Assigment .Apa seven . All instructions attached.

1

PICO Question and Literature Review Abstract

Andresa Calvarho

Florida National University

Nursing Research and Evidence-Based Practice

Professor: Dr Nora Pupo

October 27, 2023

2

PICO Question and Literature Review Abstract

PICO Question

Among hospital staff nurses (P), how does transformational leadership style (I),

compared to other leadership styles (C) impact job satisfaction (O).

Literature Review Abstract

Staffing shortages and nurse turnover are among the common problems experienced in

healthcare today, which can be attributed to the increased job demands that expose nurses to

burnout and job dissatisfaction. Leadership plays an important role in influencing the

commitment and psychological wellness of employees, which can influence has they manage

psychological stress. Therefore, it is important to identify the leadership style that can be used

in healthcare to improve nurses’ job satisfaction reduce their intention to leave, and increase

their commitment.

Numerous studies have investigated to link between nurses’ job satisfaction and the

transformational style of leadership. In one of the studies reviewed, Quesado et al. (2022)

found that transformational leadership (TL) has a significant influence on nurses’ satisfaction.

The researchers conducted the study to establish how TL relates to the satisfaction of nurses

within their teams. They used a quantitative, cross-sectional study design and involved 95

nurses who were selected using snowball sampling. Data was collected using the Group

Satisfaction Scale and Global Transformational Leadership Scale and analyzed quantitatively

using SPSS 26. QDA Miner Lite 4 and conventional content analysis were used to analyze

qualitative data. The study findings associated nurse satisfaction with TL as well as length of

service. The authors concluded that TL is needed in today’s healthcare settings.

In another study, Labrague et al. (2020) investigated how transformational leadership

and toxic practices influence the satisfaction of nurses with their jobs, turnover intentions,

absenteeism, and psychological stress. The researchers used a cross-sectional study design.

3

The study sample included 770 registered nurses in the Philippines. The researchers collected

self-reported data from the participants using seven self-reported scales. The findings

indicated that TL lead to greater job satisfaction and lower turnover intentions compared to

toxic leadership. The authors concluded that TL can be used to foster nurse retention through

training, education, and professional development.

The findings are supported by the findings of Asif et al. (2019), who investigated the

role of structural empowerment and job satisfaction in the association between TL and

quality of care and adverse patient outcomes. The researchers adopted a cross-sectional study

design, where 600 nurses working in 17 Pakistan public hospitals selected through random

sampling. The researchers used a survey questionnaire to collect the data, where 386 nurses

completed the study. AMOS version 25.0 and SPSS were used in the data analysis. The

findings indicated that TL was positively associated with job satisfaction, structural

empowerment, and quality of care. The authors concluded that top managers in healthcare

organizations can adopt TL behaviors to support their followers to achieve better outcomes

and improve care quality.

Conclusion

The evidence-based findings indicate that TL can be used to improve job satisfaction

among nurses. The evidence can be used promote nursing practice by encouraging the

development of TL behaviors among nurse leaders and managers. Future studies can provide

more evidence by examining the relationship between TL and nurse satisfaction and the

impact of mediating factors that influence the relationship. Nurse managers and leaders

should be encouraged to develop skills and knowledge on TL practices to improve nurse

satisfaction and subsequently improve the quality of care and patient outcomes. Nurses are

likely to deliver better care when they are satisfied with and committed to their work.

4

References

Asif, M., Jameel, A., Hussain, A., Hwang, J., & Sahito, N. (2019). Linking transformational

leadership with nurse-assessed adverse patient outcomes and the quality of care:

Assessing the role of job satisfaction and structural empowerment. International

Journal of Environmental Research and Public Health, 16(13), 2381.

https://doi.org/10.3390/ijerph16132381

Labrague, L. J., Nwafor, C. E., & Tsaras, K. (2020). Influence of toxic and transformational

leadership practices on nurses' job satisfaction, job stress, absenteeism and turnover

intention: A cross‐sectional study. Journal of Nursing Management, 28(5), 1104-

1113. https://doi.org/10.1111/jonm.13053

Quesado, A. J., Estanqueiro, M., Melo, M. B., & de Jesus Oliveira, I. (2022).

Transformational leadership and nurses’ satisfaction with their team: A cross-

sectional study. Nursing Practice Today, 9(3), 243-250.

https://doi.org/10.18502/npt.v9i3.10226

1

PICO Question and Literature Review Abstract

Andresa Calvarho

Florida National University

Nursing Research and Evidence-Based Practice

Professor: Dr Nora Pupo

October 27, 2023

2

PICO Question and Literature Review Abstract

PICO Question

Among hospital staff nurses (P), how does transformational leadership style (I),

compared to other leadership styles (C) impact job satisfaction (O).

Literature Review Abstract

Staffing shortages and nurse turnover are among the common problems experienced in

healthcare today, which can be attributed to the increased job demands that expose nurses to

burnout and job dissatisfaction. Leadership plays an important role in influencing the

commitment and psychological wellness of employees, which can influence has they manage

psychological stress. Therefore, it is important to identify the leadership style that can be used

in healthcare to improve nurses’ job satisfaction reduce their intention to leave, and increase

their commitment.

Numerous studies have investigated to link between nurses’ job satisfaction and the

transformational style of leadership. In one of the studies reviewed, Quesado et al. (2022)

found that transformational leadership (TL) has a significant influence on nurses’ satisfaction.

The researchers conducted the study to establish how TL relates to the satisfaction of nurses

within their teams. They used a quantitative, cross-sectional study design and involved 95

nurses who were selected using snowball sampling. Data was collected using the Group

Satisfaction Scale and Global Transformational Leadership Scale and analyzed quantitatively

using SPSS 26. QDA Miner Lite 4 and conventional content analysis were used to analyze

qualitative data. The study findings associated nurse satisfaction with TL as well as length of

service. The authors concluded that TL is needed in today’s healthcare settings.

In another study, Labrague et al. (2020) investigated how transformational leadership

and toxic practices influence the satisfaction of nurses with their jobs, turnover intentions,

absenteeism, and psychological stress. The researchers used a cross-sectional study design.

3

The study sample included 770 registered nurses in the Philippines. The researchers collected

self-reported data from the participants using seven self-reported scales. The findings

indicated that TL lead to greater job satisfaction and lower turnover intentions compared to

toxic leadership. The authors concluded that TL can be used to foster nurse retention through

training, education, and professional development.

The findings are supported by the findings of Asif et al. (2019), who investigated the

role of structural empowerment and job satisfaction in the association between TL and

quality of care and adverse patient outcomes. The researchers adopted a cross-sectional study

design, where 600 nurses working in 17 Pakistan public hospitals selected through random

sampling. The researchers used a survey questionnaire to collect the data, where 386 nurses

completed the study. AMOS version 25.0 and SPSS were used in the data analysis. The

findings indicated that TL was positively associated with job satisfaction, structural

empowerment, and quality of care. The authors concluded that top managers in healthcare

organizations can adopt TL behaviors to support their followers to achieve better outcomes

and improve care quality.

Conclusion

The evidence-based findings indicate that TL can be used to improve job satisfaction

among nurses. The evidence can be used promote nursing practice by encouraging the

development of TL behaviors among nurse leaders and managers. Future studies can provide

more evidence by examining the relationship between TL and nurse satisfaction and the

impact of mediating factors that influence the relationship. Nurse managers and leaders

should be encouraged to develop skills and knowledge on TL practices to improve nurse

satisfaction and subsequently improve the quality of care and patient outcomes. Nurses are

likely to deliver better care when they are satisfied with and committed to their work.

4

References

Asif, M., Jameel, A., Hussain, A., Hwang, J., & Sahito, N. (2019). Linking transformational

leadership with nurse-assessed adverse patient outcomes and the quality of care:

Assessing the role of job satisfaction and structural empowerment. International

Journal of Environmental Research and Public Health, 16(13), 2381.

https://doi.org/10.3390/ijerph16132381

Labrague, L. J., Nwafor, C. E., & Tsaras, K. (2020). Influence of toxic and transformational

leadership practices on nurses' job satisfaction, job stress, absenteeism and turnover

intention: A cross‐sectional study. Journal of Nursing Management, 28(5), 1104-

1113. https://doi.org/10.1111/jonm.13053

Quesado, A. J., Estanqueiro, M., Melo, M. B., & de Jesus Oliveira, I. (2022).

Transformational leadership and nurses’ satisfaction with their team: A cross-

sectional study. Nursing Practice Today, 9(3), 243-250.

https://doi.org/10.18502/npt.v9i3.10226