El-Ashry Ayman Mohamed, Mohamed Elsayed Abdo Bashair, Khedr Mahmoud Abdelwahab, El-Sayed Mona Metwally, Abdelhay Islam Sameh, Abou Zeid Mennat-Allah G
Psychiatric and Mental Health Nursing, Faculty of Nursing, Alexandria University, Alexandria, Egypt.
Department of Nursing Administration, Faculty of Nursing, Damanhour University, Beheira, Egypt.
BMC Nurs. 2025 Jul 2;24(1):826. doi: 10.1186/s12912-025-03464-4.
This study aimed to investigate the mediating role of psychological safety in the relationship between inclusive leadership and implicit absenteeism among nurses.
A descriptive, correlational cross-sectional design was conducted in accordance with the STROBE guidelines.
Data were collected from 407 nurses working in two public hospitals in El-Behara Governorate, Egypt, using validated Arabic versions of the Inclusive Leadership Scale, Psychological Safety Scale, and the Stanford Presenteeism Scale (SPS-6). Descriptive statistics, Pearson's correlations, multiple regression, and structural equation modeling (SEM) were employed to analyze the data using SPSS and AMOS (version 26).
Inclusive leadership was significantly and negatively associated with implicit absenteeism (r = - 0.207, p = 0.030) and positively associated with psychological safety (r = 0.204, p = 0.036). Psychological safety was also negatively correlated with implicit absenteeism (r = - 0.202, p = 0.041). Regression analysis revealed that both inclusive leadership (β = - 0.098, p = 0.049) and psychological safety (β = - 0.091, p = 0.048) significantly predicted lower implicit absenteeism. Furthermore, SEM results confirmed that psychological safety partially mediated the relationship between inclusive leadership and implicit absenteeism (indirect effect β = - 0.010). The model demonstrated an acceptable fit (RMSEA = 0.091; CFI = 1.000; IFI = 1.000; χ² = 9.748, p < 0.001).
The findings highlight the critical role of inclusive leadership in reducing implicit absenteeism by fostering psychological safety. Promoting inclusive leadership practices and psychologically safe work environments may enhance nurse engagement, reduce presenteeism-related productivity loss, and ultimately improve patient care outcomes.
Not applicable.
本研究旨在探讨心理安全感在护士包容性领导与隐性旷工关系中的中介作用。
根据STROBE指南进行描述性、相关性横断面设计。
采用包容性领导力量表、心理安全感量表和斯坦福出勤主义量表（SPS - 6）的阿拉伯语有效版本，从埃及贝哈拉省两家公立医院的407名护士中收集数据。使用SPSS和AMOS（版本26）进行描述性统计、皮尔逊相关性分析、多元回归分析和结构方程建模（SEM）来分析数据。
包容性领导与隐性旷工显著负相关（r = - 0.207，p = 0.030），与心理安全感正相关（r = 0.204，p = 0.036）。心理安全感也与隐性旷工负相关（r = - 0.202，p = 0.041）。回归分析显示，包容性领导（β = - 0.098，p = 0.049）和心理安全感（β = - 0.091，p = 0.048）均显著预测较低的隐性旷工率。此外，结构方程建模结果证实，心理安全感部分中介了包容性领导与隐性旷工之间的关系（间接效应β = - 0.010）。该模型显示出可接受的拟合度（RMSEA = 0.091；CFI = 1.000；IFI = 1.000；χ² = 9.748，p < 0.001）。
研究结果突出了包容性领导通过培养心理安全感在减少隐性旷工方面的关键作用。促进包容性领导实践和心理安全的工作环境可能会提高护士的敬业度，减少与出勤主义相关的生产力损失，并最终改善患者护理结果。
不适用。
