Hide
Show all
Email this article Efektivitas gaya kepemimpinan keperawatan terhadap retensi perawat: Tinjauan sistematis
Abstract
Pendahuluan: Gaya kepemimpinan keperawatan diidentifikasi sebagai faktor yang paling berpengaruh terhadap retensi perawat. Oleh karena itu, studi ini bertujuan untuk mengidentifikasi gaya kepemimpinan keperawatan yang efektif terhadap retensi perawat. Metode: Pencarian literatur spesifik pada artikel lima tahun terakhir (2018-2023) menggunakan 4 database (PubMed, Scopus, Science Direct, Web of Science) dengan desain penelitian deskriptif kuantitatif cross sectional. Kata kunci yang digunakan dalam pencarian artikel adalahnursing leadership style OR nurse manager OR leadership AND nurse retention. Hasil: Dari total 343 artikel, didapatkan 15 artikel yang terseleksi sesuai kriteria. Enam gaya kepemimpinan yang terkait dengan retensi perawat, yaitu kepemimpinan transformasional, kepemimpinan transaksional, kepemimpinan partisipatif, kepemimpinan laissez-faire, kepemimpinan otokratis, dan Leader-Member Exchange (LMX). Simpulan: Gaya kepemimpinan yang paling efektif dalam organisasi keperawatan terhadap tingkat retensi perawat adalah gaya kepemimpinan transformasional. Gaya kepemimpinan transformasional mampu menginspirasi dan memberdayakan perawat untuk melampaui apa yang dibutuhkan dan diharapkan dengan menggunakan empat dimensi kepemimpinan transformasional.
Keywords
Full Text:
PDFReferences
Al-Yami, M., P. Galdas, and R. Watson. (2018). “Leadership Style and Organisational Commitment among Nursing Staff in Saudi Arabia.” Journal of Nursing Management 26(5):531–39. doi: 10.1111/jonm.12578.
Berridge, Clara, Julie Lima, Margot Schwartz, Christine Bishop, and Susan C. Miller. (2020). “Leadership, Staff Empowerment, and the Retention of Nursing Assistants: Findings From a Survey of U.S. Nursing Homes.” Journal of the American Medical Directors Association 21(9):1254-1259.e2. doi: 10.1016/j.jamda.2020.01.109.
Cziraki, Karen, Carol Wong, Michael Kerr, and Joan Finegan. (2020). “Leader Empowering Behaviour: Relationships with Nurse and Patient Outcomes.” Leadership in Health Services 33(4):397–415. doi: 10.1108/LHS-04-2020-0019.
Demir, Oznur Ispir, and Sergul Duygulu. (2022). “Relationship between Nurses’ Perception of Transformational Leadership Practices and Control over Nursing Practices.” International Journal of Caring Sciences 15(1):465–75.
Ekawati, Kartika, and Muhammad Hasib Ardani. (2018). “Gambaran Retensi Perawat Pelaksana Di Rumah Sakit.” Jurnal Kepemimpinan Dan Manajemen Keperawatan 1(2):36. doi: 10.32584/jkmk.v1i2.162.
Gold, T. K. (2022). “Leadership Empowerment Behavior and Psychiatric Nurses’ Intent to Leave.” Issues in Mental Health Nursing 43(10):923–28. doi: 10.1080/01612840.2022.2072548.
Krisman Silaen, Indra, Erwin Kristanto, and Joyce Lapian. (2020). “Faktor-Faktor Yang Mempengaruhi Retensi Perawat Di Rumah Sakit.” Journal of Public Health and Community Medicine 1(4):96–103.
Labrague, Leodoro J., Chidozie E. Nwafor, and Konstantinos Tsaras. 2020. “Influence of Toxic and Transformational Leadership Practices on Nurses’ Job Satisfaction, Job Stress, Absenteeism and Turnover Intention: A Cross-Sectional Study.” Journal of Nursing Management 28(5):1104–13. doi: 10.1111/jonm.13053.
Lee, Mi Aie, and So Hee Lim. (2023). “Effects of External Employment Opportunities, Nursing Professionalism, and Nursing Work Environments on Korean Hospital Nurses’ Intent to Stay or Leave.” International Journal of Environmental Research and Public Health 20(5). doi: 10.3390/ijerph20054026.
Ngabonzima, Anaclet, Domina Asingizwe, and Kyriakos Kouveliotis. (2020). “Influence of Nurse and Midwife Managerial Leadership Styles on Job Satisfaction, Intention to Stay, and Services Provision in Selected Hospitals of Rwanda.” BMC Nursing 19:35. doi: 10.1186/s12912-020- 00428-8.
Nurdiana, Nurdiana, Rr Tutik Sri Hariyati, and Dewi Gayatri. (2019). “Head Nurse Strategy for Increasing Nurse Retention: A Factor Analysis.” Enfermeria Clinica 29:560–66. doi: 10.1016/j.enfcli.2019.04.087.
Ofei, Adelaide Maria Ansah, and Yennuten Paarima. (2022). “Nurse Managers Leadership Styles and Intention to Stay among Nurses at the Unit in Ghana.” International Journal of Health Planning and Management 37(3):1663–79. doi: 10.1002/hpm.3433.
Park, Jin Hwa, and Eun Kyung Lee. (2021). “The Relationship between Leader-Member Exchange and Intention to Stay in Korean Nurses: Focusing on the Mediating Role of Compassion Satisfaction.” Nursing Practice Today 8(2):132–38. doi: 10.18502/npt.v8i2.5124.
Patnaik, Amitabh, and Rachana Dubey. (2019). “Impact of Leadership on Employee Engagement and Intent to Stay.” International Journal on Leadership 7(2):58–66.
Salam, H. A., N. Y. Dumit, M. Clinton, and Z. Mahfoud. (2023). “Transformational Leadership and Predictors of Resilience among Registered Nurses: A Cross-Sectional Survey in an Underserved Area.” BMC Nursing 22(1). doi: 10.1186/s12912-023-01192-1.
Sopiah, and Mamang Sangadji. (2022). “Gaya Kepemimpinan, Keterikatan Kerja, Dan Kinerja Karyawan.” Medan: INARA PUBLISHER.
Wahyanto, Tatin, and Sondang Sidabutar. (2022). Strategi Retensi Talenta Dengan Mengelola People Equity. Sidoarjo: Zifatama Jawara.
Wang, Lin, Hong Tao, Barbara J. Bowers, Roger Brown, and Yaqing Zhang. (2018). “When Nurse Emotional Intelligence Matters: How Transformational Leadership Influences Intent to Stay.” Journal of Nursing Management 26(4):358–65. doi: 10.1111/jonm.12509.
Wu, X, M. Hayter, A. J. Lee, Y. Yuan, S. Li, Y. Bi, L. Zhang, C. Cao, W. Gong, and Y. Zhang. (2020). “Positive Spiritual Climate Supports Transformational Leadership as Means to Reduce Nursing Burnout and Intent to Leave.” Journal of Nursing Management 28(4):804–13. doi: 10.1111/jonm.12994.
DOI: http://dx.doi.org/10.30659/nurscope.9.1.71-80
Refbacks
- There are currently no refbacks.
This work is licensed under a Creative Commons Attribution 4.0 International License.