Teo Stephen, Lux Andrei, Pick David
Northumbria University, Newcastle Upon Tyne, UK.
Edith Cowan University, Perth, Australia.
J Nurs Manag. 2023 Feb 27;2023:7593926. doi: 10.1155/2023/7593926. eCollection 2023.
This study investigates how authentic leadership influences the psychological well-being of Australian nurses. We examined whether authentic leadership could reduce the prevalence of workplace incivility and tested whether shared values and person-organization (P-O) fit could moderate the relationship between workplace incivility and psychological well-being (PWB). A mediated moderation model underpinned by social learning theory was developed to test the influence of authentic leadership on PWB.
We adopted a descriptive correlational research design to test the hypothesized model with a cross-sectional sample of Australian nurses using an online survey. Data were collected across two-waves separated by a six-month interval ( = 230, response rate = 38.3%) to minimize the potential effects of common source bias. The hypotheses were tested using Hayes Process Macro (Model 14) on IBM SPSS.
The hypothesized model had good fit indices and supported the mediated moderation model. There was no support for the direct association between authentic leadership and PWB. The supervisor authentic leadership behavior was negatively associated with workplace incivility and PWB. The association between incivility and PWB was positively associated with P-O fit. Nurses with high P-O fit reacted strongly to the positive effect of authentic leadership in reducing workplace incivility, such that they experienced higher levels of PWB.
Authentic leadership behavior is important in the healthcare workplace. It reduces workplace incivility and improves PWB for nurses with high levels of congruence. Implications: our study suggests that senior management should deploy strategies through which frontline supervisors can learn and enact authentic leadership behaviors. They will then be better equipped to improve the PWB of their followers by minimizing the prevalence of workplace incivility. Impact: the study found a significant indirect relationship between authentic leadership behavior and psychological well-being, as mediated by workplace incivility and moderated by person-organization fit. The findings highlight the importance of positive leadership behaviors on the well-being outcomes of nurses in Australia.
本研究调查真实领导如何影响澳大利亚护士的心理健康。我们检验了真实领导是否能降低工作场所不文明行为的发生率，并测试了共享价值观和个人-组织匹配度是否能调节工作场所不文明行为与心理健康之间的关系。我们构建了一个以社会学习理论为基础的中介调节模型，以检验真实领导对心理健康的影响。
我们采用描述性相关研究设计，通过在线调查对澳大利亚护士的横断面样本进行测试，以验证假设模型。数据分两波收集，间隔六个月（n = 230，回复率 = 38.3%），以尽量减少共同来源偏差的潜在影响。我们使用IBM SPSS中的Hayes Process Macro（模型14）对假设进行检验。
假设模型具有良好的拟合指数，并支持中介调节模型。没有证据支持真实领导与心理健康之间的直接关联。上级的真实领导行为与工作场所不文明行为及心理健康呈负相关。不文明行为与心理健康之间的关联与个人-组织匹配度呈正相关。个人-组织匹配度高的护士对真实领导在减少工作场所不文明行为方面的积极作用反应强烈，因此他们的心理健康水平更高。
真实领导行为在医疗工作场所很重要。它可以减少工作场所的不文明行为，并改善个人-组织匹配度高的护士的心理健康。启示：我们的研究表明，高级管理层应部署相关策略，使一线主管能够学习并践行真实领导行为。这样，他们就能更好地通过减少工作场所不文明行为的发生率来改善下属的心理健康。影响：研究发现，真实领导行为与心理健康之间存在显著的间接关系，其通过工作场所不文明行为进行中介，并受个人-组织匹配度的调节。研究结果凸显了积极领导行为对澳大利亚护士心理健康结果的重要性。
