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The Future of Nursing Leadership: Adapting Leadership Styles for Remote Work Environments

Author

Listed:
  • Zheng Ying

    (Faculty of Social Sciences and Humanities, Universiti Teknologi Malaysia, 81310 UTM Johor Bahru, Johor, Malaysia)

  • Mohamed Ayyub Hassan

    (Faculty of Social Sciences and Humanities, Universiti Teknologi Malaysia, 81310 UTM Johor Bahru, Johor, Malaysia)

  • Nur Ainaa Amirah Shahrulnizam

    (Faculty of Social Sciences and Humanities, Universiti Teknologi Malaysia, 81310 UTM Johor Bahru, Johor, Malaysia)

  • Beni Widarman Yus Kelana

    (Faculty of Management, Universiti Teknologi Malaysia, 81310 UTM Johor Bahru, Johor, Malaysia)

  • Mohd Saiful Izwaan Saadon

    (Faculty of Maritime Studies, Universiti Malaysia Terengganu, 21030 Kuala Nerus, Terengganu, Malaysia)

  • Rogis Baker

    (Faculty of Defence Studies & Management, National Defence University of Malaysia, 57000 Kuala Lumpur, Malaysia)

Abstract

This article examines the essential role of nursing leadership in managing remote teams, emphasizing the integration of Leader-Member Exchange (LMX) theory and adaptive leadership to address the challenges of virtual healthcare environments. As remote work gains prominence in nursing, maintaining effective communication, fostering engagement, and ensuring high-quality patient care necessitate innovative leadership strategies. LMX theory focuses on cultivating trust-based relationships between leaders and team members, enhancing job satisfaction, performance, and retention. In remote settings, where physical distance can weaken team cohesion, LMX principles offer personalized support and strengthen bonds through tailored communication and recognition. Adaptive leadership complements this by providing a flexible framework for navigating evolving healthcare demands. By promoting innovation, continuous learning, and collaborative problem-solving, adaptive leaders empower nurses to take initiative and respond to changing circumstances. This approach mitigates challenges like professional isolation, burnout, and inconsistent clinical decision-making, fostering a culture of responsiveness and shared ownership. This study employs a qualitative methodology through a systematic literature review of peer-reviewed articles published between 2020 and 2025 from Web of Science and Scopus. Thematic analysis was used to identify effective leadership practices, key strategies, and challenges in managing remote nursing teams. The findings highlight the importance of personalized communication, professional development opportunities, and two-way feedback mechanisms in building engaged, motivated teams. Digital tools and virtual mentorship also play a crucial role in enhancing collaboration and maintaining team morale. By integrating LMX and adaptive leadership theories, nursing leaders can create supportive, resilient work environments, improving job satisfaction, retention rates, and patient care outcomes. This comprehensive approach offers valuable insights into the future of nursing leadership, providing practical strategies to navigate remote work complexities and drive organizational success in an evolving healthcare landscape.

Suggested Citation

  • Zheng Ying & Mohamed Ayyub Hassan & Nur Ainaa Amirah Shahrulnizam & Beni Widarman Yus Kelana & Mohd Saiful Izwaan Saadon & Rogis Baker, 2025. "The Future of Nursing Leadership: Adapting Leadership Styles for Remote Work Environments," International Journal of Research and Innovation in Social Science, International Journal of Research and Innovation in Social Science (IJRISS), vol. 9(3), pages 2339-2351, March.
    • Handle: RePEc:bcp:journl:v:9:y:2025:issue-3:p:2339-2351
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    References listed on IDEAS

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    1. JiaLiang Pan & Chui-Yu Chiu & Kun-Shan Wu, 2021. "Leader-member exchange fosters nurses’ job and life satisfaction: The mediating effect of job crafting," PLOS ONE, Public Library of Science, vol. 16(4), pages 1-14, April.
    2. Michele Kremer Sott & Mariluza Sott Bender, 2025. "The Role of Adaptive Leadership in Times of Crisis: A Systematic Review and Conceptual Framework," Merits, MDPI, vol. 5(1), pages 1-25, January.
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