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首页> 外文期刊>International journal of nursing studies >The influence of authentic leadership on newly graduated nurses' experiences of workplace bullying, burnout and retention outcomes: A cross-sectional study
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The influence of authentic leadership on newly graduated nurses' experiences of workplace bullying, burnout and retention outcomes: A cross-sectional study

机译：真正的领导对刚毕业的护士工作场所遭受欺凌，倦怠和保留结果的影响：一项横断面研究

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Background: Retaining skilled and engaged nurses is critical during a time of shortage, however growing reports of workplace bullying threaten nurses' health and wellbeing, especially the transition of newly graduated nurses entering the profession. High rates of burnout and turnover among new nurses puts additional strain on limited financial resources in healthcare organizations and can compromise the quality of care provided to patients. Objectives: The purpose of this study is to test a model linking authentic leadership to new graduate nurses' experiences of workplace bullying and burnout, and subsequently, job satisfaction and intentions to leave their jobs. Methods: This study employed a cross-sectional survey design with 342 new graduate nurses (defined as less than two years of practice experience) working in acute care hospitals in Ontario, Canada. Participants completed a questionnaire with measures of authentic leadership, workplace bullying, burnout, job satisfaction and turnover intentions. The model was tested using path analysis techniques within structural equation modeling. Results: The model fit indices suggested that the original hypothesized model did not adequately fit the data (χ 2=33.59, df=5, p=.000, χ 2/df=6.72, IFI=.937, CFI=.937, RMSEA=.130), thus an additional theoretically justified direct path from authentic leadership to job satisfaction was added, which improved the fit substantially (χ 2=5.26, df=4, p=.261, χ 2/df=1.32, IFI=.997, CFI=.997, RMSEA=.030). Authentic leadership had a negative direct effect on workplace bullying, which in turn had a direct positive effect on emotional exhaustion. Authentic leadership also influenced job satisfaction indirectly through bullying and emotional exhaustion. Authentic leadership, workplace bullying and emotional exhaustion all had significant direct effects on job satisfaction, which in turn, was related to lower turnover intentions. Conclusions: The findings from this study demonstrate the fundamental importance of authentic leadership in creating supportive working environments. An authentic leadership style may reduce the probability of a unit culture of workplace bullying developing, contributing to a nursing workforce that is less burned out, more satisfied with their job, and ultimately, less likely to leave their position.
机译：背景：在短缺期间，保持熟练和敬业的护士至关重要，然而，越来越多的报告称工作场所受到欺凌威胁着护士的健康和福祉，尤其是刚毕业的护士进入该行业的过渡。新护士的倦怠和离职率很高，给医疗机构有限的财务资源带来了额外压力，并可能损害为患者提供的护理质量。目标：这项研究的目的是测试一个模型，该模型将真实的领导力与新毕业生护士的工作场所欺凌和倦怠经历，以及随后的工作满意度和离职意愿联系起来。方法：本研究采用横断面调查设计，其中有342名在加拿大安大略省急诊医院工作的新毕业生护士（定义为不到两年的从业经验）。参与者完成了一份问卷，问卷调查了真实的领导力，工作场所欺凌，倦怠，工作满意度和离职意向。在结构方程模型中使用路径分析技术对模型进行了测试。结果：模型拟合指数表明原始假设模型无法充分拟合数据（χ2 = 33.59，df = 5，p = .000，χ2 / df = 6.72，IFI = .937，CFI = .937， RMSEA = .130），因此增加了从真实的领导力到工作满意度的另一条理论上合理的直接路径，这大大提高了拟合度（χ2 = 5.26，df = 4，p = .261，χ2 / df = 1.32，IFI = .997，CFI = .997，RMSEA = .030）。真正的领导对工作场所霸凌有负面的直接影响，反过来又对情绪疲惫有直接的正面影响。真正的领导还通过欺凌和情绪疲惫间接影响了工作满意度。真正的领导，工作场所欺凌和情绪疲惫都会对工作满意度产生直接的显着影响，而这又与较低的离职意图有关。结论：这项研究的结果表明，在创造支持性工作环境中，真正领导的根本重要性。真正的领导风格可能会降低工作场所欺凌行为的单位文化的可能性，从而有助于减少护理人员的工作倦怠，对工作的满意度，并最终减少离开工作岗位的可能性。

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