الفهرس 
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Abstract
The success of individual careers and the fate of organizations are determined by the effectiveness of leader’s behavior. Leadership considered crucial for success, and some researchers have argued that it is the most critical ingredient (Frankel, 2015). Autonomy in the workplace refers to how much freedom employees have while working. For some organizations, autonomy means employees can set their own schedules. In other organizations, autonomy means employees can decide how their work should be done. Higher levels of autonomy tend to result in an increase in job satisfaction (Robert, 2014).
This study aimed to investigate the relationship between nurse managers’ leadership styles and their staff nurse’s autonomy through: assessing nurse manager’s leadership style from nurse manager points of view in Suez general hospital, measuring levels of autonomy among staff, nurses and finding out the relationship between nurse managers’ leadership style and staff nurses’ autonomy.
This study carried out using a descriptive correlational design. Furthermore, the study conducted at general Suez Hospital affiliated to the ministry of health and composed of eight buildings (Emergency building, I.C.U, and dialysis building, operating theater building, Burns building, and laparoscope building, obstetric building, and outpatient clinic building).
The study subjects include two groups namely:
1) Nurse managers group:
Includes all the available nurse managers (convenience sampling technique) working in the above-mentioned setting who have not less than one-year experience sample size of this group is (58 nurse managers).
2) Staff nurses’ group:
Include staff nurses working in the above-mentioned setting who have not less than one-year experience. A sample size of this group is 165 staff nurses out of 339
The data collected through two self-administered questionnaire sheets, namely Leadership style questionnaire for the nurse manager. It was developed by Avolio (2012) and modified by the researcher and was validated by five experts from nursing administration departments of different university.
The second tool sheet namely autonomy questionnaire.it was developed by Blegen et al., (1993), it aims at assessing the level of autonomy among staff nurses at the study setting; it consisted of (44) items. These items grouped under two main dimensions.
The main study findings were as the following:
67.2% of the nurse managers were more than 30 years old, 94.8% were female, 74.1% of them was married, and 62.1% were diploma school nurses.
7o.7% of the nurse managers had experience more than 1o years’ experience and 94.8% of them were attended training courses.
55.8% of the studied staff nurses were less than 30 years old years old, 89.1% was female, 76.4% were married, and 61.2% of them were diploma school nurses.
47.9% of the studied staff nurses had experience less than 1o years, 84.2% attended training courses and
51.7% of the studied nurse managers were transactional leadership style while 48.3% of them were transformational leadership style. Moreover, 77.6% of the studied staff nurses had moderate level of autonomy.
The majority of the studied staff nurses had moderate level of autonomy regarding patient care, collaboration, patient education, handling patient complaints, diagnosis discharge decisions, and the related issue.
Conclusion:
There is a statistically significant correlation between nurse mangers leadership scores and staff nurses’ level of autonomy regarding their patient care, patient education dealing with patient complaints, developing and revising patient care procedures and managing.
The study recommends that:
Nursing curricula designed to help students acquire skills of transformational leadership.
Nurses are recommended to learn how to be a transformational leader.
Further Research
• Barriers facing nurses with autonomous decision-making