الفهرس 
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Abstract
Authentic leadership is viewed as a wide –ranging concept in which leaders are deeply
aware of how they think and behave and perceived by others as being aware of their own and
others‘ values/moral perspective, knowledge, and strengths; aware of the context in which
they operate; and who are confident, hopeful, optimistic, resilient, and high on moral
character. Authentic leaders exemplify directness, openness, and commitment to the success
of followers, a willingness to acknowledge their own limitations, transparency and a
commitment to be held accountable for their actions and reward honesty and integrity. Also,
authentic leaders lead from their convictions, and remain true to their personal values and
beliefs, even during times of stress and challenges. Kouzes and Posner (2007) posited that
leaders who engage their subordinates and peers and act with a positive form of behavior
characteristic are more effective leaders that are essential for organization to continue.
Aim of the study
The present study aims to Investigate the relationship between authentic leadership,
self-efficacy and work engagement.
Setting:
This study was conducted in all Medical and Surgical Inpatient Care Units and its
specialties at Alexandria Main University Hospital. The capacity of all medical and
surgical units was 1370 beds .Classified as follow 614 beds in medical care units and 756
beds in surgical units.
Subjects:
All staff nurses who worked in the previously mentioned units and available at the
time of data collection. The subjects included in the study were (N=350) that were
identified to take part in the survey. They were classified into N= 190 at medical care units
and N= 160 at surgical care units.
Tools of the study:
Three tools were used in this study
Tool (1): Authentic Leadership Questionnaire (ALQ)
This tool was developed by Avolio et al, (2007) to measure the components that have
been conceptualized as comprising authentic leadership it was adopted. It consists of 16
items classified into four dimensions namely: self-awareness (4items), relational
transparency (4 items), balanced processing (4items) and internalized moral perspective (4
items). The response was measured on a 5-point likert scale ranging from (0) not at all to (4)
frequently. There is no reversed score .The overall score level ranging from (0 to 64). Higher
score on the instrument (44-64), moderate score on the instrument (22-43), lower score on
the instrument (0-21). Score in the upper range indicate stronger authentic leadership.
Where, score in the lower range indicate weaker authentic leadership. Cronbach.
Tool (2): General Self-efficacy Scale (GSES)
This tool was developed for clinical research by Shereret al, (1982) to measure a
general set of expectations that the individual carries into new situations it was adopted. It
is uni-dimensional with 17 items measure as respondents were requested to evaluate their
levels of general self-efficacy. Responses was measured on a 5-point likert scale ranging
from (1) strongly disagree to (5) strongly agree. Reverse score was done for 11negative
statement. Sum of items scores reflects general self-efficacy .The overall score level
ranging from (17 to 85). Higher score on the instrument (63-85) imply greater selfefficacious,
moderate score on the instrument (40-62) imply moderate self-efficacious,
lower score on the instrument (17-39) imply lower self-efficacious. Cronbach’s alpha
Coefficient for internal consistency reliability of the tool was (a= 0.85).
Tool (3): Utrecht Work Engagement Scale (UWES)
This tool was developed By Schaufeli and Bakker (2003) to measure unique positive,
fulfilling and work related state of mind, and it was adapted. It consists of 17item classified
into three dimension namely: vigor (6 items), dedication (5 items), and absorption (6
items).For purpose of ease response the scale was adapted from seven-point Likert scale to
five -point Likert scale ranging from (0) never to (4) always. There is no reversed score.
Overall score level ranging from (0 to 68). Higher work engagement score (46-68) indicate
that subjects perceived themselves as having higher engagement in work, moderate work
engagement score (24-45) indicate that subjects perceived themselves as having moderate
engagement in work, lower work engagement score (0-23) indicate that subjects perceived
themselves as lower engagement in work. Cronbach’s alpha Coefficient for internal
consistency reliability of the tool was (a= 0.86).
In addition, sociodemographic data tool wasdeveloped by the researcher to
recognize the demographic details of characteristics that related to job/ position, gender,
age, educational qualification, working unit/ setting, years of experience and unit
experience of staff nurses.
Method:
An official permission was obtained from the faculty of nursing and the
administrators of the identified hospital to collect the necessary data.
The tools were translated into Arabic, and tested for their content validity by jury of
seven experts from the Faculty of Nursing, Alexandria University. They were three lecturer
of nursing administration, two professor of Medical and Surgical Department, one lecturer
and one professor of Nursing Education Department.
Informed consent was obtained from study subjects for participation in the study
after explanation of study aim.
A pilot study for the questionnaires was carried out on 10 % of nurses (N=35) that
wasn’t included in the study subjects in order to check and ensure the clarity of tools,
applicability, feasibility, identify obstacles and problems that may be encountered during
data collection and in the light of the findings of pilot study, no changes occurred in the
tools and tools were put in their final form.
Summary
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Data collection:
Data collection for this study was conducted by the researcher through selfadministered
questionnaire (in which respondents independently complete questionnaire).
It was hand delivered to the study subjects in their work setting and the needed instructions
were given before the distribution of the questionnaire, for completion of the questionnaire
each study subjects consumed approximately (15-20 minutes). The data collected in a
period of 2 months from 23-7-2017 to 27-9-2017.
The following were the main results of the present study:
The majority of nurse’s perceived higher authentic leadership (81.1%) represented as
83.1% in surgical units and 79.5% in medical units.
The majority of nurses’ perceived themselves as moderate general self-efficacy
(63.1%) presented as 68.9% in medical and 56.3% in surgical.
Also, it can be seen that there was no significant correlation between overall authentic
leadership and overall general self-efficacy except balanced processing dimension.
The majority of nurses perceived themselves as moderate work engagement (79.7%)
presented as 84.7 % in medical and 73.8% in surgical.
There was a positive significant correlation between overall authentic leadership and
overall work engagement & its related dimensions of work dedication and work
absorption.
Also, there was a highly significant correlation between overall work engagement,
work dedication dimension and overall general self-efficacy
Moreover, the study revealed that there was no statistical relation between nurse’s
demographic characteristics and authentic leadership.
Furthermore, there was a highly statistical relation between general self-efficacy and
nurse’s demographic characteristics in term of gender and type of unit.
A statistical relation between work engagement and nurse’s demographic
characteristics in term of gender and years of experience.
Recommendations were given focused on the results of the present study to improve
authentic leadership of leaders, self-efficacy of staff nurses and their work engagement
through increasing the availability of training and education programs for managers and
staff nurses to build leadership credibility as it is linked to leader effectiveness. Enhance
positive work engagement, counseling services, support groups, and team building
activities to reinforce the concept of work engagement. Enhance nurses’ self-efficacy by
offering flexible time schedule, clinical supervision and proper assignment; provide them
with needed services and knowledge.