Purpose This study aimed to identify the mediating effects of team trust on the relationship between the authentic leadership of the nursing unit manager as perceived by the nurses and the nurses’ organizational citizenship behavior (OCB).
Methods: Data were collected from 276 nurses working over six months at a university hospital. The research model was designed based on the PROCESS Macro model 4 and analyzed using the SPSS 26.0 program.
Results: The results show that authentic leadership and team trust had strong correlations with nurses’ organizational citizenship behavior. Nursing unit managers’ authentic leadership had a direct effect on team trust and organizational citizenship behavior. Team trust had a direct effect on organizational citizenship behavior. There was a mediation effect of team trust between authentic leadership and the organizational citizenship behavior of nurses.
Conclusion: To increase team trust in nursing units, the institution should provide systematic support such as education and training program to enhance the authentic leadership of nursing unit managers.
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Purpose This study was conducted to test a structural model for patient safety culture of clinical nurses focusing on organizational policy and interpersonal factors.
Methods: A descriptive structural equation model design was used. Participates in this study were 385 clinical nurses. The variables of safety management system, authentic leadership, team effectiveness, and patient safety culture were measured to test the hypothetical model. SPSS 25.0 and AMOS 21.0 were used to analyze descriptive statistics and path analysis.
Results: The final model fit satisfied goodness-of-fit and all path were significant. Authentic leadership (β=.54, p=<.001) was reported as the most influencing factor, followed by team effectiveness (β=.24, p<.001) and safety management system (β=.21, p<.001). Safety management system (β=.38, p=.002) and authentic leadership (β=.12, p=.002) had indirect effects on patient safety culture as well.
Conclusion: The findings of this study show the importance of authentic leadership, team effectiveness, and safety management system to develop patient safety culture. The health care organization should develop the programs to increase these influencing factors.
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Purpose The purpose of this study was to investigate the effects of head nurses’ authentic leadership, job satisfaction and organizational commitment as perceived by newly licensed nurses and to identify related factors influencing turnover intention. Methods A descriptive survey study was conducted with survey data collected between September 9 and 27, 2019 from 190 newly licensed nurses. The data was analyzed using statistical methods including descriptive statistics, frequency analysis, independent t-test, Pearson correlation coefficients, and multiple linear regression employing SPSS 24.0. Results The analysis results show that the turnover intention had positive correlations with the total work experience and work experience with a head nurse, while negative correlations were found with job satisfaction and organizational commitment. The factors affecting the dependent variable of turnover intention were analyzed as the total work experience (β=23, p=.014) and organizational commitment (β=-.68, p<.001). In addition, the explanation ability of turnover intention of newly licensed nurses was 48% (F=36.06, p<.001). Conclusion The results show that even after their preceptee period, there is a need for systematic long-term job-training programs to enhance the work adaptability and organizational commitment of newly licensed nurses.
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Purpose The purpose of this study was to identify factors influencing organizational commitment of nurses at the advanced beginner stage by examining relationships between positive psychological capital, social support, head nurses' authentic leadership and organizational commitment. Methods One hundred and ten nurses at the advanced beginner stage were recruited from a tertiary hospital. Their clinical experience was from over 13 months to less than 36 months. Data were collected using self-report questionnaires which were used to identify participants' characteristics, positive psychological capital, social support, head nurses' authentic leadership and organizational commitment. Results The organizational commitment score was 3.16±0.43 points. The results of the stepwise multiple regression showed that factors affecting organizational commitment of nurses at the advanced beginner-stage were head nurse’s authentic leadership, positive psychological capital, and job satisfaction in current working department, indicating that these three variables accounted for 25% of organizational commitment. Conclusion The findings from this study indicate that the authentic leadership of head nurses needs to be enhanced to increase the organizational commitment of nurses at the advanced beginner-stage, also a program needs to be developed to improve their positive psychological capital.
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PURPOSE This study was done to determine the influential factors related to organizational citizenship behavior of nurses with a focus on authentic leadership and organizational justice. METHODS The study participants were 186 nurses who work at K University Hospitals in Seoul and Gyeonggi province. Data were collected in September and October, 2013. A structured questionnaire was used for data collection and data were analyzed using the SPSS/Window program. RESULTS The factor most influential for organizational citizenship behavior was authentic leadership (beta=.371, p<.001), followed by organizational justice (beta=.221, p=.005), and marital status (beta=.142, p=.023). These factors accounted for 30.7% of the variance in organizational citizenship behavior. CONCLUSION In order to enhance organizational citizenship behavior of nurses, strategies for human resource management, which improve the perception of head nurses' authentic leadership and organizational justice, are required.
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