Positive Leadership Research Articles

The Effect of Professional Learning Communities and Contextual Factors on Teacher Leadership in the Korean High School Context

This study investigates the impact of Korean high school teachers’ perception of the benefits of participating in professional learning communities (PLCs) on teacher leadership using administrative survey data collected by the Gyeonggi Institute of Education. The findings indicate that positive experiences with PLCs can promote teacher leadership both within and beyond the classroom, highlighting the importance of providing professional development opportunities, collaboration and activities through PLCs. Furthermore, the study emphasises the crucial role of school culture, particularly positive school culture and supportive principal leadership in fostering teacher leadership both within and beyond the classroom. However, it also reveals that power dynamics and hierarchies in schools may negatively impact teacher leadership, particularly among female and non-tenured teachers in their beyond-classroom teacher leadership. Finally, the study shows that the innovative school status schools in Gyeonggi Province in South Korea has limited influence on the level of teacher leadership, or in some cases, may even have indicated lower levels of leadership compared to regular schools.

The implementation of attribution theory in leadership: a systematical literature review

This study provides a survey of the literature on the application of attribution theory in leadership and organizational behavior. The study's goal is to investigate how attribution theory might be used to improve corporate leadership practices in Indonesia, specifically in avoiding harmful attributional biases. This study reviews 22 articles published from 2013 to 2023 related to the topic of applying attribution theory in leadership. The results of the review show that leaders' communication style influences the leadership attributions that emerge in virtual teams. In addition, leadership support for work-life balance can reduce employees' counterproductive behaviors by mitigating work-family conflict. Additionally, big data-driven marketing attributions can enhance customer value attribution accuracy. Furthermore, leaders' commitment to public ideals has a favorable relationship with charismatic leadership attributions and, as a result, lower turnover rates. The research results highlight how attributions significantly influence employees' reactions to policies, leaders' styles, and organizational outcomes. Identifying key drivers of employees' attribution tendencies can empower leaders to cultivate more positive leadership results.

OECD countries' main contributors to families emerging above the poverty line

The reduction of poverty rates remains a challenging battle for most OECD governments, numerous international organizations, philanthropic associations, and a subject of study for many research centers. In this analysis, 200 empirical governmental documents, international reports, and peer-reviewed scientific publications regarding poverty reduction were meta-analyzed to identify the strongest factors in reducing poverty among OECD countries. A quantitative exploration of the literature using a statistical correlational research design showed that positive political leadership, effective economic and policy-making, low crime rates, low corruption rates, employment, higher earnings, familial support, greater access to higher education, age, physical and cognitive disability, physical health, mental health, positive cultural factors (mentality, values, etc.), access to clean water and food, housing, location, relocation, government support, communal support, scientific development (technology and innovation), and availability of production resources were found to be the most significant areas associated with the reduction of poverty among OECD countries in 2023. An analysis of the findings and suggestions for policymaking and research are also offered. Keywords: Economy; economic mobility; OECD; poverty, poverty reduction; social mobility

Leadership Evaluation of David Brailer: Insights From Health Informatics and Public Service

This study assesses the leadership style and impact of David Brailer, the former United States National Health Information Technology Coordinator, renowned for his contributions to health informatics. The study employs several methodologies: an examination of both positive and negative leadership attributes, an analysis of his leadership style, and an exploration of his vision-defining abilities. Central to this investigation is the analysis of organizational leadership, undertaken through an innovative leadership theory and guiding principles, which are designed to uncover strategies for enhancing leadership in a rapidly evolving society. Brailer’s extensive background in health informatics, coupled with his tenure at the U.S. Department of Health and Human Services, provides a rich foundation for this study. In 2004, President George W. Bush appointed him as the inaugural Health Information Technology Czar, marking a historic moment in advancing electronic health records and the digitization of healthcare information, health informatics and public service.

Charting The Course; A Systematic Review On Healthcare Leadership Styles And Their Symphony With Employee Satisfaction In Saudi Arabian Health Administration

Background; Effective leadership is essential for the success of healthcare organizations, particularly in Saudi Arabia where the healthcare sector is undergoing rapid transformation. Leadership styles within health administration roles play a significant role in shaping employee satisfaction and organizational outcomes. Understanding prevalent leadership styles and their impact on employee satisfaction is crucial for enhancing the overall performance of healthcare organizations in Saudi Arabia.
 Purpose; The study aimed to evaluate prevalent healthcare leadership styles and their impact on employee satisfaction in health administration roles in Saudi Arabia's healthcare sector.
 Method; A cross-sectional descriptive research design was employed, and data were collected from healthcare employees in government hospitals in Taif, Saudi Arabia. A structured questionnaire was used to assess leadership styles and employee satisfaction, and data were analyzed using descriptive statistics, correlation coefficient analysis, independent t-tests, and multiple linear regressions.
 Results; The study identified three prevalent healthcare leadership styles; Autocratic, Democratic, and Laissez-Faire. Significant positive correlations were found between these leadership styles and employee satisfaction. Autocratic, Democratic, and Laissez-Faire leadership styles were all positively associated with employee satisfaction. Gender differences in leadership styles and job satisfaction were also explored, revealing variations across genders within healthcare administration roles.
 Conclusion; The study underscores the importance of effective leadership in healthcare administration for promoting employee satisfaction. Healthcare organizations in Saudi Arabia should prioritize leadership development programs tailored to enhance leadership skills and foster positive leadership practices. By understanding and implementing effective leadership strategies, healthcare administrators can create supportive work environments that contribute to overall employee satisfaction and organizational success.

A PRIDE-theory-based analysis of a positive learning environment in a Finnish vocational education and training (VET) institution

The aim of this study was to analyse Finnish students’ perceptions of a positive learning environment. Because of the reform of Finnish vocational education and training (VET) and the recent decrease of students’ well-being, it is important to study how students’ well-being and learning can be enhanced. This study applied the PRIDE theory to describe the positive learning environment. The acronym PRIDE is derived from these words: positive practices, relationship enhancement, individual attributes, dynamic leadership, and emotional well-being. The data was collected with semi-structured student interviews (N=12) from a northern Finnish VET institution. The interviews were analysed with a theory-based content analysis leaning on the PRIDE theory. The research provided important information of the positive learning environment from the students’ perspective, through which learning environments that support students’ well-being and learning can be designed and developed in VET. In addition, the study provided an example of how to use the PRIDE theory for analysing positive learning environments and education.

Congruence of Leader-follower Evaluations and the Effect of Leadership Styles on Work Engagement

The shift into relationship-oriented, positive leadership theories in recent decades brought with it a deeper investigation of leader-follower interactions. Transformational and engaging leadership styles are widely assumed to be proven determinants of work engagement, although these conclusions are based mostly on followers' evaluations. Therefore, we analysed followers' and leaders' evaluations simultaneously and used congruent results to test which leadership dimensions positively impact followers' work engagement. Our results show that follower-rated passive and charismatic leadership negatively affect work engagement. In contrast, follower-rated inspirational communication and passive leadership rated by leaders positively affect above-average work engagement. From them, inspirational communication seemed to be the most influential factor. These results draw attention to the importance of leaders' communication and emphasise its role in leader-follower interactions.

Language teacher wellbeing: an individual–institutional pact

Abstract Although positive psychology (PP) is characterized as a tripartite approach to human flourishing that considers emotions, traits, and institutions, to date the role of institutions has been relatively overlooked. This is particularly problematic when exploring language teacher wellbeing because a teacher’s ability to thrive is also dependent upon the context in which they work. Combining the results of a web survey on teacher wellbeing with relevant concepts from PP on the collective responsibility of individuals and institutions, this study provides a podium from which teachers’ voices can be heard. When asked for specific advice on positively confronting challenges (particularly stemming from the Covid-19 pandemic), teachers’ recommendations coalesced around the four themes of doing your best: teaching practices, positive leadership, and positive attitudes and gratitude. The purpose of this study is to listen to teachers’ voices and provide implications for making more positive institutions.

The Impact of Positive Leadership on the Professional Growth of Primary School Teachers

This paper presents the outcomes of a research study that examined the views of heads of schools and teachers on what positive leadership meant to them and the impact positive leadership can have on teachers’ professional growth. The research followed a mixed-methods convergence model approach. Six heads of schools from church and independent schools participated in an online interview, and 106 teachers from all church and independent schools participated in an online questionnaire. The results showed that both heads of schools and teachers agree that positive leadership improves communication, trust and support between them. These factors allow teachers to be more innovative in their practices, which also contributes to their professional development and growth. The findings also highlighted the importance of key practices in positive leadership and revealed valuable information regarding the application of positive leadership in Maltese primary schools. Furthermore, the research also recognised that the impact of positive leadership on teachers’ professional growth also influences the school culture. The research concluded that positive leadership is an effective approach to promoting professional growth in teachers and suggests recommendations for educational leaders to adopt positive leadership practices to support teacher development and enhance school culture.

Investigation of the relationship between nurses' perception of toxic leadership and their organizational trust levels and turnover intentions.

This study aimed to investigate the relationship between nurses' perception of toxic leadership and their organizational trust levels and turnover intentions. This cross-sectional study was conducted using an online survey of 168 nurses working in public and university hospitals. Data were collected between April and November 2022 with the Toxic Leadership Scale, Organizational Trust Scale and Turnover Intention Scale. Descriptive statistics, correlations, and regression analyses were used to analyse these data. It was determined that almost half of the nurses (46.4%) were exposed to negative behaviours from their managers within the last year. Nurses' perception of toxic leadership, organizational trust level and turnover intention were moderate. It was found that nurses' perceptions of toxic leadership had a negative effect on organizational trust level (R2 = .691; β = -0.832; p < .05) and a positive significant effect on turnover intention (R2 = .267; β = 0.521; p < .05). This study revealed that toxic leadership behaviours in health organizations should be struggled with to increase nurses' organizational trust and reduce their turnover. In this context, an organizational culture in which toxic behaviours are not tolerated should be established in health organizations. What problem did the study address? In the literature, mostly positive leadership behaviours of nurse managers are emphasized and little is known about their negative behaviours such as toxic leadership. What were the main findings? It was determined that nurses who perceived more toxic behaviour from their managers had less trust in their organizations and higher turnover intention. On whom will the research have an impact? To provide a positive working environment and reduce turnover, it is necessary to create an organizational culture in which the toxic behaviours of nurse managers are not tolerated. No patient or public contribution.

A positive leadership doctoral mentor training course

AbstractThis article describes a training course grounded in positive leadership theory for experienced online doctoral mentoring faculty. It includes theoretical underpinning as well as a description of required readings and weekly assignments.

Inclusive Leadership for Employee Workplace Well-Being in Public Organizations

Various public organizations realize that promoting workplace well-being is crucial for the effectiveness of their employees. It is believed that when creating an environment where employees feel welcomed, are treated fairly, and their contributions are appreciated, they will be happy and work better. Therefore, diversity management has gained increased attention. However, since diversity does not necessarily mean inclusion in decision-making and the appreciation of employee differences and input, a growing body of research has advocated the adoption of positive relational leadership styles, such as inclusive leadership. Inclusive leadership embraces employee differences, manages diversity, and recognizes employee input. Hence this paper investigates how inclusive leadership correlates to employee workplace well-being in public organizations. Relying on quantitative analysis, a questionnaire was distributed to N= 234 Egyptian local government officials who demonstrated diversity in gender and educational levels. The data collected were analyzed using SPSS version 20. The study's conclusions reveal that inclusive leadership has an uneven influence on employee workplace well-being based on educational levels. The correlation was strongest among the least educated and weakest among the highly educated. Gender, on the other hand, did not show any significant difference in the correlation between inclusive leadership and workplace well-being and hence, was not considered for further analysis. Moreover, the traits of inclusive leadership have different effects on employee workplace well-being based on their educational levels. For the least educated, leadership accessibility had the greatest influence on employee workplace well-being, while for the highly educated, leadership openness had the strongest influence. In conclusion, this paper highlights the importance of inclusive leadership in promoting employee workplace well-being in public organizations, especially for marginalized groups who may feel excluded in the workplace. Additionally, public organizations should recognize that inclusive leadership practices should be tailored to meet the diverse needs of employees based on their educational levels.

Toxic leadership, mental well-being and work engagement among nurses: a scale adaptation study and structural equation model approach

PurposeAlthough the background on positive and supportive leadership styles and their positive effects is constantly increasing, it is known that negative and destructive leadership styles are less researched. Thus, examining the toxic leadership behaviors of nurse managers and the effects of these on nurses has a critical significance. When the measurement tools evaluating toxic leadership are examined, it is seen that there is a need for measurement tools that evaluate the toxic leadership behaviors of nurse managers. This study's purpose is to psychometrically examine the Turkish version of the Toxic Leadership Behaviors of Nurse Managers (ToxBH-NM-TR) Scale and test the hypothesized conceptual model that includes the relationships between toxic leadership, mental well-being and work engagement.Design/methodology/approachThis quantitative research was carried out in psychometric, correlational and cross-sectional design. A total of 559 nurses were included in the study by using the convenience sample method. The ToxBH-NM-TR Scale, Warwick–Edinburg Mental Well-Being Scale and Utrecht Work Engagement Scale (UWES) were used to measure the latent variables of the study. The data were collected between June and October 2020 with the online survey method. IBM SPSS Statistics 24 and Amos 21 statistical programs were used to analyze the data.FindingsThe scale-content validity index of the ToxBH-NM-TR was 0.88. Confirmatory factor analysis results showed that the fit indices were acceptable. The ToxBH-NM-TR had high internal consistency and temporal stability. In addition, the relationships between the latent variables of the study were in the expected direction and statistically significant (p < 0.001). The hypothesized conceptual model showed an acceptable or good fit to the data. Mental well-being partially mediated the relationship between toxic leadership and work engagement. The study showed that the ToxBH-NM-TR is a valid and reliable instrument and provided evidence that confirmed the hypothesized conceptual model.Research limitations/implicationsThe first of these is the fact that managers' toxic leadership behaviors were determined based on nurses' self-report. For this reason, participants' potential prejudices may have affected the results of the study. The second limitation concerns the data collection technique. Using face-to-face data collection techniques during the COVID-19 pandemic could create a danger/risk for the health of nurses, researchers and patients. Therefore, the nurses in this research were reached through an online survey on social media platforms. The participants of the study were limited to those who had access to social media. Finally, some socio-demographic and professional characteristics of the participants may be a confounding variable for the model. For this reason, this conceptual model needs to be validated on other samples in different countries to increase the generalizability of the research results.Practical implicationsThe characteristics of this leadership style should be understood, and its effects on employees and organizations should be evaluated by screening regularly to prevent the development of toxic leaders and to eliminate the harmful effects of their behavior. The nurses should respond decisively to the forces that cause them to submit in order not to encourage a toxic leadership style. Healthcare institutions should develop procedures and take a proactive approach to destructive and negative leadership behaviors and practices. In addition, nurse managers should get feedback by using informal networks and 360-degree assessment tools and evaluate whether their leadership has a toxic function by regularly screening the effects of their leadership.Originality/valueThe results of this study offer important implications for nurses, managers and healthcare institutions and can be useful in gaining awareness about the negative effects of a toxic leadership style. In addition, the study provides a valid and reliable scale that will enable the identification of managers with this leadership style to prevent the development of toxic leaders and eliminate the harmful effects of their behavior.

Effectiveness of Electronic Service-Learning (e-SL) in Primary School Children in China during the COVID-19 Pandemic

AbstractIn recent years, Service-Learning (SL) has become a popular pedagogy in higher education, especially in Asian societies such as Hong Kong. However, although prior studies have generally showed positive effects of SL for service providers (university students in particular), there is limited evidence of the benefits of SL for the service recipients. Additionally, due to the COVID-19 pandemic, some SL programs have shifted from a traditional in-person mode to an online mode, thereby creating the need to evaluate e-Service Learning (e-SL) projects. In this study, we evaluated changes among 422 primary school students as service recipients (50.6% male; 49.4% female; Mage = 11.53) joining an e-SL program conducted in mainland China by 85 undergraduate students from a public university in Hong Kong. Using a single-group pretest and posttest design with data collected before and after the e-SL program, which focused on leadership and personal development outcomes, we found that the service recipients showed significant improvements in positive youth development (PYD) attributes, leadership qualities, psychological well-being, and academic performance. We also found gender differences in most of the developmental outcomes, with male participants showing more positive improvements than female participants. These pioneering findings underscore the effectiveness of e-SL program in terms of promoting the holistic development of service recipients. This study also reveals gender differences in the benefits derived from e-SL programs.

Beyond the universal perception: Unveiling the paradoxical impact of ethical leadership on employees’ unethical pro-organizational behavior

Ethical leadership, widely recognized as a positive leadership style, has shown inconsistent relationships with employees' unethical pro-organizational behavior in the workplace. This study draws on the social cognitive theory to investigate the paradoxical impact of ethical leadership on employees' unethical pro-organizational behavior. It also examines the mediating role of employees' psychological empowerment and the moderating effect of moral identity. The study collects data from 515 nursing staff working in public and private hospitals in Pakistan at three different time intervals, and analyzed using PLS SEM. Contrary to the previous studies and our initial hypothesis, the findings reveal a positive relationship between ethical leadership and employees' unethical pro-organizational behavior. Additionally, the study demonstrates that employees' psychological empowerment positively mediates the relationship between ethical leadership and employees' unethical pro-organizational behavior. This underscores the significance of employees' psychological processes. Furthermore, the relationship between ethical leadership and employees' psychological empowerment is moderated by employees' moral identity. This highlights the role of the individual differences in shaping employees’ behavior within the workplace. Overall, these results challenge the universal perception of ethical leadership as a positive form of leadership, shedding light on the unintended consequences and paradoxical impact it can have in organizations.

Analysis of Strategic Response on Employee Performance Among NSE Listed Commercial Banks

Globally, the banking business has seen growing rivalry, necessitating the application of important consistent and skilful decisions to boost the survival rate of numerous institutions. The recent failure of some commercial banks demonstrates that strategic responses for boosting employee performance have yet to be implemented. Employee productivity in Kenya's banking sector has also declined significantly over the years. Employees are also stressed, which leads to decreased productivity, increased absenteeism, low levels of engagement, and low retention rates. The main objective of the study was to determine the influence of strategic response on employee performance among NSE listed Commercial Banks in Kenya. The study was guided by the following specific objectives; to establish the effects of market expansion, cost-cutting strategies and strategic leadership on employee performance among NSE listed Commercial Banks in Kenya. The study also investigated the moderating effect of technology adoption on the relationship between strategic response and employee performance among NSE listed Commercial Banks in Kenya. The study followed a descriptive research design approach focusing on commercial banks based in Nairobi. The target population was all the 10 NSE listed commercial banks and the study data was collected using questionnaires for a period of one month. Due to the population being small, the study used a census sampling approach to cover all 10 commercial banks in Kenya. The study used both primary data. Primary data was collected using semi-structured questionnaires containing both open ended and close ended questions. The content analysis method was used to analyse qualitative data. Quantitative data, on the other hand, was analysed using both descriptive and inferential statistics in SPSS in accordance with the research objectives. Correlation and regression analysis were used in inferential statistics to determine the relationship between the research variables. The findings were presented using tables and figures. From the analysis, it was evident that human resource practices such as recruitment of agencies to help in marketing and selling was mostly adopted. The regression analysis confirmed that strategic leadership and cost-cutting strategies are important factors affecting employee performance in the firms and that market expansion strategies may not have a significant impact on employee performance. The study found that technological strategies may not have a significant moderating effect on the relationship between strategic response and employee performance among NSE listed Commercial Banks in Kenya. The study concluded that there is a positive correlation between strategic response and employees’ performance among NSE-listed Kenyan commercial banks. The study also concludes that strategic leadership and cost-cutting strategies are significant factors affecting employee performance in among the firms. Market expansion strategies and technological strategies may not have a significant impact on employee performance in NSE-listed Kenyan commercial banks. The study further recommended that NSE-listed commercial banks in Kenya should focus on fostering a positive work environment and effective leadership to enhance employee performance. The recommended the NSE listed Kenyan Commercial Banks to continue emphasizing and investing in expansion and cost cutting practices. The study suggested that providing leadership training and support to managers and executives can help them become more strategic in their decision-making. Banks should also carefully evaluate their cost-cutting initiatives to ensure that they do not compromise employee morale, job satisfaction, or overall performance Regular evaluation of technological strategies can help identify areas for improvement and potential opportunities to leverage technology for better employee performance.

Put your own “oxygen mask” on first: A behavioral typology of leaders' self‐care

AbstractOrganizational leaders are essential in implementing, interpreting, and even proactively initiating changes for human resource (HR) functions to enhance workplace productivity and well‐being. However, recent studies have cautioned that providing positive and supportive leadership usually drains these organizational leaders. Although the literature has shed light on how leaders can use self‐care strategies to recharge, researchers and HR professionals know relatively little about (1) what specific self‐care actions leaders can take and (2) how external crises such as COVID‐19 constrain leaders' self‐care actions. To identify specific leaders' self‐care behaviors, which we refer to as oxygen masks, we interviewed 41 healthcare managers in Australia during the COVID‐19 pandemic in 2020. We presented a behavioral typology summarizing distinct oxygen masks that leaders used at different points in time. These oxygen masks include improving physical well‐being, improving emotional/spiritual/social well‐being, fulfilling managerial roles, and seeking collegial and organizational support. Moreover, we concluded that the COVID‐19 restrictions made some of these oxygen masks less accessible, negatively impacting leaders' well‐being. Our research conclusions have implications for theory and future studies on extending the literature associated with leadership development, leaders' resilience, and leaders' well‐being. The results also provide HR professionals with practical suggestions about assisting line managers in improving their self‐care and sustaining their leadership effectiveness.

How Does Authentic Leadership Boost Work Engagement? Exploring the Mediating Role of Work Meaningfulness and Work–Family Enrichment

Leadership is crucial in organizational life. Positive leadership is marked by transparent, trust-based leader–follower relationships that significantly boost employees’ dedication and engagement. Work engagement stems from a positive bond between workers, their job, and their organization. Authentic leadership, in particular, has been found to enhance work engagement, but this relationship is quite complex. Prior studies have explored the psychological processes linking organizational context and work-related attitudes and provided intriguing insights, such as that employees consider work to be part of their identity and that positive work experiences enrich family life. This research more closely examined authentic leadership’s impact on work engagement, including the mediating effect of meaningful work and work–family enrichment. A cross-sectional study was conducted with data from various organizations’ employees (number = 292). Multiple regression analyses’ results support the theoretical model, confirming a significant positive link between perceived authentic leadership and work engagement. These variables are directly and indirectly related through the proposed mediators. Implications for human resource management are discussed, especially strategies that increase work environments’ positive impacts on work engagement.

Toxic leadership and its relationship with outcomes on the nursing workforce and patient safety: a systematic review

PurposeThis study aims to appraise and synthesize evidence examining the effects of toxic leadership on the nursing workforce and patient safety outcomes.Design/methodology/approachThis is a systematic review in accordance with Preferred Reporting Items for Systematic Reviews and Meta-Analyses protocol. Five electronic databases (SCOPUS, PubMed, Web of Science, CINAHL and Psych INFO) were searched to identify relevant articles. Two independent researchers conducted the data extraction and appraisal. A content analysis was used to identify toxic leadership outcomes.FindingsThe initial literature search identified 376 articles, 16 of which were deemed relevant to the final review. Results of the content analysis identified 31 outcomes, which were clustered into five themes: satisfaction with work; relationship with organization; psychological state and well-being; productivity and performance; and patient safety outcomes. Seven mediators between toxic leadership and five outcomes were identified in the included studies.Practical implicationsOrganizational strategies to improve outcomes in the nursing workforce should involve measures to build and develop positive leadership and prevent toxic behaviors among nurse managers through theory-driven strategies, human resource management efforts and relevant policy.Originality/valueThe review findings have provided modest evidence suggesting that working under a leader who exhibits toxic behaviors may have adverse consequences in the nursing workforce; however, more research examining if this leadership style influences patient safety and care outcomes is warranted.

How to be an authentic leader, 1. Understanding authentic leadership

Strong leaders with an approach that supports, empowers and inspires staff are vital to the delivery of quality care and services for patients and service users. Every failing identified in the NHS, and the subsequent reviews examining them have pointed to the failing of leadership to maintain the standards of care, protection and quality required for clinical services eg Mid Staffordshire ( Francis, 2013 ) and the Shipman Inquiries ( Smith, 2003 ). Over the next few months, we will be looking at several leadership styles and how these can impact on patients, staff and health and social care. In simple terms, a leader influences others (either directly, or by delegating) to carry out a specific action or set of objectives. The essence of followers and followership is considered by authors as an essential aspect of understanding leadership and the importance of the interaction between the two parties ( Winston and Patterson, 2006 ). Authentic leadership is one of the leadership styles that is categorised as relational eg it focuses on building relationships with others, and it is also seen as a positive leadership form (Malila et al, 2017). Authentic leaders are considered to be key in creating improved nursing and organisational outcomes through promoting a positive emotional wellbeing and such leadership is associated with lower staff turnover ( Laschinger et al, 2016 ; Lee et al, 2019 ). Furthermore, authentic leadership has been linked with improved patient outcomes ( Boamah et al, 2017 ).