Factors influencing nurses' willingness to lead.
Sulaiman D Al Sabei1, Amy M Ross2, Christopher S Lee3
1Department of Fundamentals and Nursing Administration, Sultan Qaboos University College of Nursing, Muscat, Sultanate of Oman.
Journal of Nursing Management
|September 22, 2018
Summary
Many nurses are willing to lead, but job burnout and inadequate preparation are barriers. Improving work environments and leadership training can boost nurse leadership engagement.
Area of Science:
- Nursing Leadership
- Healthcare Management
- Workforce Development
Background:
- Projected nursing leadership shortages due to an aging workforce.
- Limited research on factors influencing nurses' willingness to assume leadership roles.
- Existing studies indicate a general disinterest among nurses in leadership positions.
Purpose of the Study:
- To identify key factors influencing direct-care nurses' willingness to pursue leadership roles.
- To understand the predictors of nurses' engagement in leadership positions within healthcare settings.
Main Methods:
- A comprehensive workforce survey administered to 1,201 direct-care nurses in Oregon.
- Logistic regression modeling employed to analyze the data and identify significant predictors.
Main Results:
- 53% of surveyed nurses expressed willingness to consider leadership roles.
- Significant predictors included years of experience, job burnout levels, perception of the work environment, adequacy of leadership preparation, and salary/compensation.
- Job burnout negatively impacted willingness to lead, while positive work environment perceptions and adequate preparation increased it.
Conclusions:
- Enhancing nurses' involvement in hospital decision-making and improving leadership preparation are crucial.
- Creating supportive and favorable work environments is essential for attracting and retaining future nurse leaders.
- Recruitment strategies should prioritize work environment factors over solely demographic characteristics like age and gender.
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