Relationship between different leadership styles of nursing managers and nurses’ turnover intention in hospitals: an integrative review
Objective: To synthesize the current evidence on the relationship between different management leadership styles and nurses’ turnover intentions in hospital settings. Background: A shortage of nurses is a common problem in healthcare institutions in many countries. In this context, retaining nurses...
| Autores: | , , , |
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| Tipo de recurso: | artículo |
| Estado: | Versión publicada |
| Fecha de publicación: | 2025 |
| País: | España |
| Institución: | Varias* (Consorci de Biblioteques Universitáries de Catalunya, Centre de Serveis Científics i Acadèmics de Catalunya) |
| Repositorio: | Recercat. Dipósit de la Recerca de Catalunya |
| OAI Identifier: | oai:recercat.cat:10459.1/468552 |
| Acceso en línea: | https://doi.org/10.1186/s12912-025-03573-0 https://hdl.handle.net/10459.1/468552 http://hdl.handle.net/10459.1/468552 |
| Access Level: | acceso abierto |
| Palabra clave: | Intention to leave Leadership Nursing staff hospital Management styles Nursing turnover |
| Sumario: | Objective: To synthesize the current evidence on the relationship between different management leadership styles and nurses’ turnover intentions in hospital settings. Background: A shortage of nurses is a common problem in healthcare institutions in many countries. In this context, retaining nurses has become a critical priority for healthcare organizations. Methods: An integrative review was conducted. A comprehensive search strategy was implemented to retrieve articles from PubMed, Web of Science, CINAHL and the Cochrane Central Register of Controlled Trials. Articles were screened and evaluated using a pre-determined eligibility criteria and a quality assessment process. Results: Out of 237 articles screened, 17 studies met the inclusion criteria. Sixteen management leadership styles were identified, five of which transformational, ethical, inclusive, servant and authentic- were found to have a negative influence on nurses’ turnover, and four were associated with a positive impact. We identified fourteen different instruments for measuring turnover intention. Conclusions: Healthcare managers should encourage the adoption of effective leadership styles to enhance nurse retention and embed this approach within the organizational culture of the healthcare facilities. Clinical trial number: Not applicable |
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