Healthcare Employees/Individual Contributors/Members/Adults
The purpose of this study was to validate the relationships among
transformational leadership behaviors, organizational commitment, job
satisfaction, and intent to leave the nursing profession.
A random sample of 750 advanced practice nurses (APN) in public health settings in a
southwestern state were selected (population = 6,571), of which 121 participated (16% response
rate). Respondents completed the Leadership Practices Inventory, Organizational Commitment
(Meyer & Allen, 2004), Job Satisfaction (Weiss et al. 1967), and a three-item Intent to Leave scale
created by the author. The typical respondent was a clinical nurse (92%), female (97%), between
50-59 years of age (53%), holding a master’s degree (62%).
Internal reliability coefficients for the five leadership practices were .72 for Modeling, .75 for
Challenging, .86 for both Encouraging and Enabling, and .88 for Inspiring. Exploratory factor
analysis with the LPI, organizational commitment and job satisfaction scales were found to be
unacceptable with this sample and so the author reformulated the scales; e.g., the author
constructed a single summed composite scale of the LPI items and labeled this measure
"The data revealed that leadership is the primary factor that contributes to promoting organizational
commitment, increasing job satisfaction, and retaining employment" (p. 99).