Introduction/Purpose: The primary purpose of this study was to determine whether higher Authentic Leadership (AL) among nurse managers is associated lower levels of workplace bullying (WB) on the nursing unit. Use of the Authentic Leadership Inventory (ALI) was new to this population and setting, so the secondary purpose of this study was to analyze the construct validity and reliability of the ALI for use in the nursing profession.
Background: Nursing work environments often expose nurses to toxic behaviors. WB is one toxic component that is disturbing because the perpetrators are often other nurses. Nurse Managers often lack a strong foundation of leadership training necessary to deal with issues such as WB.
Methods: This study used cross-sectional/correlational design that explored the relationship between Registered Nurses’ (RN) perceptions of AL qualities in nurse managers and the experience of WB in a random sample of RNs working in an acute care setting in a southern U.S. state.
Reliability and construct validity of the ALI were analyzed using Cronbach’s α, exploratory and confirmatory factor analysis.
Results: Spearman's rank-order correlation analyzed the relationship between AL and WB. There was a strong negative correlation between AL and WB rs(83)= -.717 (p < 0.01). An analysis of covariance indicated a significant association with the level of WB experienced by staff RNs, (p<0.01) after adjusting for demographic variables. Exploratory factor analysis determined a one-factor structured based on a scree plot of eginvalues, with all items of the ALI loading from .669-.896. Confirmatory factor analysis utilized the one factor structure for a final best-fit model (χ2=107.3, df=70, p=.003; TLI=0.95, CFI= 0.96, RMSEA=0.08). This study gives support to using the ALI in nursing leadership research.
Discussion/Conclusion: WB has no place in the nursing work environment. Nurses work in a stress-filled world every day that requires the best teamwork and collaboration possible allowing patients to get the care they deserve. Nurse Managers who lead with authenticity may be better equipped to close this chapter in the nursing profession. This study gives new information on how AL can influence WB. Use of the ALI is beneficial as an overall measurement of AL.
|Commitee:||Beverly, Claudia, Brown, Lana M., Rettiganti, Mallikarjuna, Walden, Marlene, Wright, Patricia|
|School:||University of Arkansas for Medical Sciences|
|School Location:||United States -- Arkansas|
|Source:||DAI-B 78/12(E), Dissertation Abstracts International|
|Keywords:||Authentic leadership, Authentic leadership inventory, Negative acts questionnaire, Nursing workplace, Workplace bullying|
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