Poster or Presentation Title

A Crisis in Healthcare: Examining the Effects of Authentic Leadership and Burnout on New Graduate Registered Nurse Retention Over a Two Year Period

Access Type

Open Access

Presentation Type

Poster Presentation

Start Date

April 2017

End Date

April 2017

Department

Nursing

Abstract

A healthcare staffing crisis is occurring across the nation. A large cohort of nurses are retiring, new registered nurse graduates are scarce when compared to retirees, and many new registered nurse graduates are leaving the field in 2 years or less. The aim of this study is to determine: in new registered nurse graduates, how does unit structure characterized by authentic leadership as compared with “laissez faire” unit structure affect the registered nurse’s perception of burnout within 2 years. Authentic leadership can be defined as a positive-style leadership that incorporates self-awareness, honesty, transparency, behavioral integrity, and consistency. When applied in various settings the leadership model increased outcomes as well as employee satisfaction. Burnout syndrome is a psychological response that occurs when chronic job stress leads to emotional exhaustion and cynicism. Burnout is a key indicator for turnover intention in nurses. Review of the literature indicates that authentic leadership and burnout have an inverse relationship that is often bridged by empowerment. Meaning that authentic leadership is creating a sense of empowerment that fosters markedly less burnout within the units. Therefore, if authentic leadership is applied to nursing leadership then turnover rates will decrease and nurse job satisfaction will improve.

Faculty Mentor

Amanda Pribble

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A Crisis in Healthcare: Examining the Effects of Authentic Leadership and Burnout on New Graduate Registered Nurse Retention Over a Two Year Period

A healthcare staffing crisis is occurring across the nation. A large cohort of nurses are retiring, new registered nurse graduates are scarce when compared to retirees, and many new registered nurse graduates are leaving the field in 2 years or less. The aim of this study is to determine: in new registered nurse graduates, how does unit structure characterized by authentic leadership as compared with “laissez faire” unit structure affect the registered nurse’s perception of burnout within 2 years. Authentic leadership can be defined as a positive-style leadership that incorporates self-awareness, honesty, transparency, behavioral integrity, and consistency. When applied in various settings the leadership model increased outcomes as well as employee satisfaction. Burnout syndrome is a psychological response that occurs when chronic job stress leads to emotional exhaustion and cynicism. Burnout is a key indicator for turnover intention in nurses. Review of the literature indicates that authentic leadership and burnout have an inverse relationship that is often bridged by empowerment. Meaning that authentic leadership is creating a sense of empowerment that fosters markedly less burnout within the units. Therefore, if authentic leadership is applied to nursing leadership then turnover rates will decrease and nurse job satisfaction will improve.