This article presents the interconnection of leadership and job satisfaction. This is done by utilizing descriptive, inferential and correlational statistics to establish relations between perceptions of leadership and diverse levels of job satisfaction. During this process, it allows the health care professionals particularly all nurses to learn about the strong impact of the leader’s profile and leadership components on staff’s satisfaction level through reinforcement of the importance of leadership. It also works toward addressing effective leadership via formal training among head nurses to promote job satisfaction of all staff nurses, improve management efficiency and better nursing care. However, nurse managers especially the new ones must not only invest in training and improving own skills. They also need the support of senior managers, and the organisation as a whole, in their transition to this role, a difficult task when executive turnover is high. A key aspect of organisational support is ensuring clarity in the aims and functions of the managers as some have reported a lack of authority and autonomy when their role is not clear. Additionally, the article fails to show the effects of job dissatisfaction among staff nurses in hospitals and nurse turnover is one of those effects. Consequently, leadership skills and nursing management have been related to the retention of staff nurses. A research finding has shown that the role of a nurse manager is a major factor in nurses’ decisions about whether or not to remain in their current workplace. Hence, when the leadership on a ward is perceived by staff to be consistent, strong, and effective, it is related to greater job satisfaction and reduced turnover intention among nursing staff, and is also associated with increased satisfaction and lower negative outcomes in patients (Roche, Duffield, Dimitrelis & Frew 2015). Furthermore, the manager’s behaviours can also impact the organisation’s financial results because replacing a nurse is costly, so increasing nurse’s job satisfaction is beneficial. One way to improve leadership effectiveness is for the industry to implement development programs that will enhance leadership effectiveness. Healthcare institution can contribute to nurse’s overall professional development by identifying organisational activities that increase job satisfaction as well as implement strategies (Moneke & Umeh 2014). So, creating a positive work environment will benefit patients, employees, and the organisation alike. Meanwhile, the need to develop and maintain nurse managers’ skills associated with retention will become even more critical as workforce shortages are projected to continue.