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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Influence of Self-leadership, Managers’ Authentic Leadership, and Nurses' Organizational Culture Relationships on Hospital Nurses’ Organizational Silence: A Mixed Method Study Hyun-Ju Lee, So-Young Kang Journal of Korean Academy of Nursing Administration.2024; 30(4): 404. CrossRef
Purpose This study was done to analyze effects of leader-member exchange as perceived by nurses who returned to work after parental leave: conflict between work and family via job stress. Methods A cross-sectional study design was adopted and data were collected from 140 nurses. Collected data were analyzed using the SPSS 23.0 program (descriptive statistics, t-test, ANOVA, Pearson correlation, and regression analysis). Results Mean scores were 3.44±0.64 out of 5 for leader-member exchange, 3.45±0.59 out of 5 for job stress, and 2.82±0.80 out of 5 for conflict between work and family. The leader-member exchange had negative correlations with job stress (r=-.31, p=.003) and conflict between work and family (r=-.36, p<.001). The leader-member exchange had direct impacts on conflict between work and family (β=-.26, p=.002) and indirect via job stress (β=.35, p<.001). Job stress had partial mediating effects on relations between leader-member exchange and conflict between work and family (Z=-3.00, p<.001). The leader-member exchange and job stress explained 41% of the conflict between work and family. Conclusion The findings from this study indicate that active human resource management policies should be established in order to increase the leader-member exchange.
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Effect of Work-Family Conflict on Turnover Intention among Married Female Nurses: The Mediating Effect of Nursing Work Environment Min Gyeong Jeong, So Young Choi Journal of Korean Academy of Nursing Administration.2024; 30(5): 451. CrossRef
Factors influencing burnout among Korean nurses caring for patients with COVID-19: a cross-sectional study Seon Yeong Lee, Mi-Ae You, Jeong Ah Ahn, Eun Ji Seo Journal of Korean Biological Nursing Science.2023; 25(4): 276. CrossRef
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Do parenting stress, work-family conflict, and resilience affect retention intention in Korean nurses returning to work after parental leave?: a cross-sectional study Young-Eun Jung, Mi-Hae Sung Korean Journal of Women Health Nursing.2022; 28(1): 18. CrossRef
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