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 investigate the mediating effect of trust in supervisor in the relationship between ethical leadership of nursing unit managers and job embeddedness of staff nurses.
Methods: Participants were 216 staff nurses from one tertiary general hospital and three general hospitals. Data were collected from June to August, 2018, using self-report questionnaires. Data were analyzed using descriptive statistics, independent t-test, Mann-whitney U test, One-way ANOVA, Kruskal-wallis, Welch test, Scheffé test, Games-Howell, Pearson correlation coefficients and multiple regression, with the SPSS/WIN 23.0 program. A mediation analysis was performed according to the Baron and Kenny method and Sobel test.
Results: There were significant relationships between ethical leadership and trust in supervisor (r=.85, p<.001), ethical leadership and job embeddedness (r=.38, p<.001), and trust in supervisor and job embeddedness (r=.41, p<.001). Trust in supervisor showed full-mediating effects in the relationship between ethical leadership and job embeddedness.
Conclusion: The results of this research show the importance of the role of trust in the supervisor as a full mediating variable. To increase the nurses’ job embeddedness, it is necessary to develop programs and strategies to enhance trust in supervisors, as well as training nursing unit managers to provide ethical leadership.
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Commitment to Organizational Change in Clinical Nurses: A Structural Model Applying Lewin's Change Theory Mihwa Hong, Sujeong Han Journal of Korean Academy of Fundamentals of Nursing.2024; 31(1): 38. CrossRef
Purpose This study was performed to compare the perceived level of trust, collaboration, and teamwork about other healthcare personnel, professionals and assistants between nurses who work on integrated nursing care service wards and general wards. Methods Participants were 216 nurses working on integrated nursing care service wards and general wards of 5 general hospitals located in Kyeongido and Kyeongsangbuk-do (integrated nursing wards: 109, general wards: 107). Data were collected using structured questionnaires and analyzed using x 2 test, two sample independent t-test and Multivariate Analysis of Covariance (MANCOVA) with SPSS/WIN 23.0 programs. In particular, MANCOVA was conducted after controlling two independent variable covariants which are marital status (p=.045) and work department (p=.022) which had significant differences for both groups and three dependent variables which is trust, collaboration, and teamwork that highly correlated. Results There were significant differences in the dependent variables of trust (p=.001), collaboration (p=.014), and teamwork (p<.001) between the two groups of nurses. The mean scores for trust, collaboration, and teamwork with other healthcare personnel as perceived by nurses working on integrated nursing care service wards were significantly lower than that of nurses on general wards. Conclusion These findings show that strategies are needed to strengthen the trust, collaboration, and teamwork among nurses working on integrated nursing care service wards and other healthcare personnel.
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Influences of professional self-concept and job stress of nurses working in Korea dementia care centers on turnover intention Mi Young Kim, Minkyung Gu, Nam Kyung Oh, Sohyune Sok Frontiers in Public Health.2025;[Epub] CrossRef
Influences of communication ability, organizational intimacy, and trust among colleagues on job satisfaction of nurses in comprehensive nursing care service units Sue Young Hahm, Minkyung Gu, Sohyune Sok Frontiers in Public Health.2024;[Epub] CrossRef
Influence of Teamwork, Role Conflict, and Delegation Preparedness on Job Satisfaction among Nurses Working in Integrated Nursing Care Wards Deokhyun Lee, Yoonju Lee, Haejung Lee, Sunyoung Jung Journal of Korean Academy of Nursing Administration.2023; 29(4): 478. CrossRef
PURPOSE The purpose of this research was to delineate the effects of organizational injustice on negative behaviors of employees with the mediating effects of trust. METHODS A survey was conducted among 550 nurses in 11 departments of 3 hospitals located in the Pohang area. Data were analyzed using frequency, descriptive statistics. correlation coefficients, regression analysis. RESULTS Procedural injustice (beta=-.48, p<.001) had the greatest negative effect on organizational trust, followed by interactional injustice(beta=-.15, p<.001) and distributive injustice(beta=-.14, p<.001). For supervisor trust, both procedural (beta=-.11, p=.006) and interactional (beta=-.63, p<.001) injustice had a negative effect. While supervisor trust (beta=-.28, p<.001) had greater negative effects on organizational negative behaviors of nurses compared to organizational trust (beta=-.21, p<.001), supervisor trust (beta=-.29, p<.001) had negative effects on personal negative behaviors but organizational trust had no significant effect on personal negative behaviors. CONCLUSION To reduce the negative organizational behaviors of nurses, an organizational effort is needed to reduce procedural injustice by introducing fair organizational management and to reduce interactional injustice through formal or informal communication channels between supervisors and nurses.
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