Clearly, the fundamental goal is to provide quality care to the community. However, visibly the working environment is not aligned with the organization’s goals to provide quality patient care, which has created nurses to feel uneasy and precarious in their roles. Additionally, the organization also places value on service by which they view their “success is dependent on each employee’s desire and commitment to serve others” (Baptist Health, 2016). Conversely, the lack of organizational culture and leadership has resulted in indifference and apathy among the nurses. Roussel (2013) states “there is a direct correlation in retaining nurses and the leadership skills of the nurse manager (p. 321). Moreover, the perceptions of employees that the organization cares as well as values their service and contributions lead to positive employee attitudes and behaviors (Gupta et al., 2016; Roussel,
Clearly, the fundamental goal is to provide quality care to the community. However, visibly the working environment is not aligned with the organization’s goals to provide quality patient care, which has created nurses to feel uneasy and precarious in their roles. Additionally, the organization also places value on service by which they view their “success is dependent on each employee’s desire and commitment to serve others” (Baptist Health, 2016). Conversely, the lack of organizational culture and leadership has resulted in indifference and apathy among the nurses. Roussel (2013) states “there is a direct correlation in retaining nurses and the leadership skills of the nurse manager (p. 321). Moreover, the perceptions of employees that the organization cares as well as values their service and contributions lead to positive employee attitudes and behaviors (Gupta et al., 2016; Roussel,