. 2021 Feb 6;18(4):1552. doi: 10.3390/ijerph18041552

Table 2.

Analysis of the studies included.

Authors, Country	Study Design, Sample Size	Methods	Results	Limitations
Articles
Medley F, Larochelle D, (1995) USA	Cross-sectional n = 122 nurses	- Multifactor Leadership Questionnaire (MLQ); - Index of Work Satisfaction (IWS).	Positive correlation between Transformational Leadership and job satisfaction (r = 0.401; p < 0.001); No correlation with Transactional Leadership style (r = 0.047; p < 0.001)	- Quality assessed as “FAIR”
Abualrub RF, Alghamdi MG (2012) Saudi Arabia	Cross-sectional n = 308 nurses	- Multifactor Leadership Questionnaire (MLQ-5X); - Job Satisfaction Survey (JSS); - Statistical Package for Social Sciences (SPSS) 17.0 version.	Positive correlation between Transformational Leadership and job satisfaction (r = 0.45; p < 0.01); Negative correlation with Transactional Leadership (r = −0.14; p < 0.01)	- Convenience sample selected from 6 hospitals (results not generalisable); - Data collected after recalling participants (reporting bias possibility) - Quality assessed as “FAIR”
Wang X, Chontawan R, Nantsupawat R, (2012) China	Cross-sectional n = 238 nurses	- Leadership Practice Inventory (LPI); - Job Satisfaction Scale; - Statistical Package for Social Sciences (SPSS) 13.0 version.	Positive correlation between Transformational Leadership and job satisfaction (r = 0.556; p < 0.001)	- Quality assessed as “FAIR”
Nebiat N, Asresash, D, (2013) Ethiopia	Cross-sectional n = 175 nurses	- Multifactor Leadership Questionnaire (MLQ-5X); - Minnesota Satisfaction Questionnaire (MSQ); - Statistical Package for Social Sciences (SPSS) 16.0 version.	Positive correlation with Transformational (r = 0.51; p < 0.01) and Transactional Leadership style (β = 0.45, p < 0.01); Negative correlation with Laissez-faire style (r = −0.19; p < 0.05).	- Quality assessed as “FAIR”
Wong CA, Laschinger H, (2013) Canada	Cross-sectional n = 280 nurses	- Authentic Leadership Questionnaire; - Global Job Satisfaction Survey; - Statistical Package for Social Sciences (SPSS) 19.0 version.	Positive correlation between Authentic Leadership and job satisfaction (β = 0.16; p < 0.01)	- The cross-sectional design limits the explanations of causal effects of covariation of the variables and of the proposed theoretical associations; - Use of self-report measures does not allow to exclude variation probability - Quality assessed as “FAIR”
Bawafaa E, Wong CA, Laschinger H, (2015) Canada	Cross-sectional n = 1216 nurses	- Resonant Leadership Scale; - General Satisfaction Subscale; - Statistical Package for Social Sciences (SPSS) 20.0 version.	Positive correlation between Resonant Leadership and job satisfaction (r = 0.43; p < 0.001)	- The cross-sectional design limits the explanations of causal effects of covariation of the variables and of the proposed theoretical associations; - Low answer rate to the survey (low generalisability of the results) - Quality assessed as “FAIR”
Abdelhafiz IM, Alloubani AM, Almatari M (2016) Jordan	Cross-sectional n = 200 nurses	- Multifactor Leadership Questionnaire (MLQ-5X); - Job Satisfaction Tool.	Positive correlation of job satisfaction with both Transformational Leadership (r = 0.374; p < 0.001) and Transactional style (r = 0.391; p < 0.001); Negative correlation with Passive-avoidant (r = −0.240; p < 0.001) and with Laissez-faire styles (r = −0.225; p < 0.001).	- Quality assessed as “FAIR”
Alshahrani FMM, Baig LA (2016) Saudi Arabia	Cross-sectional n = 89 nurses	- Multifactor Leadership Questionnaire (MLQ-5X); - Job Satisfaction Survey (JSS); - Statistical Package for Social Sciences (SPSS) 20.0 version.	Positive correlation between Transformational Leadership and job satisfaction (r = 0.78; p < 0.01); Positive correlation between transactional leadership and job satisfaction (r = 0.50; p < 0.01)	- Quality assessed as “FAIR”
Morsiani G, Bagnasco A, Sasso L, (2017) Italy	Cross-sectional n = 87 nurses	- Multifactor Leadership Questionnaire (MLQ-5X); - STATA 12.0 version.	Positive correlation between Transformational Leadership and job satisfaction (r = 0.71; p < 0.01); Positive correlation with Transactional style (r = 0.55; p < 0.01); Negative correlation with Laissez-faire style (r = −0.42, p < 0.01)	- Convenience sample chosen from 3 hospitals (results not generalisable) - Quality assessed as “FAIR”
Dissertations
Bormann LB, (2011) USA	Cross-sectional n = 115 nurses	- Multifactor Leadership Questionnaire (MLQ); - Job In General (JIG) Scale; - Job Descriptive Index (JDI).	Positive correlation between Transformational Leadership and job satisfaction (r = 0.296; p < 0.01); Negative correlation with Passive-avoidant style (r = −0.413; p < 0.01); No correlation with Transactional Leadership	- Data related to nurses’ perceptions rather than to real leadership behaviour; - Convenience sample chosen from non-profit hospitals (results not generalisable); - Low rate of response to the survey (low generalisability of the results) - Quality assessed as “FAIR”
Despres KK, (2011) USA	Cross-sectional n = 83 nurses	- Multifactor Leadership Questionnaire (MLQ-5X); - Job In General (JIG) Scale; - Job Descriptive Index (JDI); - JMP 5.0 version.	Positive correlation between Transformational Leadership and job satisfaction (r = 0.419; p < 0.05); Negative correlation with Passive-avoidant style (r = −0.419; p < 0.05); No correlation with Transactional style	- Convenience sample (results not generalisable); - Voluntary participation (non-participant bias); - Validity of the study limited to the reliability of the used tools; - Low rate of response to the survey (low generalisability of the results) - Quality assessed as “FAIR”
Mitterer DM, (2017) USA	Cross-sectional n = 283 nurses	- Servant Leadership Survey e Scale; - Job Satisfaction Survey and Job satisfaction Score; - Statistical Package for Social Sciences (SPSS) 23.0 version.	Positive correlation between Servant Leadership and job satisfaction (r = 0.44; p < 0.01)	- Self-reporting (reporting bias); - Cross-sectional design limits the explanations of causal effects and covariations of variables; - Voluntary participation (non-participant bias); - On-line survey (excludes all the people not familiar with technology) - Quality assessed as “FAIR”