Leadership Empowerment Behaviors and Nurse’s Intention to Leave in Al Wakra Hospital- HMC

Abstract

Nurse turnover is a global challenge that significantly impacts healthcare systems, leading to staffing shortages, increased workload, and compromised patient care. Despite growing literature on LEB, limited research exists on its impact on turnover intentions among nurses in Qatar. This study aims to examine the relationship between LEB and nurses’ intention to leave in Al Wakra Hospital, Qatar. It also explores demographic, structural, and organizational factors contributing to turnover intentions. A cross-sectional study design was employed, surveying registered nurses at Al Wakra Hospital. The study utilized the Leadership Empowering Behavior Questionnaire (LEBQ) and the Turnover Intention Scale (TIS-6) to assess the relationship between leadership empowerment and nurses’ intention to leave. Data were collected through an online survey and analysed using descriptive and inferential statistics, including Pearson correlation and multiple regression analysis. The study found a moderate level of perceived leadership empowerment (mean score 86.9 ± 20.4) and a significant turnover intention (mean score 45.1 ± 13.8). Nurses who perceived higher levels of leadership empowerment reported lower turnover intentions (r = -0.28, p < 0.05). Higher turnover intentions were observed among nurses holding advanced degrees (p = 0.021). No significant differences were found in turnover intentions based on age, gender, or shift type. Leadership empowerment behaviors are inversely related to turnover intentions among nurses in Qatar. Enhancing leadership empowerment strategies, particularly in areas such as information sharing and decision-making autonomy, may help reduce nurse turnover. The findings provide valuable insights for healthcare policymakers and administrators in developing targeted retention strategies.