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. |
