Ahmed Farghaly Tawfik, Ayman Mohamed El-Ashry, Amal Diab Ghanem Atalla, Shimaa Abd El-Fattah Mahgoub
{"title":"有毒领导与工作生活质量：护士敏捷性的调节作用。","authors":"Ahmed Farghaly Tawfik, Ayman Mohamed El-Ashry, Amal Diab Ghanem Atalla, Shimaa Abd El-Fattah Mahgoub","doi":"10.1186/s12912-025-03776-5","DOIUrl":null,"url":null,"abstract":"<p><strong>Background: </strong>Toxic leadership undermines morale, job satisfaction, and retention among nurses. While previous studies have established its detrimental effects, the moderating role of nurses' agility-a capacity for adaptation and resilience-remains underexplored, especially in the Egyptian healthcare context.</p><p><strong>Objective: </strong>This study examines the direct impact of toxic leadership on nurses' quality of work life and explores whether nurses' agility can mitigate these negative effects.</p><p><strong>Design and methods: </strong>A cross-sectional, correlational design was used involving 265 full-time nurses across three hospitals in the Beni-Suef governorate, Egypt. Data collection instruments included the Toxic Leadership Scale, the Work-Related Quality of Life Scale, and the Workforce Agility Scale. Statistical analyses involved Pearson's correlation, multiple linear regression, and moderation analysis via Hayes' PROCESS macro.</p><p><strong>Results: </strong>Toxic leadership had a statistically significant negative impact on nurses' quality of work life (r = -0.503, p < 0.001). Conversely, agility was positively associated with both toxic leadership (r = 0.159) and quality of work life (r = 0.425). Moderation analysis showed that nurses' agility significantly buffered the negative effect of toxic leadership on quality of work life (β = 0.0049, p < 0.05).</p><p><strong>Conclusion: </strong>Toxic leadership erodes nurses' quality of work life, but nurses with high agility experience less deterioration in work satisfaction and well-being. This suggests that agility operates as a protective factor.</p><p><strong>Implications for nursing & policy: </strong>Healthcare institutions must address toxic leadership through leadership development programs and should proactively enhance nurses' agility through training in adaptability, stress management, and situational problem-solving. This dual strategy can improve nurse retention and ultimately, patient care outcomes.</p><p><strong>Patient or public contribution: </strong>Not applicable.</p><p><strong>Clinical trial number: </strong>Not applicable.</p>","PeriodicalId":48580,"journal":{"name":"BMC Nursing","volume":"24 1","pages":"1172"},"PeriodicalIF":3.9000,"publicationDate":"2025-09-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC12442259/pdf/","citationCount":"0","resultStr":"{\"title\":\"Toxic leadership and quality of work life: the moderating role of nurses' agility.\",\"authors\":\"Ahmed Farghaly Tawfik, Ayman Mohamed El-Ashry, Amal Diab Ghanem Atalla, Shimaa Abd El-Fattah Mahgoub\",\"doi\":\"10.1186/s12912-025-03776-5\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<p><strong>Background: </strong>Toxic leadership undermines morale, job satisfaction, and retention among nurses. While previous studies have established its detrimental effects, the moderating role of nurses' agility-a capacity for adaptation and resilience-remains underexplored, especially in the Egyptian healthcare context.</p><p><strong>Objective: </strong>This study examines the direct impact of toxic leadership on nurses' quality of work life and explores whether nurses' agility can mitigate these negative effects.</p><p><strong>Design and methods: </strong>A cross-sectional, correlational design was used involving 265 full-time nurses across three hospitals in the Beni-Suef governorate, Egypt. Data collection instruments included the Toxic Leadership Scale, the Work-Related Quality of Life Scale, and the Workforce Agility Scale. Statistical analyses involved Pearson's correlation, multiple linear regression, and moderation analysis via Hayes' PROCESS macro.</p><p><strong>Results: </strong>Toxic leadership had a statistically significant negative impact on nurses' quality of work life (r = -0.503, p < 0.001). Conversely, agility was positively associated with both toxic leadership (r = 0.159) and quality of work life (r = 0.425). Moderation analysis showed that nurses' agility significantly buffered the negative effect of toxic leadership on quality of work life (β = 0.0049, p < 0.05).</p><p><strong>Conclusion: </strong>Toxic leadership erodes nurses' quality of work life, but nurses with high agility experience less deterioration in work satisfaction and well-being. This suggests that agility operates as a protective factor.</p><p><strong>Implications for nursing & policy: </strong>Healthcare institutions must address toxic leadership through leadership development programs and should proactively enhance nurses' agility through training in adaptability, stress management, and situational problem-solving. This dual strategy can improve nurse retention and ultimately, patient care outcomes.</p><p><strong>Patient or public contribution: </strong>Not applicable.</p><p><strong>Clinical trial number: </strong>Not applicable.</p>\",\"PeriodicalId\":48580,\"journal\":{\"name\":\"BMC Nursing\",\"volume\":\"24 1\",\"pages\":\"1172\"},\"PeriodicalIF\":3.9000,\"publicationDate\":\"2025-09-17\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC12442259/pdf/\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"BMC Nursing\",\"FirstCategoryId\":\"3\",\"ListUrlMain\":\"https://doi.org/10.1186/s12912-025-03776-5\",\"RegionNum\":2,\"RegionCategory\":\"医学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q1\",\"JCRName\":\"NURSING\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"BMC Nursing","FirstCategoryId":"3","ListUrlMain":"https://doi.org/10.1186/s12912-025-03776-5","RegionNum":2,"RegionCategory":"医学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"NURSING","Score":null,"Total":0}
Toxic leadership and quality of work life: the moderating role of nurses' agility.
Background: Toxic leadership undermines morale, job satisfaction, and retention among nurses. While previous studies have established its detrimental effects, the moderating role of nurses' agility-a capacity for adaptation and resilience-remains underexplored, especially in the Egyptian healthcare context.
Objective: This study examines the direct impact of toxic leadership on nurses' quality of work life and explores whether nurses' agility can mitigate these negative effects.
Design and methods: A cross-sectional, correlational design was used involving 265 full-time nurses across three hospitals in the Beni-Suef governorate, Egypt. Data collection instruments included the Toxic Leadership Scale, the Work-Related Quality of Life Scale, and the Workforce Agility Scale. Statistical analyses involved Pearson's correlation, multiple linear regression, and moderation analysis via Hayes' PROCESS macro.
Results: Toxic leadership had a statistically significant negative impact on nurses' quality of work life (r = -0.503, p < 0.001). Conversely, agility was positively associated with both toxic leadership (r = 0.159) and quality of work life (r = 0.425). Moderation analysis showed that nurses' agility significantly buffered the negative effect of toxic leadership on quality of work life (β = 0.0049, p < 0.05).
Conclusion: Toxic leadership erodes nurses' quality of work life, but nurses with high agility experience less deterioration in work satisfaction and well-being. This suggests that agility operates as a protective factor.
Implications for nursing & policy: Healthcare institutions must address toxic leadership through leadership development programs and should proactively enhance nurses' agility through training in adaptability, stress management, and situational problem-solving. This dual strategy can improve nurse retention and ultimately, patient care outcomes.
期刊介绍：
BMC Nursing is an open access, peer-reviewed journal that considers articles on all aspects of nursing research, training, education and practice.
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