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Exploring the impact of nursing home managers' leadership on staff job satisfaction, health and intention to leave in nursing homes
Umeå University, Faculty of Medicine, Department of Nursing.ORCID iD: 0000-0002-3408-2900
Umeå University, Faculty of Medicine, Department of Epidemiology and Global Health.
Umeå University, Faculty of Medicine, Department of Community Medicine and Rehabilitation. Umeå University, Faculty of Medicine, Wallenberg Centre for Molecular Medicine at Umeå University (WCMM). Wallenberg Centre for Molecular Medicine in Umeå, Umeå, Sweden.ORCID iD: 0000-0002-5271-4780
Umeå University, Faculty of Medicine, Department of Nursing.ORCID iD: 0000-0003-1709-3306
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2023 (English)In: Journal of Clinical Nursing, ISSN 0962-1067, E-ISSN 1365-2702, Vol. 32, no 19-20, p. 7227-7237Article in journal (Refereed) Published
Abstract [en]

Aims and Objectives: To explore the impact of nursing home leadership and staffing characteristics on staff job satisfaction, health and intention to leave.

Background: The number of older people has outpaced growth in the nursing home workforce worldwide. Identifying predictors with the potential to positively impact staff job satisfaction, health and intentions to leave are important. Leadership of the nursing home manager can be one such predictor.

Design: Cross-sectional design.

Methods: A sample of 2985 direct care staff in 190 nursing homes in 43 randomly selected municipalities in Sweden completed surveys on leadership, job satisfaction, self-rated health and intention to leave (response rate 52%). Descriptive statistics and Generalised Estimating Equations were conducted. The STROBE reporting checklist was applied.

Results: Nursing home managers' leadership was positively related to job satisfaction, self-rated health and low intention to leave. Lower staff educational levels were related to poorer health and lower job satisfaction.

Conclusions: Nursing home leadership plays a significant role in the job satisfaction, self-reported health and intention to leave of direct care staff. Low education levels among staff seem to negatively influence staff health and job satisfaction, suggesting that educational initiatives for less-educated staff could be beneficial for improving staff health and job satisfaction.

Relevance to clinical practice: Managers seeking to improve staff job satisfaction can consider how they support, coach and provide feedback. Recognising staff achievement at work can contribute to high job satisfaction. One important implication for managers is to offer continuing education to staff with lower or no education, given the large amount of uneducated direct care workers in aged care and the impact this may have on staff job satisfaction and health.

No patient or public contribution: No patient or public contribution was required to outcome measures in this study. Direct care staff and managers contributed with data.

Place, publisher, year, edition, pages
John Wiley & Sons, 2023. Vol. 32, no 19-20, p. 7227-7237
Keywords [en]
health, intention to leave, job satisfaction, leadership, management
National Category
Nursing
Identifiers
URN: urn:nbn:se:umu:diva-210214DOI: 10.1111/jocn.16781ISI: 001002196400001Scopus ID: 2-s2.0-85161607763OAI: oai:DiVA.org:umu-210214DiVA, id: diva2:1776076
Funder
Forte, Swedish Research Council for Health, Working Life and Welfare, 2014-4016Swedish Research Council, 521-2014-2715Available from: 2023-06-27 Created: 2023-06-27 Last updated: 2023-12-21Bibliographically approved

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Backman, Annica C.Lindkvist, MarieLövheim, HugoSjögren, Karin

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Backman, Annica C.Lindkvist, MarieLövheim, HugoSjögren, Karin
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Department of NursingDepartment of Epidemiology and Global HealthDepartment of Community Medicine and RehabilitationWallenberg Centre for Molecular Medicine at Umeå University (WCMM)
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Journal of Clinical Nursing
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