Leadership styles of nursing home administrators and their association with staff turnover

Christopher Donoghue, Nicholas G. Castle

Research output: Contribution to journalArticleResearchpeer-review

42 Citations (Scopus)

Abstract

Purpose: The purpose of this study was to examine the associations between nursing home administrator (NHA) leadership style and staff turnover. Design and Methods: We analyzed primary data from a survey of 2,900 NHAs conducted in 2005. The Online Survey Certification and Reporting database and the Area Resource File were utilized to extract organizational and local economic characteristics of the facilities. A general linear model (GLM) was used to estimate the effects of NHA leadership style, organizational characteristics, and local economic characteristics on nursing home staff turnover for registered nurses (RNs), licensed practical nurses (LPNs), and nurse's aides (NAs). Results: The complete model estimates indicate that NHAs who are consensus managers (leaders who solicit, and act upon, the most input from their staff) are associated with the lowest turnover levels, 7% for RNs, 3% for LPNs, and 44% for NAs. Shareholder managers (leaders who neither solicit input when making a decision nor provide their staffs with relevant information for making decisions on their own) are associated with the highest turnover levels, 32% for RNs, 56% for LPNs, and 168% for NAs. Implications: The findings indicate that NHA leadership style is associated with staff turnover, even when the effects of organizational and local economic conditions are held constant. Because leadership strategies are amenable to change, the findings of this study may be used to develop policies for lowering staff turnover.

Original languageEnglish
Pages (from-to)166-174
Number of pages9
JournalGerontologist
Volume49
Issue number2
DOIs
StatePublished - 1 Apr 2009

Fingerprint

Nurses' Aides
Nursing Homes
Administrative Personnel
Nurses
Economics
Decision Making
Nursing Staff
Certification
Linear Models
Consensus
Databases
Licensed Practical Nurses
Surveys and Questionnaires

Keywords

  • Consensus management
  • Local economic characteristics
  • Management style
  • Organizational characteristics
  • Staffing

Cite this

@article{1585d644125442f79fbdf071b7f75ca4,
title = "Leadership styles of nursing home administrators and their association with staff turnover",
abstract = "Purpose: The purpose of this study was to examine the associations between nursing home administrator (NHA) leadership style and staff turnover. Design and Methods: We analyzed primary data from a survey of 2,900 NHAs conducted in 2005. The Online Survey Certification and Reporting database and the Area Resource File were utilized to extract organizational and local economic characteristics of the facilities. A general linear model (GLM) was used to estimate the effects of NHA leadership style, organizational characteristics, and local economic characteristics on nursing home staff turnover for registered nurses (RNs), licensed practical nurses (LPNs), and nurse's aides (NAs). Results: The complete model estimates indicate that NHAs who are consensus managers (leaders who solicit, and act upon, the most input from their staff) are associated with the lowest turnover levels, 7{\%} for RNs, 3{\%} for LPNs, and 44{\%} for NAs. Shareholder managers (leaders who neither solicit input when making a decision nor provide their staffs with relevant information for making decisions on their own) are associated with the highest turnover levels, 32{\%} for RNs, 56{\%} for LPNs, and 168{\%} for NAs. Implications: The findings indicate that NHA leadership style is associated with staff turnover, even when the effects of organizational and local economic conditions are held constant. Because leadership strategies are amenable to change, the findings of this study may be used to develop policies for lowering staff turnover.",
keywords = "Consensus management, Local economic characteristics, Management style, Organizational characteristics, Staffing",
author = "Christopher Donoghue and Castle, {Nicholas G.}",
year = "2009",
month = "4",
day = "1",
doi = "10.1093/geront/gnp021",
language = "English",
volume = "49",
pages = "166--174",
journal = "Gerontologist",
issn = "0016-9013",
publisher = "Oxford University Press",
number = "2",

}

Leadership styles of nursing home administrators and their association with staff turnover. / Donoghue, Christopher; Castle, Nicholas G.

In: Gerontologist, Vol. 49, No. 2, 01.04.2009, p. 166-174.

Research output: Contribution to journalArticleResearchpeer-review

TY - JOUR

T1 - Leadership styles of nursing home administrators and their association with staff turnover

AU - Donoghue, Christopher

AU - Castle, Nicholas G.

PY - 2009/4/1

Y1 - 2009/4/1

N2 - Purpose: The purpose of this study was to examine the associations between nursing home administrator (NHA) leadership style and staff turnover. Design and Methods: We analyzed primary data from a survey of 2,900 NHAs conducted in 2005. The Online Survey Certification and Reporting database and the Area Resource File were utilized to extract organizational and local economic characteristics of the facilities. A general linear model (GLM) was used to estimate the effects of NHA leadership style, organizational characteristics, and local economic characteristics on nursing home staff turnover for registered nurses (RNs), licensed practical nurses (LPNs), and nurse's aides (NAs). Results: The complete model estimates indicate that NHAs who are consensus managers (leaders who solicit, and act upon, the most input from their staff) are associated with the lowest turnover levels, 7% for RNs, 3% for LPNs, and 44% for NAs. Shareholder managers (leaders who neither solicit input when making a decision nor provide their staffs with relevant information for making decisions on their own) are associated with the highest turnover levels, 32% for RNs, 56% for LPNs, and 168% for NAs. Implications: The findings indicate that NHA leadership style is associated with staff turnover, even when the effects of organizational and local economic conditions are held constant. Because leadership strategies are amenable to change, the findings of this study may be used to develop policies for lowering staff turnover.

AB - Purpose: The purpose of this study was to examine the associations between nursing home administrator (NHA) leadership style and staff turnover. Design and Methods: We analyzed primary data from a survey of 2,900 NHAs conducted in 2005. The Online Survey Certification and Reporting database and the Area Resource File were utilized to extract organizational and local economic characteristics of the facilities. A general linear model (GLM) was used to estimate the effects of NHA leadership style, organizational characteristics, and local economic characteristics on nursing home staff turnover for registered nurses (RNs), licensed practical nurses (LPNs), and nurse's aides (NAs). Results: The complete model estimates indicate that NHAs who are consensus managers (leaders who solicit, and act upon, the most input from their staff) are associated with the lowest turnover levels, 7% for RNs, 3% for LPNs, and 44% for NAs. Shareholder managers (leaders who neither solicit input when making a decision nor provide their staffs with relevant information for making decisions on their own) are associated with the highest turnover levels, 32% for RNs, 56% for LPNs, and 168% for NAs. Implications: The findings indicate that NHA leadership style is associated with staff turnover, even when the effects of organizational and local economic conditions are held constant. Because leadership strategies are amenable to change, the findings of this study may be used to develop policies for lowering staff turnover.

KW - Consensus management

KW - Local economic characteristics

KW - Management style

KW - Organizational characteristics

KW - Staffing

UR - http://www.scopus.com/inward/record.url?scp=66749183523&partnerID=8YFLogxK

U2 - 10.1093/geront/gnp021

DO - 10.1093/geront/gnp021

M3 - Article

VL - 49

SP - 166

EP - 174

JO - Gerontologist

JF - Gerontologist

SN - 0016-9013

IS - 2

ER -