Healthcare Employees/Individual Contributors/Members/Adults
The purpose of the study was to examine the relationship between medical surgical RN intention to stay in nursing and the perceived level of job satisfaction, and the mediating effect of caring leadership practices on the interaction between RN intention to stay in nursing and RN job satisfaction.
The medical-surgical RN participants were selected from five medical-surgical units in a
Phoenix, AZ hospital. A total of 139 surveys were distributed to the RNs who volunteered to
participate, with 65 returned (response rate = 47%). Most participants were females (92%),
between 20-to-60 years of age (64%). Twenty-nine percent had an associate degree, 66 percent
had a bachelor degree; most had between 1-5 years of nursing experience (37%), with another 31
percent having 6-10 years of experience. In addition to the Leadership Practices Inventory
(Observer), they completed the Mueller/McCloskey Satisfaction Scale (Mueller & McCloskey,
1990), and a single item response about their intention to stay. The LPI subscales of Model,
Enable, and Encourage were used to compute a measure of “caring leadership practices”
(McDowell & Williams, 2015).
The most frequently used leadership practice by their managers was Enable, followed by Model
and Encourage, and then Inspire and Challenge. Intention to stay was singficantly correlated
with caring leadership, as well as Model, Inspire, Challenge, and Encourage. The results of a
multi-step regression model showed significant moderate positive correlation between overall
RN job satisfaction and intention to stay in nursing, a significant positive strong correlation
between overall caring leadership practices and RN job satisfaction, and a significant moderate
positive correlation between overall caring leadership practices and intention to stay in nursing.
The final step of the regression analysis indicated a significant moderate positive correlation with
overall RN job satisfaction and overall caring leadership practices predicting intention to stay in
nursing. The author notes: “The study results confirmed prior research findings that suggested
that leadership practices were important factors that affect nurse job satisfaction and intention to
stay in nursing (Osuji et al., 2014, Shacklock & Brunetto, 2011)” (p. 108).