The impact of transformational leadership on nurse faculty satisfaction and burnout during the COVID-19 pandemic: A moderated mediated analysis.
Sheila A Boamah
PMID 35301738WHAT IT FOUND
Nursing faculty who perceived their deans as transformational leaders reported higher job satisfaction and lower burnout.
A supportive workplace culture mediated this relationship. However, the perceived impact of the COVID-19 pandemic did not significantly alter the link between leadership style and workplace culture.
Key findings
01Transformational leadership by deans and directors was directly associated with higher job satisfaction and lower burnout among nursing faculty.
02Workplace culture mediated the relationship between leadership and faculty outcomes; supportive culture was linked to higher satisfaction and lower burnout.
03The COVID-19 pandemic did not significantly moderate the indirect effect of transformational leadership on job satisfaction and burnout through workplace culture.
STILL TO COME
How it was doneWhat they foundWhat it means for RNs
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What it does not show
The study is cross-sectional, so it shows associations rather than proving that leadership causes changes in satisfaction or burnout. All data were self-reported by faculty, which can introduce bias, particularly regarding perceptions of leadership effectiveness. The sample was limited to Canadian nursing faculty, which may affect how well the results apply to other countries or disciplines. The analysis did not account for specific subgroups such as pre-tenure status or minority faculty, who may experience different levels of stress and support.
Declared interests
The authors declared no conflicts of interest. The study was funded by the Social Science and Humanities Research Council of Canada.
The easy way to misread this
Do not interpret the lack of a significant moderation effect by COVID-19 as evidence that the pandemic had no impact on faculty well-being. The pandemic was negatively associated with workplace culture, but it did not statistically change the strength of the relationship between leadership and culture in this model.