them to perform beyond their perceived capabilities [11]. This cooperation, empowerment, and mutual support between followers and leaders is still encouraged in present day team environments [8].

These followership models can be a useful framework when considering what makes an effective team, whether one is in a leadership or a followership role. The hospital is a highly complex organization, and each role in the system involves both leadership and followership components. At times, individuals may be followers, and other times, they may lead [8]. Follower and leader cooperation is crucial in order to deliver accurate, efcient, and safe patient care [8]. Since followers hold great importance within healthcare, studies have examined the relationship between followership style and job satisfaction. One study identied that followers who are actively engaged have much higher job satisfaction than those who are not [16]. Other studies have suggested that ineffective leader-follower exchange among other high stressors in healthcare environments increases burnout [17]. They also demonstrated that some followership styles, such as “exemplary” and “pragmatist” styles, were associated with less burnout [17]. In the business industry where these concepts have been most studied, it appears the most suc­cessful organizations have high numbers of “star followers” or “effective” followers who are able to think and act inde­pendently and have the courage to speak up when necessary [12]. In the medical community this concept is much less studied, however, “star followers” are likely to thrive in this environment as well. In the end, these styles are likely dynamic, and the ideal mix of followership styles that make up an organization depend on the leader and the task to be accomplished, but each style plays an important role within the organization [12].