الفهرس 
IntroductionOnly 14 pages are availabe for public view
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Abstract
The rapid changes in and growing complexity of healthcare systems necessitate all healthcare providers collaborate and maximize their efficiency as never before, and that effective leaders are integral to success of healthcare organizations. So, there is a necessity to recruit, develop, and retain leaders who can produce the positive outcomes needed in dynamic healthcare systems. As, nurses respond positively to their work and trust their managers when they perceive their leaders are authentic, open, truthful, and willing to invite their participation in decision-making (Ali Lydian et al.,2018 In addition, authentic leadership is considered more transparent, self-aware and guides the organization from a moral and ethical perspective, which in turn promotes nurses’ self- efficacy and achieve organizational goals. As, nurses who perceive their leaders to be authentic feel empowered and supported in their work which in turn enhancing nurses’ self- efficacy Also, authentic leaders have stable beliefs and behaviors because they commit themselves to be authentic which can positively influence nurses’ self- efficacy (Fadhilah et al., 2023). The purpose of this study was to identify the authentic leadership and its relation to nurses’ self-efficacy. This was through answering the following questions; What are the levels of authentic leadership style?, What are the levels of nurses’ self-efficacy?, and What is the relationship between authentic leadership and nurses’ self-efficacy A descriptive correlational research design was utilized to attain the purpose of this study. The study was conducted in Ashmoun General Hospital in Ashmoun city at Menoufia Governorate at all critical care units and inpatient departments. The sample of this study included two study groups. The first group included all nurse managers (75 nurse managers) who had at least one year of administrative experience and accepted to participate in the study. The second group involved a simple random sample of 182 staff nurses from a total number of 335 staff nurses who work in critical care units and inpatient units/ departments during research period, had at least one year of clinical experience, and accepted to participate in this study Data was collected by the investigator using two instruments. The first instrument was Authentic Leadership Questionnaire (ALQ) that consisted of two parts. Part one: personal characteristics of the studied nurse managers. Part two: consisted of 16 items which were classified into four dimensions (subscales) namely: self-awareness (4 items), internalized moral perspective (4items), balanced information processing (4 items), and relational transparency items) to assess authentic leadership levels from the perspective of both the studied nurse managers and staff nurses. So, the first instrument (ALQ) was modified by the investigator to measure AL from the studied staff nurses’ perspective. The second instrument was General Self-Efficacy Scale (GSES) that consisted of two parts. Part one: personal characteristics of the studied staff nurses. Part two: consisted of 10 items to measure the studied staff nurses’ self- efficacy levels from their perspective The instruments were tested for face & content validity through administration of the instruments to a panel of five experts; three Professors in Nursing Administration at Faculty of Nursing Menoufia University, one Professor in Nursing Administration at Faculty of Nursing/Ain-Shams University, and one Assistant Professor in Nursing Administration at Faculty of Nursing /Banha University. Then, the pilot study was conducted before starting the actual collection of the data. It was used to ascertain clarity, relevance, feasibility, and applicability of the study instruments and to determine obstacles that may be encountered during the data collection. It also helped to estimate the time needed to fill the questionnaire. The pilot study was conducted on 8 nurse managers and 19 staff nurses which presented (10%) of the sample size and included in the main sample size since there were no required modifications. No modification was done, so the sample of the pilot study was included in the study. Reliability of the two instruments were tested by Cronbach’s Alpha test The results of the current study could be summarized as the following: • from the studied nurse managers’ perspective, a high level of authentic leadership had the highest percent in grand total authentic leadership (66.7%) followed by a moderate level (33.3%) with mean ± SD of • from the studied staff nurses’ perspective, a moderate level of authentic leadership had the highest percent in grand total authentic leadership (68.1%) then followed by a high level (26.4%) with mean ± SD of 52.63 ± 9.65. While the lowest percent (5.5%) was observed in a low level of AL. • As perceived by both the studied nurse managers and the studied staff nurses, the internalized moral perspective dimension had the highest percent score and the first rank among AL dimensions. While relational transparency dimension had the lowest percent score and the last rank among AL dimensions. • The studied staff nurses showed a moderate level (54.4%) of nurses’ self-efficacy as perceived by themselves, followed by a high level (37.9 %) with a mean total score of 28.26 ± 5.26. On the other hand, the lowest percent (7.7 %) was observed in a low level of the studied staff nurses’ self-efficacy. More than half (52.14%) of the studied staff nurses showed endorsing moderately true response. • There was a highly statistically significant positive correlation between all dimensions of authentic leadership and nurses’ self-efficacy (rs = 0.594, p<0.001) from the studied staff nurses’ perspective. • There was a statistically significant relation between the studied nurse managers’ personal characteristics and authentic leadership levels from the studied nurse managers’ perspective regarding age (p =0.001), marital status (p =0.012), educational level (p <0.001), area of their work (p =0.018 • There was a statistically significant relation between the studied staff nurses’ personal characteristics and authentic leadership levels from the studied staff nurses’ perspective regarding only the studied staff nurses’ level of education (p =0.011), area of their work (p =0.047), and previous attendance of a training workshop about nurses’ self-efficacy (p= 0.012). • Finally, there was no a statistically significant relation between the studied staff nurses’ personal characteristics and total score of their self-efficacy except both the studied staff nurses’ educational level (p =0.022), and previous attendance of a training workshop about nurses’ self-efficacy (p= 0.006 According to the previous mentioned study findings, it’s recommended that: I. At practical level: • Establishing evidence-based research findings regarding effective leadership styles in practice. • Putting defined special characteristics during screening of candidates for any administrative position. • Encouraging learning systems in the hospital in which teamwork is facilitated and nurses can incorporate self-efficacy, autonomy and self-actualization. II. At educational level • New trends of effective leadership styles such as authentic leadership, and factors enhancing nurses’ self-efficacy should be included in the nursing curricula. Conducting educational workshops for under and newly-graduated nurses in order to train them on improving self-efficacy and leadership skills III. At research level: Replication of the study with all healthcare professionals from different hospitals in different regions of the country and in different health care sectors to ascertain generalizability of the findings and prove useful for increasing the external validity of this study • Further research is needed to specify new forms and models of leadership styles that can mainly be effective within the nurse managers-nursing staff relationship and effective in improving nurses’ self-efficacy.