Nursing is the heart of healthcare, for decades we have been the drivers of innovation and have contributed to so many advancements in the profession. Even with nursing being a sincere passion amongst many nurses, there is an alarming trend of nurses who are faced with burnout (Brusie, C., n.d.). It has been reported that 1 in 5 nurses left their position in one particular health system (Andreyeva et al., 2023). It is also noted that turnover can be costly for organizations (Zuniga et al., 2019). While there are a multitude of reasons nurses could be leaving their companies, one is compelled to examine how specifically leadership styles of nurse managers affect retention. Keeping in mind that not every manager or leader governs the same, evidence shows that their leadership style can have an impact on nursing retention (Abdelhafiz, et al., 2016). Many perceive that the terms leader and manager are interchangeable according to Ellis & Abbott (2013) these words are not always interchangeable. Leaders invoke a sense of commitment from their followers versus managers who are seen as task oriented (Ellis & Abbott, 2013). We have a unique opportunity to build up current and future generations of nurses. When nurses are valued, provided psychological safety and are inspired and motivated the quality-of-care overflows to their patients. While there is not a particular leadership style that is promoted there is a growing body of literature that reinforces transformational leadership helps to retain staff.

Date of publication

Fall 12-6-2023

Document Type

MSN Capstone Project



Persistent identifier



Masters in Nursing Administration

Included in

Nursing Commons