Date of Conferral
1-29-2025
Degree
Doctor of Business Administration (D.B.A.)
School
Business Administration
Advisor
Kathleen Andrews
Abstract
Hospital administrators in the United States are struggling with high nursing turnover rates, which impact patient care, productivity, and the sustainability of healthcare organizations. Nurse managers and healthcare leaders must recognize the connection between nurses’ perceptions of transformational leadership and their intent to leave to address this growing issue effectively. Grounded in transformational leadership theory, the purpose of this quantitative correlational study was to examine the relationship between intellectual stimulation, individualized consideration, inspirational motivation, and nurses’ intent to leave their jobs. The participants were 113 nurses who completed the Multifactor Leadership Questionnaire and the Turnover Intention Scale-TIS-6. The results of the multiple linear regression analysis were significant, F(3, 110) = 22.363, p < .001, R2 = .38, indicating that 38% of the variance in nurses’ intent to leave is accounted for by the model. In the final model, intellectual stimulation emerged as the only significant contributor (p = .007, beta = -.570), indicating that a one-unit increase in intellectual stimulation would decrease the intent to leave by .6. A key recommendation for nurse leaders is to encourage their staff to pursue further education and provide opportunities to engage in creative problem-solving. The implications for positive social change include the potential for nurse leaders to retain highly skilled nurses, which can improve patient care quality and contribute to healthier, more resilient communities.
Recommended Citation
Thomas, Natasha D., "Relationship between the Behaviors of Transformational Leaders and Nurses Intention to Leave the Organization" (2025). Walden Dissertations and Doctoral Studies. 16997.
https://scholarworks.waldenu.edu/dissertations/16997
