Is Leadership a Resource? A Systematic Review of Its Role in Burnout and Engagement Among Nurses Within the JD-R Model
Introduction: Leadership signifcantly infuences nurses’ occupational well-being, particularly their levels of burnout and work engagement, according to the Job Demands-Resources (JD-R) model. Tis model posits that job demands increase burnout, whereas resources, such as leadership, promote work enga...
| Autores: | , , |
|---|---|
| Tipo de documento: | artigo |
| Data de publicação: | 2025 |
| País: | España |
| Recursos: | Universidad Nacional de Educación a Distancia |
| Repositório: | e-spacio. Repositorio Institucional de la UNED |
| Idioma: | inglês |
| OAI Identifier: | oai:e-spacio.uned.es:20.500.14468/31173 |
| Acesso em linha: | https://hdl.handle.net/20.500.14468/31173 |
| Access Level: | Acceso aberto |
| Palavra-chave: | 6114.12 Liderazgo Burnout Job Demands-Resources model Leadership Nurse Work engagement |
| Resumo: | Introduction: Leadership signifcantly infuences nurses’ occupational well-being, particularly their levels of burnout and work engagement, according to the Job Demands-Resources (JD-R) model. Tis model posits that job demands increase burnout, whereas resources, such as leadership, promote work engagement. Objective: To analyze the infuence of leadership styles on burnout and work engagement among nurses within the theoretical framework of the JD-R model. Methods: A systematic review was conducted following Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines between July and October 2024 in PubMed, CINAHL, WOS, SCOPUS, PROQuest, and PsycInfo. Quantitative observational studies focused on nurses and evaluating leadership, burnout, and work engagement within the JD-R model were included. A total of 38 relevant studies were identifed and assessed for methodological quality using the STROBE tool. Results: Of the studies, 89.47 were cross-sectional and 10.53% were longitudinal. Transformational, authentic, and servant leadership styles demonstrated protective efects against burnout and promoted engagement. Transformational leadership emerged as the most frequently studied style, consistently associated with lower burnout levels and higher engagement. Conversely, negative styles such as abusive leadership were linked to increased burnout. Most studies used the Maslach Burnout Inventory (MBI) and the Utrecht Work Engagement Scale (UWES) to measure key variables. Conclusions: Efective leadership is a critical resource for improving nurses’ well-being and performance. Investing in leadership development programs can reduce burnout and enhance engagement, benefting both nurses and patients. Future studies should include longitudinal designs and explore innovative approaches, such as secure base leadership. |
|---|