Nurses' Trust in Managers: The Role of Authentic Leadership and Workplace Empowerment

2.50
Hdl Handle:
http://hdl.handle.net/10755/290975
Category:
Abstract
Type:
Presentation
Title:
Nurses' Trust in Managers: The Role of Authentic Leadership and Workplace Empowerment
Author(s):
Fillmore, Kristy; Wong, Carol A.; Laschinger, Heather K.S.
Lead Author STTI Affiliation:
Iota Omicron
Author Details:
Kristy Fillmore, RN, MScN, kfrn@hotmail.com; Heather K. S. Laschinger RN, PhD; Carol A. Wong RN, PhD
Abstract:

Poster presented on Friday, April 12, 2013, Saturday, April 13, 2013

Purpose:  The purpose of this study was to examine the relationships among authentic leadership of nurse managers and acute care nurses’ structural empowerment, and trust in their manager and to determine if structural empowerment mediates the relationship between authentic leadership and trust in the manager. 

Background:  Recently, high rates of absenteeism and nationwide nursing shortages have drawn attention to nurses’ work environments.  Effective leadership, empowerment, and trust are aspects of a healthy work environment that significantly influence nurses’ sense of wellbeing and can impact important healthcare outcomes such as nurse turnover and retention.  Authentic leadership is the proposed style of leadership needed to build trust, and for nurse managers to create and sustain healthy work environments that are associated with the promotion of patient safety, excellent patient care, and recruitment and retention of nurses.  Currently, no studies examine the relationship between authentic leadership and empowerment, or authentic leadership in combination with structural empowerment and trust, and there is a gap in the nursing literature that describes the mechanisms by which leaders influence nurses’ attitudes, behaviours and other outcomes. 

Methods:  This study was a secondary analysis of data collected using non-experimental, predictive mailed survey design in a random sample of 280 registered nurses working in acute care teaching and community hospitals in Ontario.  Hierarchical multiple linear regression and mediation analysis were used to test the hypothesized model.  

Results:  Authentic leadership and structural empowerment each had individual direct positive effects on nurses’ trust in their manager, but structural empowerment was not found to mediate the relationship between authentic leadership and nurses’ trust.  Authentic leadership accounted for 48% of the variance in nurses’ trust in their manager.  

Conclusion:  Findings suggest that nurse managers’ authentic leadership and nurses’ structural empowerment increase trust in their manager and contribute to a healthy work environment.

Keywords:
Authentic Leadership; Structural Empowerment; Trust in Manager
Repository Posting Date:
13-May-2013
Date of Publication:
13-May-2013
Conference Date:
2013
Conference Name:
Creating Healthy Work Environments
Conference Host:
Sigma Theta Tau International, the Honor Society of Nursing
Conference Location:
Indianapolis, Indiana, USA
Description:
Creating Healthy Work Environments. Held at the JW Marriott, Indianapolis
Note:
This is an abstract-only submission. If the author has submitted a full-text item related to this abstract, you may find it by browsing the repository by author. If author contact information is available in this abstract, please feel free to contact him or her with your queries regarding this submission.

Full metadata record

DC FieldValue Language
dc.language.isoen_USen_GB
dc.type.categoryAbstracten_GB
dc.typePresentationen_GB
dc.titleNurses' Trust in Managers: The Role of Authentic Leadership and Workplace Empowermenten_GB
dc.contributor.authorFillmore, Kristyen_GB
dc.contributor.authorWong, Carol A.en_GB
dc.contributor.authorLaschinger, Heather K.S.en_GB
dc.contributor.departmentIota Omicronen_GB
dc.author.detailsKristy Fillmore, RN, MScN, kfrn@hotmail.com; Heather K. S. Laschinger RN, PhD; Carol A. Wong RN, PhDen_GB
dc.identifier.urihttp://hdl.handle.net/10755/290975-
dc.description.abstract<p>Poster presented on Friday, April 12, 2013, Saturday, April 13, 2013</p><p><b>Purpose:</b>&nbsp; The purpose of this study was to examine the relationships among authentic leadership of nurse managers and acute care nurses&rsquo; structural empowerment, and trust in their manager and to determine if structural empowerment mediates the relationship between authentic leadership and trust in the manager.&nbsp; <p><b>Background:&nbsp; </b>Recently, high rates of absenteeism and nationwide nursing shortages have drawn attention to nurses&rsquo; work environments.&nbsp; Effective leadership, empowerment, and trust are aspects of a healthy work environment that significantly influence nurses&rsquo; sense of wellbeing and can impact important healthcare outcomes such as nurse turnover and retention.&nbsp; Authentic leadership is the proposed style of leadership needed to build trust, and for nurse managers to create and sustain healthy work environments that are associated with the promotion of patient safety, excellent patient care, and recruitment and retention of nurses.&nbsp; Currently, no studies examine the relationship between authentic leadership and empowerment, or authentic leadership in combination with structural empowerment and trust, and there is a gap in the nursing literature that describes the mechanisms by which leaders influence nurses&rsquo; attitudes, behaviours and other outcomes.&nbsp; <p><b>Methods:&nbsp; </b>This study was a secondary analysis of data collected using non-experimental, predictive mailed survey design in a random sample of 280 registered nurses working in acute care teaching and community hospitals in Ontario.&nbsp; Hierarchical multiple linear regression and mediation analysis were used to test the hypothesized model. &nbsp; <p><b>Results:</b>&nbsp; Authentic leadership and structural empowerment each had individual direct positive effects on nurses&rsquo; trust in their manager, but structural empowerment was not found to mediate the relationship between authentic leadership and nurses&rsquo; trust.&nbsp; Authentic leadership accounted for 48% of the variance in nurses&rsquo; trust in their manager. &nbsp; <p><b>Conclusion:</b>&nbsp; Findings suggest that nurse managers&rsquo; authentic leadership and nurses&rsquo; structural empowerment increase trust in their manager and contribute to a healthy work environment.en_GB
dc.subjectAuthentic Leadershipen_GB
dc.subjectStructural Empowermenten_GB
dc.subjectTrust in Manageren_GB
dc.date.available2013-05-13T10:23:59Z-
dc.date.issued2013-05-13-
dc.date.accessioned2013-05-13T10:23:59Z-
dc.conference.date2013en_GB
dc.conference.nameCreating Healthy Work Environmentsen_GB
dc.conference.hostSigma Theta Tau International, the Honor Society of Nursingen_GB
dc.conference.locationIndianapolis, Indiana, USAen_GB
dc.descriptionCreating Healthy Work Environments. Held at the JW Marriott, Indianapolisen_GB
dc.description.noteThis is an abstract-only submission. If the author has submitted a full-text item related to this abstract, you may find it by browsing the repository by author. If author contact information is available in this abstract, please feel free to contact him or her with your queries regarding this submission.en_GB
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