MAGDA E. NASSAR, HALA AHMED ABDOU*, NAGLAA
Faculty of Nursing, Nursing Administration,
changes in the healthcare
environment over the last decade.
shortages, staff retention, and
turnover the prime concern of the health
organizations need to redesign
their traditional management models
styles play a vital role in
promoting workplace empowerment,
organizational commitment and job
of nurses is a recognized issue for
the health organization
determine the relationship between
management styles and nurses’ retention at
design: a correlational descriptive
Three private hospitals affiliated to
nongovernmental for profit sector at Alexandria
Each hospital has a bed capacity more than 50
El Salama New hospital (8 units),
Alexandria New Medical Center (four units), and
El Shefaa hospital (four units)
All nurses affiliated to work in the selected hospitals
and available at the time of data collection
Alexandria New Medical Center n = 79 nurses,
El Salama New hospital n = 113 nurses and
El Shefaa hospital n = 36 nurses.
Profile of Organizational Characteristics (POC) a
modified version developed by Likert et al., to
measure nurses’ perception of management
styles in their work unit .
Consists of 16 items classified into four parts
called systems; each system represented
different management patterns which are
exploitative/authoritative management style
Benevolent management style,
consultative management style, and
participative management style.
four management systems have been
compared with one another on the basis of:
leadership processes (three items),
motivation forces (three items),
communication process (four items),
decision making process (two items),
goals setting (two items), and
control process (two items).
A pilot study on 10% of nurses from inpatients
units at the International Cardiac Center (ICC)
not included in the study were selected.
Submitted to a panel of eight experts in the field
of study to be tested for its statement
The reliability coefficient of POC has been
previously established with alpha coefficient
0.92 < 0.05.
For the current questionnaire POC, alpha
coefficient was 0.89 < 0.05.
for study was obtained from:
The ethical committee of the Faculty of Nursing
Directors of the studied hospitals to collect
Included three phases as follow: Phase I
Obtained a list about numbers and names of all
nurses employed at least 3 months having
diploma or baccalaureate degree from the head
nurses in studied hospitals (units).
Individualized structured interview was
conducted which lasted for interview lasted 30–
Returned to the previous studied hospitals after 9
months to collect data from director of nursing
and head nurses about the numbers and names of
nurses who had quit and reasons for leaving their
The reasons for quitting hospitals : obligatory
and non-obligatory reasons.
A record form designed including the number and
the names of nurses who had quit from hospitals,
hospital name, reasons for quitting, and work
duration until quitting.
Nurses’ retention was calculated.
Data were analyzed using SPSS (with version (v =
11.5 for windows) for tabulation and statistical
Descriptive and inferential statistics were used.
Level of significance selected for this study was
5% (p < 0.05).
is congruent with Chappell and Prince
who found that non-family obligation is an
important obligatory reasons.
Force MV showed that work-related factors
are instrumental in nurses’ employment
decisions, and must be addressed if retention
is to be improved.
Gives strong support towards understanding of
nurses’ perception of management styles and
their retention at Private Hospitals.
Has shown significant difference between
management styles and nurse’ retention.
Highest mean percentage was apparent for
exploitive/authoritative management style.
leaders should plan and implement
effective strategies to promote nurses’
Creating a more supportive professional nursing
practice that allows nurses to practice to their
full opportunities for professional interactions.
Motivating nurses through providing job
enrichment and developing reward systems for
nurses based on their workloads.
assess retention strategies between
governmental and private nurses, by further
Brief, clear and interesting
Total words 10.
Setting not stated.
Dependent and independent variables could not
Not in title case
Beginning of the article
the key information:
Conclusion not stated.
According to the title of the study
Related relevant literature included
of the study
Population clearly identified.
framework not given.
Correlation descriptive research design
Sampling design not mentioned.
Only the desired sample size mentioned but
hadn’t talked about how it was calculated!!!!
Standardized instrument was used.
Validity and reliability of the tool was done.
Given that data were collected in 3 phases but
only 2 phases were mentioned.
processing and analysis:
Clearly mentioned and appropriate computer
software was used.
criteria was mentioned.
Ethical consideration was obtained from
Tables are well understandable and selfexplanatory.
Descriptive as well as appropriate inferential
statistics were used.
: Discussion well mentioned and
Conclusion: Clearly stated
Recommendation and implication clearly
Limitation of the study not mentioned.
Vancouver referencing style is maintained.
References adequate (35).
Only few of the references were older than 10
written and documented.
Abstract adequately summarized.
Well organized, no use of jargons
No irrelevant details.
would have been better if it would
Clearly stated the dependent and independent
Description about the sampling technique and
calculation of sample size.