Abd-Erhaman, E., Helal, W., Elnady, F. (2022). Authentic Leadership and Organizational Identification: Its Relation to Organizational Silence and Cynicism among staff nurses. Assiut Scientific Nursing Journal, 10(33), 108-122. doi: 10.21608/asnj.2022.166187.1436
Ebtesam Saeed Ahmed Abd-Erhaman; Wafaa El Sayed Helal; Fatma Mohamed Elnady. "Authentic Leadership and Organizational Identification: Its Relation to Organizational Silence and Cynicism among staff nurses". Assiut Scientific Nursing Journal, 10, 33, 2022, 108-122. doi: 10.21608/asnj.2022.166187.1436
Abd-Erhaman, E., Helal, W., Elnady, F. (2022). 'Authentic Leadership and Organizational Identification: Its Relation to Organizational Silence and Cynicism among staff nurses', Assiut Scientific Nursing Journal, 10(33), pp. 108-122. doi: 10.21608/asnj.2022.166187.1436
Abd-Erhaman, E., Helal, W., Elnady, F. Authentic Leadership and Organizational Identification: Its Relation to Organizational Silence and Cynicism among staff nurses. Assiut Scientific Nursing Journal, 2022; 10(33): 108-122. doi: 10.21608/asnj.2022.166187.1436
Authentic Leadership and Organizational Identification: Its Relation to Organizational Silence and Cynicism among staff nurses
1Assistant Professor of Nursing Administration, Faculty of Nursing, Benha University, Egypt.
2Assistant Professor of Nursing Administration, Faculty of Nursing, Helwan University, Egypt.
3Assistant Professor of Nursing Administration, Faculty of Nursing, Fayoum University, Egypt.
Abstract
Background: Authentic leadership, as the key component of productive leadership, which is necessary to create healthier workplace. These actions are concordant with innately held nursing values to demonstrate trust and independence, reflecting staff identification with their organization and diminishing negative behaviors such as silence and cynicism for organizational efficiency. The study aimed to assess authentic leadership and organizational identification and its relation to organizational silence and cynicism among staff nurses. Research design: A descriptive correlational design was used. Setting: All the Critical Care units of Benha University Hospital were used for conducting the study. Subjects: A simple random sample of (275) staff nurses who met the criteria for inclusion. Tools: There four tools were used for data collection 1) Authentic Leadership Questionnaire (ALQ), 2) Organizational Identification Questionnaire (QIQ), 3) Organizational Silence Scale & 4) Organizational Cynicism Scale (OCS). Results: The majority (90.6% and 73.5%) of staff nurses reported high perceived authenticity levels and organizational identification levels were high respectively, while about two-thirds and the majority (62.9% and 82.6%) of them had low levels respectively for organizational silence and cynicism at the studied setting. Conclusion: There was a highly positive statistically significant correlation between (authentic leadership and organizational identification), also, between (organizational silence and cynicism) among staff nurses at (P value < 0.01). There was a highly negative statistically significant correlation among authentic leadership, organizational identification, organizational silence and cynicism. Recommendation: strengthen their competitive edge by attracting and retaining leaders who act on their own to complete their tasks and assist other staff. Adopt an open-door policy to overcome work problems.
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