Toxic Leadership Behaviour of Nurse Managers on Perceived Job Satisfaction and Productivity of Nursing Workforce in Sub-Saharan Ghana: A multi-centre cross-sectional study

This study aimed at assessing the nature and effect of toxic leadership of nurse managers on the perceived job satisfaction and productivity of the nursing workforce.

BACKGROUND

Nursing job outcomes such as job satisfaction and nurses' productivity are influenced by various factors in the nursing practice environment including leadership. Due to rising healthcare expenses and depleting material resources, the productivity of nurses which is expected to improve the efficiency of healthcare organizations is mostly low. Managers' toxic behaviour toward nurses affects their job satisfaction and subsequently low productivity.

METHOD

A multi-centre, cross-sectional descriptive design was used. Validated tools were used to collect data from participants and data was analyzed using descriptive, correlation, and hierarchical linear regressions.

RESULTS

Registered nurses appraised the leadership behaviour of nurse managers to be toxic, with most managers exhibiting narcissistic leadership behaviour. While all components of toxic leadership behaviour of managers were associated with the perceived productivity of the nurses; intemperate leadership behaviour of the managers (β = -.301, p <.005), and job satisfaction (β = .296, p < .001) significantly predicted perceived productivity among nurses (R² = .238, F _{(7, 922)} = 41.088, p< .001).

CONCLUSION

Nurse managers' leadership behaviours were toxic. Nurses' job satisfaction and all components of managers' toxic leadership behaviour influenced productivity.

IMPLICATIONS FOR NURSING MANAGEMENT

There should be a policy developed to guide the creation and maintenance of efficient nursing leadership to enhance job satisfaction and productivity among nurses.

A comparative study of PhD and DNP nurses in an integrated health care system

BACKGROUND

A vast literature exists on doctorally-prepared RNs in academia, but little is known about those in practice settings.

PURPOSE

The purpose of this study was to explore demographic, educational, and employment characteristics, as well as practice patterns and professional accomplishments of doctorally-prepared RNs in one practice setting.

METHODS

Survey of approximately 100 doctorally-prepared RNs in an integrated health system were surveyed.

DISCUSSION

Doctors of Nursing Practice (DNPs) outnumber PhDs three to one in the institution. Several statistically significant differences exist between them: DNPs are younger and most likely hold advanced practice nursing positions; PhDs are 10 years older and more likely hold administrative or leadership positions. Little evidence exists that neither nurses nor administrators understand the skills and knowledge that doctorally-prepared RNs bring to the organization. This is particularly true for DNPs who predominantly hold clinical positions also held by master's-prepared RNs.

CONCLUSION

Advocates for continued growth of DNPs in academia and practice should partner more closely to clarify the skills and talents that doctorally-prepared nurses bring to clinical settings.

The structure of nursing: a national examination of titles and practice profiles

AIM

To identify the practice patterns of the Australian registered nurse workforce according to position title and to map these disparate titles across all jurisdictions of the country.

INTRODUCTION

Effective nursing workforce planning can contribute to improved patient care and increased effectiveness and efficiency of healthcare systems.

BACKGROUND

The prevailing approach to nursing workforce planning focuses on number of nursing staff needed in relation to the number of patients. The level of expertise and skill mix of registered nurses as a variable in workforce planning is rarely considered.

METHODS

A national cross-sectional electronic survey of registered nurses in Australia was conducted using the validated Advanced Practice Role Delineation tool developed from the Strong Model of Advanced Practice. The study involved a sample of 5599 registered nurses.

RESULTS

Sixty-six nursing position titles nationally were mapped using cluster analysis technique and gave rise to seven clusters of equivalent Australian jurisdictional nursing position titles and practice profiles.

DISCUSSION

Effective workforce policy and planning is reliant upon access to reliable evidence. This research is an international first in that it has provided comprehensive knowledge of the clinical level and practice profiles of a national nursing workforce.

IMPLICATIONS FOR NURSING POLICY

Effective, patient-centred workforce planning must consider both the numerical and expertise mix of a nursing workforce. This research provides Australian health service and policy planners with evidence-base knowledge of the nursing workforce. Internationally, this research establishes a platform from which to develop validated tools and established processes to support replication of this research.