Impact of Authentic Leadership and Areas of Work Life among Nurses on Patient Outcomes at King Khalid Majmaah Hospital, Saudi Arabia

Majmaah University
College of Applied Medical Sciences
Nursing Department
Masters of Nursing in Management & Leadership
Impact of Authentic Leadership and Areas of Work Life among Nurses on
Patient Outcomes at King Khalid Majmaah Hospital, Saudi Arabia
Principal Investigator Student:
Mohammed Saed Almudhaybiri
391104176
Supervisor:

Dr. Brian Anonat Vasquez
Table of Contents
List of Tables and Figures
Introduction
Background 1
Aims and objectives 3
Hypothesis 4
Significance of the study 4
Definition of terms 5
Literature Review and Framework 6
Methodology 18
Sample of study 18
Research Design 18
Study sample 18

Sampling Design 18
Sample size 19
Inclusion and exclusion criteria 19
Research Instruments 19
Data collection 22
Data Analysis 22
Ethical Consideration 23
Limitations of the study 23
References 24
Appendix 29
List of Tables and Figures
List of Figures:
Figure 1: How the power of authentic leadership drives organizational performance.
Figure 2: Relationship among variables: Authentic leadership, organizational culture,
and healthy work environments.
List of Tables:
Table:1 Authentic Leadership Components

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CHAPTER 1 INTRODUCTION
1.1. Background
In current healthcare industry, retention of nurses has become a priority
worldwide. It is crucial to ensure the substitution of nurses who are retiring with fresh
graduates having favorable work environment to nurture professional practice thereby
promoting job satisfaction and discouraging thoughts of leaving the profession. It has
been noticed that there is direct relation between the qualities of care a patient’s
receive with nurse’s job satisfaction. Studies in the past have shown that a good
leadership skill plays a pivotal role in shaping the professional practice to allow the
nurses to provide safe and effective patient care resulting in higher perceptions of
patient care quality and job satisfaction.
An authentic leadership has an effect not only the nursing workforce and the
profession but the healthcare delivery system and society as a whole. The key
distinction of authentic leaders is that they are anchored by their own deep sense of
self and know where they stand on important issues, values, and beliefs. In nursing
practice, a healthy work environment is fundamental in sustaining a suitable nursing
workforce; the stressful nature of the profession frequently leads to burnout,
disability, and high absenteeism and ultimately contributes to the escalating shortage
of nurses (Avolio, Wernsing & Gardner, 2018). Healthcare settings not having
supportive work environments pose a threat to the organization itself and its workers.
Areas of work life match (person-job fit) have also been related to intrapersonal
resources, such as, psychological capital (Tahhan, 2019). It is reasonable to expect
that when nurses feel that their expectations match existing conditions in the

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workplace, they will be more likely to meet job demands and therefore have increased
self-efficacy for performing their roles.
In numerous regions of the world, contemporary medical clinic care is faced
by workforce challenges, changing shopper desires and requests, financial limitations,
expanding requests for access to mind, a command to improve understanding focused
consideration, and issues worried about degrees of value and wellbeing of social
insurance (Boamah, Read, & Laschinger, 2017). Viable administration is urgent to
endeavors to expand powerful administration of care in the emergency clinic setting.
Rising up out of this mind boggling writing is the job of initiative in the clinical
setting. According to Avolio, Wernsing and Gardner (2018), the significance of viable
clinical initiative in guaranteeing a great human services framework that reliably
gives protected and productive consideration has been emphasized in the academic
writing and in different government reports.
Late requests, commissions, and reports have advanced clinician commitment
and clinical administration as basic to accomplishing and supporting upgrades to mind
quality and patient wellbeing. Right now, we talk about clinical administration in
human services, think about distributed meanings of clinical initiative, blend the
writing to portray the attributes, characteristics, or ascribes required to be a successful
clinical pioneer, consider clinical authority according to emergency clinic care, and
examine the facilitators and boundaries to compelling clinical initiative in the medical
clinic division (Avolio, Wernsing & Gardner, 2018. In spite of the across the board
acknowledgment of the significance of successful clinical authority to tolerant results,
there are some very extensive hindrances to cooperation in clinical initiative (Avolio,
Wernsing & Gardner, 2018). Future methodologies should expect to address these
boundaries in order to improve the nature of clinical authority in medical clinic care.

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Managers in formal leadership positions are influential in delivering nurses
with access to these four empowerment structures (Boamah, Laschinger, Wong &
Clarke, 2018). The most imperative quality of efficacious leader is authenticity in
nurse managers. According to authentic leadership theory, authentic leaders are
insightful and self-aware, with high ethical and moral standards; they engage in
balanced decision-making and present their genuine selves to others (Eyong &
Rathee, 2017). There are four foundational frameworks of authentic leadership:
balanced processing, relational transparency, an internalized moral perspective and
self-awareness (Avolio, Wernsing & Gardner, 2018).
Figure: 1 How the power of authentic leadership drives organizational performance.
High levels of stress are frequently noticed in step-down units due to high
patient acuity, shortage of staff, and fatigue. Research has shown that stress and high
workloads among nurses’ results in negative effect patient’s level of care and overall
satisfaction (Avolio, Wernsing & Gardner, 2018. Nursing manager’s authentic
leadership has been indicated in the past have positive influence on outcomes such as
trust in leadership, organizational behavior, leader and follower wellbeing, and
organizational commitment (Laschinger & Fida , 2015). Studies linking nursing