• J Nurs Manag · Jul 2008

    The relationship between nursing leadership and nurses' job satisfaction in Canadian oncology work environments.

    • Greta G Cummings, Karin Olson, Leslie Hayduk, Debra Bakker, Margaret Fitch, Esther Green, Lorna Butler, and Michael Conlon.
    • Faculty of Nursing, University of Alberta, Edmonton, Canada. greta.cummings@ualberta.ca
    • J Nurs Manag. 2008 Jul 1; 16 (5): 508-18.

    BackgroundCurrent Canadian oncology work environments are challenged by the same workforce statistics as other nursing specialties: nurses are among the most overworked, stressed and sick workers, and more than 8% of the nursing workforce is absent each week due to illness.AimTo develop and estimate a theoretical model of work environment factors affecting oncology nurses' job satisfaction.MethodsThe sample consisted of 515 registered nurses working in oncology settings across Canada. The theoretical model was tested as a structural equation model using LISREL 8.54.ResultsThe final model fitted the data acceptably (chi(2) = 58.0, d.f. = 44, P = 0.08). Relational leadership and physician/nurse relationships significantly influenced opportunities for staff development, RN staffing adequacy, nurse autonomy, participation in policy decisions, support for innovative ideas and supervisor support in managing conflict, which in turn increased nurses' job satisfaction.ConclusionsThese findings suggest that relational leadership and positive relationships among nurses, managers and physicians play an important role in quality oncology nursing environments and nurses' job satisfaction.Implications For Nursing ManagementOncology nursing work environments can be improved by focusing on modifiable factors such as leadership, staff development and staffing resources, leading to better job satisfaction and hopefully retention of nurses.

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