Session Description:

Newly licensed nurses (NLRNs) often face leadership-like responsibilities early in their careers, contributing to feelings of inadequacy and increased intent to leave (ITL). Nurse managers’ leadership styles (LS) significantly influence nurses’ work-related well-being (WRWB) and retention, making LS a critical factor in addressing the nursing shortage. This descriptive correlational study surveyed 144 NLRNs via social media and snowball sampling. The sample was 78% female, mostly aged 24–29, with 59% holding BSNs. Participants represented 11 practice settings, many outside traditional acute care. Multiple regression analysis revealed LS and WRWB as significant predictors of ITL, with LS being the strongest (β = .61, p < .001), accounting for 61% of the variance. BSN-prepared nurses in their mid-to-late 20s showed higher ITL. Findings underscore the importance of leadership development to support early-career nurses, enhance WRWB, and improve retention. 

Objectives:

The participant will be able to:

1. Identify the early leadership-like challenges faced by newly licensed registered nurses (NLRNs) and their impact on intent to leave (ITL) within the first three years of practice.
2. Examine the relationship between nurse managers’ leadership styles (LS), work-related well-being (WRWB), and ITL among NLRNs, based on findings from a descriptive correlational study.
3. Discuss implications for nursing leadership development and workforce retention strategies aimed at supporting early-career nurses and reducing turnover.