Objectif Identifier les prédicteurs de comportements de leadership toxiques chez les infirmières gestionnaires. Contexte Le leadership toxique est de plus en plus répandu dans le secteur des soins infirmiers ; cependant, la littérature ne fournit que très peu de preuves des différents facteurs qui favorisent un comportement de leadership toxique chez les infirmières gestionnaires. Méthodes Une conception descriptive et transversale a été utilisée. Deux cent quarante infirmières gestionnaires de dix hôpitaux des Philippines centrales ont été incluses dans l’étude. Les données ont été recueillies à l’aide du formulaire d’information sur les infirmières et de l’échelle des comportements toxiques de leadership des infirmières gestionnaires (ToxBH-NM). Une régression multiple hiérarchique a été utilisée pour analyser les données recueillies.
Aim To identify predictors of toxic leadership behaviour in nurse managers. Background Toxic leadership is becoming increasingly prevalent in nursing; however, the literature provides very limited evidence of the different factors that promote toxic leadership behaviour in nurse managers. Methods A descriptive, cross-sectional design was used. Two hundred and forty nurse managers from ten hospitals in Central Philippines were included in the study. Data were collected using the Nurse Information Form and the Toxic Leadership Behaviours of Nurse Managers Scale (ToxBH-NM). Hierarchical multiple regression was used to analyse the data collected. Results The mean of average item score of the ToxBH-NM was 1.250 (SD = 0.470). Multiple regression analyses identified the years of experience in a managerial role (β = -0.165, p = 0.031), job status (part time) (β = 0.177, p = 0.002), ward census (30 patients, 40 patients, and above 40 patients) [(β = 0.231, p = 0.005); (β = 0.345, p < 0.004); (β = 0.262, p = 0.012)], number of unit managed (2 units, and > 3 units) [(β = 0.292, p < 0.001); (β = 0.235, p < 0.001), hospital type (private hospital) (β = 0.271, p = 0.007), and hospital level (secondary hospitals) (β = 0.226, p = 0.036) predicted toxic leadership behaviour in nurse managers. Conclusions Overall, nurse managers were appraised as non-toxic leaders. Nurse Managers who held part time job status, had lower experience in the managerial role, and those who were assigned in wards or units with high patient admission reported increased toxic leadership behaviours. Further, nurse managers who managed more than 2 units, those who were employed in private hospitals, and those who worked in secondary hospitals reported increased toxic leadership behaviours. Implications for Nursing Management Nurse administrators can consider the different predictors identified when planning and developing leadership interventions and organizational strategies (e.g., limiting the number of units per nurse manager, provision of full time job employment, assignment of assistant nurse managers, formulation of policy specific to managing toxic behaviours) may assist in the determent of toxic behaviours in nurse managers. Consultez la page de l’article