SACM - United Kingdom
Permanent URI for this collectionhttps://drepo.sdl.edu.sa/handle/20.500.14154/9667
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Item Restricted Exploring the impact of various leadership styles on nursing turnover in healthcare organisations: a systematic review(Saudi Digital Library, 2023-11-03) Almalki, Abdulmajeed Ali Saeed; Brown, Michael; Rainey, DeborahBackground: In healthcare, nurse managers utilise diverse leadership approaches, such as the transformational, passive-avoidant, transactional, situational, servant, laissez-faire, and compassionate styles, in order to develop nurses' competencies, relationships, culture, and values. Many studies have examined the implications of these leadership styles on nurses’ behaviour and experiences in various clinical settings. The relationship between these styles and nurse retention or turnover is complex because it depends on several factors including empowerment, fostering a positive work environment, effective communication, and continual support. Although current systematic reviews emphasise the effect of leadership styles on nurse competencies and patient outcomes, they do not explicitly reveal the influence of these styles on nurse retention and turnover. Aim: This study aims to determine the influence of nurse leadership styles on nurse retention and turnover. Methods: A systematic literature review was conducted using online databases such as CINAHL, MEDLINE, Cochrane Library, ERIC, and EMBASE, spanning September 2013 to 2023. The research question was formulated using the PEO model (Population, Exposure, Outcome) to ensure clarity and relevance. Relevant studies were examined, with measures taken to avoid redundancy. Specific eligibility criteria were used for study selection. Results: Eight articles met the inclusion criteria. These qualitative studies were carried out across a variety of countries and settings, to investigate the impact of leadership approaches on nurse retention and turnover. The articles exhibited minimal bias as assessed by the CASP checklist. A thematic analysis highlighted the importance of certain leadership characteristics for nurse managers. These characteristics included support, adept communication, respect, a visionary perspective, and proactive initiative. Such leadership styles improved nurse retention by encouraging competency development, innovation, adaptive change, and cultivating a positive atmosphere. Conversely, poor leadership practices diminished nurse satisfaction and increased their intention to leave clinical roles. Notably, transformational leadership was viewed favourably. Conclusion: Healthcare nurses’ commitment, retention, and satisfaction are directly impacted by leadership styles. This review underlined how specific attributes and qualities of leaders can significantly improve nurse dedication and morale. The most effective leadership style in relation to retention is transformational leadership, which fosters an environment that values creativity, inclusivity, and teamwork. These can be combined with other effective leader attributes, such as ethical leadership and spiritual leadership, to increase nurse retention and drastically reduce turnover. These findings can help inform related policy, clinical practice, education, and practice development to improve nurse retention and reduce turnover.18 0Item Restricted Exploring the Relationship between Employee Well-being and Turnover in the Hospitality Industry(Saudi Digital Library, 2023-11-06) Aloqab, Ghala; Ladkin, AdeleThis study aims to examine the concept of employee turnover in the context of the hospitality industry. It acknowledges that involuntary turnover is influenced by various factors, including the global recession, travel restrictions, fluctuating workloads, and economic instability. The literature review examines the relationship between employee well-being and turnover, with a focus on autonomy, work culture, and self-acceptance. The research adopts an inductive approach, employing an explanatory design and positivist philosophy. Quantitative research with a survey is employed, using a random data sampling technique for data collection through Google Forms. The data analysis chapter interprets survey responses within the hospitality sector, emphasising the impact of the COVID-19 pandemic. The discussion underscores high employee turnover rates (ranging from 60 to 125% annually) in the hospitality industry, attributing this to inflation's influence on the income brackets of global populations. The study concludes by highlighting factors affecting employee well-being and turnover in the hospitality industry, emphasising the need for improvement. It identifies challenges affecting the hospitality industry, turnover, and retention. Ultimately, the research serves as a comprehensive analysis of employee turnover in the hospitality sector, offering insights into well-being, job satisfaction, and industry challenges. The findings underscore the importance of addressing these issues for a more stable and prosperous industry.25 0Item Restricted A qualitative study on Employee Turnover Intentions in the Hotel Hospitality Industry in Saudi Arabia(2022-12-05) Almana, Lemma; Voskeritsian, HorenThis qualitative study looks at the factors that influence employee turnover intentions among 10 employees working in the hotel hospitality industry in the capital city of Saudi Arabia, Riyadh. Following a thorough literature review, research was conducted in the form of semi-structured interviews. The findings revealed that 90% of the participants from both hotels had intentions to leave the hotel they’re currently working in. Most common factors for employee turnover intentions were like studies previously conducted in the field and these factors are job scheduling, lack of prospects for career growth, and constrained training opportunities. According to this study, hotels should better understand their staff members' requirements while offering career guidance, and appropriate training programs should be implemented to improve career prospects.19 0