Leadership Practices of Nurse Managers and their Association with Job Satisfaction Among Staff Nurses in Selected Hospitals in San Juan City, Metro Manila: Basis for a Leadership Development Program
Abstract
This study examined the leadership practices of nurse managers and their association with job satisfaction among staff nurses in selected hospitals in San Juan City, Metro Manila, to inform the development of a leadership development program. Guided by Imogene King’s Theory of Goal Attainment, the study employed a quantitative descriptive-correlational, cross-sectional design. The study selected 195 registered staff nurses through proportionate stratified random sampling. The researcher-developed questionnaire measured seven domains of nurse manager leadership practices and seven dimensions of staff nurse job satisfaction. The instrument underwent expert validation and pilot testing and demonstrated excellent internal consistency for both the Leadership Practices Scale (α = .94) and Job Satisfaction Scale (α = .92). Data were analyzed using frequency and percentage distribution, mean and standard deviation, independent-samples t-test, one-way analysis of variance, Pearson product-moment correlation, and multiple linear regression at the .05 level of significance. Results showed that nurse managers demonstrated leadership practices to a Great Extent (M = 3.89), with communication receiving the highest rating and staff development and empowerment the lowest. Staff nurses were Highly Satisfied overall (M = 3.69), with interpersonal relationships receiving the highest rating, while compensation and benefits received the lowest and were interpreted as Moderately Satisfied. Leadership practices were significantly and positively associated with job satisfaction (r = .68, p < .001). Perceived leadership practices differed significantly by length of clinical experience and employment status. Multiple regression analysis showed that the leadership domains collectively explained 52% of the variance in job satisfaction, with staff development and empowerment, motivation and recognition, communication, and fairness and accountability emerging as significant predictors. Based on these findings, the LEAD-Nurse: Leadership Enhancement and Development Program for Nurse Managers was developed to strengthen leadership competencies that support staff development, recognition, communication, fairness, and staff nurse job satisfaction. The study concludes that nurse manager leadership represents an important and modifiable component of the nursing work environment, although broader organizational concerns such as compensation, workload, and staffing also require institutional attention.