design was utilized to survey 165 Ontario nurses with one year or less experience in nursing. Participants completed measures of nurses’ work environment quality, psychological capital, bullying exposure, burnout, and physical and mental health. Structural equation modelling was used to test the hypothesized model. Results The fit indices suggested a reasonably adequate fit of the data to the hypothesized model (χ2 = 27.75, df = 12, CFI = .97, IFI = .97, RMSEA = .09), however an additional direct path from psychological capital to emotional exhaustion substantially improved the model fit (χ2 = 17.94, df = 11, CFI = .99, IFI = .99, RMSEA = .06). Increased psychological capital positively influenced nurses’ perceived person-job fit, which in turn was negatively related to bullying exposure and emotional exhaustion, and ultimately influenced their physical and mental health. Conclusions The findings suggest that psychological capital and perceived person-job fit are key variables in new graduate nurses’ worklife, which may contribute to decreased nurses’ burnout and increased physical and mental well-being. The results support an expanded conceptualization of the Areas of Worklife Model

Developing leadership practices in hospital-based nurse educators in an online learning community.

Hospital-based nurse educators are in a prime position to mentor future nurse leaders; however, they need to first develop their own leadership practices. The goal was to establish a learning community where hospital-based nurse educators could develop their own nursing leadership practices within an online environment that included teaching, cognitive, and social presence. Using a pretest/posttest-only nonexperimental design, 35 nurse educators from three Canadian provinces engaged in a 12-week online learning community via a wiki where they learned about exemplary leadership practices and then shared stories about their own leadership practices. Nurse educators significantly increased their own perceived leadership practices after participation in the online community, and teaching, cognitive, and social presence was determined to be present in the online community. It was concluded that leadership development can be enhanced in an online learning community using a structured curriculum, multimedia presentations, and the sharing and analysis of leadership stories. Educators who participated should now be better equipped to role model exemplary leadership practices and mentor our nurse leaders of the future