Authentic leadership, job satisfaction and organizational commitment: The moderating effect of nurse tenure

Abstract

Aims To examine the associations between unit managers' authentic leadership with job satisfaction and organizational commitment and to investigate whether nurse tenure has a moderating effect on these associations. Background Authentic leaders create trusting relationships with their staff and help nurses become more satisfied with their jobs and committed to their organizations. Because nurses have different perceptions of their working environments based on their tenure, the effectiveness of managerial leadership differ accordingly. Methods This study is a cross‐sectional secondary analysis using survey data from 1,118 staff nurses. To determine the significant tenure range for the associations between authentic leadership, job satisfaction and organizational commitment, the Johnson–Neyman method was used. Results Authentic managerial leadership perceived by staff nurses had positive associations with job satisfaction and organizational commitment. The strengths of these associations were attenuated with nurse tenure and were no longer significant for nurses with more than 20 years of tenure. Conclusions Although authentic leadership in managers was effective, the strengths of its effectiveness varied based on nurse tenure. Implications for Nursing Management According to nurse tenure, differentiated approaches are needed to increase the job satisfaction and organizational commitment of staff nurses.

Work Schedule Characteristics, Missed Nursing Care, and Organizational Commitment Among Hospital Nurses in Korea

“…This study involved a cross‐sectional secondary analysis. We used nurse survey data from the Shared Governance and Patient Activation Measure (SG‐PAM) study, which was conducted in Korea from April 2017 to March 2018 (Baek, Han, & Ryu, 2019). The SG‐PAM study originally aimed to examine the associations of nursing work‐related factors with nurses’ work outcomes and patient activation levels.…”

“…The SG‐PAM study originally aimed to examine the associations of nursing work‐related factors with nurses’ work outcomes and patient activation levels. Detailed information about the sampling techniques and data collection procedures for the SG‐PAM study is available elsewhere (Baek et al, 2019).…”

Positive Supervisor Behaviors and Employee Performance: The Serial Mediation of Workplace Spirituality and Work Engagement

“…For instance, the transformational leadership style has been studied extensively: results showed its positive relationships with improved performance and reduced stress ( Dvir et al, 2002 ; Wang et al, 2011 ; Salem, 2015 ; Ng, 2017 ). Moreover, a growing body of evidence showed positive relationships between the authentic leadership style and several positive organizational outcomes, such as commitment, job satisfaction, creativity, innovativeness, and performance ( Khan, 2010 ; Azanza et al, 2013 ; Müceldili et al, 2013 ; Wong and Laschinger, 2013 ; Wang et al, 2014 ; Baek et al, 2019 ). An authentic leadership style is a positive approach to organizational leadership, characterized by self-awareness, relational transparency, authentic behaviors, and positive moral perspective ( Avolio and Gardner, 2005 ; Walumbwa et al, 2008 ).…”

Relationship Between Ethical Leadership Behavior and Work Motivation in Intensive Care Nurses: A Cross-sectional Study

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