Farghaly Abdelaliem Sally Mohammed, Abou Zeid Mennat Allah G
Associate Professor, Departement of Nursing Management and Education, College of Nursing, Princess Nourah bint Abdulrahman University, Riyadh, Saudi Arabia.
Associate Professor at Nursing Administration Departement, Faculty of Nursing, Alexandria University, Alexandria, Egypt.
BMC Nurs. 2023 Jan 4;22(1):4. doi: 10.1186/s12912-022-01167-8.
To assess toxic leadership and organizational performance among nurses of a University Hospital, and explore the mediating effect of nurses 'silence.
Toxic Leadership behaviours are hurtful to feelings, leading to emotive fatigue and nurses silence within the legislative framework. In fact, it is very harmful to all organizations. However, little emphasis has been paid to research on the mediating mechanism and border factors of their connection.
A cross-sectional design was applied. Data was collected from 750 nurses over the course of three months. The researchers employed structured equation modeling [SEM] to investigate the role of nurses' silence in mediating the association between toxic leadership and organizational performance.
The toxic leadership level and Organisational performance level were both high. In addition to, the nurses' silence level was moderate. The SEM revealed that toxic Leadership accounted for the prediction of 65% of the variance of nurses' silence and 87% of the variance of organizational performance. Also, nurses silence as a mediating factor accounted for 73% of the variance of organizational performance.
This study emphasized on the importance of creating a work environment that encourages and promotes open communication, as well as eliminating toxic leadership behaviours from the organizational culture among nurses as it effects on the organizational performance.
评估某大学医院护士中的不良领导行为与组织绩效，并探讨护士沉默的中介作用。
不良领导行为会伤害感情，导致情绪疲劳以及护士在立法框架内保持沉默。事实上，这对所有组织都非常有害。然而，对其关联的中介机制和边界因素的研究却很少受到重视。
采用横断面设计。在三个月的时间里从750名护士中收集数据。研究人员运用结构方程模型（SEM）来探究护士沉默在不良领导行为与组织绩效之间的关联中所起的作用。
不良领导行为水平和组织绩效水平都很高。此外，护士沉默水平处于中等。结构方程模型显示，不良领导行为对护士沉默变异的预测占65%，对组织绩效变异的预测占87%。而且，护士沉默作为中介因素占组织绩效变异的73%。
本研究强调了营造一个鼓励和促进开放沟通的工作环境的重要性，以及从护士的组织文化中消除不良领导行为的重要性，因为这会影响组织绩效。
