الفهرس 
IntroductionOnly 14 pages are availabe for public view
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Abstract
Leadership is “a process whereby an individual influence a group of individuals to achieve a common goal” and maximizes the efforts of follower, who yearn to be led by a leader. There is a number of leadership styles, but no one leadership style is suitable for every situation or environment. However, in the health care sector, authentic leadership has proven to be an effective approach for nurses (followers) and leadership authenticity defined as “the acceptance of responsibility, the non-manipulation, and salience of the self over role requirements” Henderson and Hoy (1983) Moreover, the recent literature on leadership is also influenced by positive psychology being authentic and showing ethical behavior towards followers (Westem, 2019).Among many effective leadership styles, nursing research has paid attention to authentic leadership because it is rooted in humanistic values, which are the core of nursing. Authentic leaders emphasize their members’ strengths, create an open
atmosphere that encourages the sharing of opinions and information for decision‐making, and promote positive development and outcomes. Authentic leaders can create positive changes in their organizations. Their staff nurses are highly empowered at work, effectively collaborate with colleagues and deliver high‐quality nursing care which all relate to job satisfaction and organizational commitment (Alilyyani, et al.,2018).Occupational burnout occurs most often in professions of public trust that involve helping other people, which is especially the case in nursing. Nurses work with many people, including patients, families, and co-workers, which exposes them to occupational burnout. Therefore, occupational burnout is a pressing problem for heal thservices worldwide, contributing significantly to employee departure. Possible causes of professional burnout may include handling additional requests from patients and families, feelings of disrespect, a lack of teamwork and cooperation with other healthcare professionals, and poor coping skills (Khatatbeh et al., 2022).
The study was conducted to assess the relation between authentic leadership and
occupational burnout among nurses through answering the following Questions: What is authentic leadership level from nurses’ perspective? What is occupational burnout level from nurses’ perspective? What is the relation between authentic leadership and occupational burnout from nurses’ perspective? The study was conducted in Menoufia University hospital. It is affiliated to Menoufia University a correlational research design was utilized in the study. A simple random sample of 300 nurses selected from ICUs and general departments in the study setting. They had at least two years of experience, available during time of data collection and working at the study setting.Two instruments were utilized for data collection in the study: the first
instrument was authentic leadership that consisted of two parts. Part one: personal data Part two: The Authentic Leadership Inventory (ALI): It is a self-administered questionnaire of 14 descriptive items. Each item is rated on a five-point Likert scale ranging from ‘1’ (strongly disagree) to ‘5’ (strongly agree). These items were divided into 4 subscales as follows self-awareness (3 items); internalized moral perspective (4items); balanced processing (4 items) and relational transparency (3 items). The secondins trument: Maslach Burnout Inventory (MBI): It is a self-administered quesi onnaireof 22 descriptive items, which measure the perceived frequency of: emotion exhaustion (EE), depersona lization (DP), and personal accomplishment (PA). The EEsubscale consisted of 9 items, the DP subscale included 5 items and the PA subsca leswere 8 items. Each item is rated on a seven-point Likert scale ranging from ‘0’ (never)
to ‘6’ (every day)The instruments were tested for face & content validity through administration of instruments to a panel of experts: three Professors and one assistant professor of Nursing Administration at Faculty of Nursing Menoufia University, and one assistant professor in nursing administration at Benha University. Reliability performed using alpha coefficient test (Cronbach alpha). Internal consistency of the first instrument(authentic leadership inventory) with Cronbach alpha coefficient is ranging from (0.70-0.85) internal consistency of the second instrument (Maslach burnout inventory) withCronbach alpha for the three subscales being: 0.88 for EE, 0.78 for DP, and 0.89 for PA Results of the current study could be summarized as the following:
- Less than half (48.7%) of studied nurses were in the age group range from 20 toless than30years with the mean age of (30.916.293). As regarding to their sex, lessthan three quarters (71.3) of them were female. Regarding to their marital status,the (88%) of them were married. The total mean scores for all dimensions of authentic leadership domains was(68.59%). The highest mean percent (69.85%) was internalized moral perspective,while the lowest mean percent (64.73%) was self-awareness.About one half of studied nurses (49%) perceived their leaders as having moderate level of authentic leadership, while, about one quarter of them (23%) percei vedtheir leadership as having high level of authentic leadership.- Regarding emotional exhaustion, the highest percentage (44%) of studied nurse shad low level of burnout. While, the lowest percentage (18.7%) of studied nurses had moderate level of burnout. Regarding deper sona lization, the highest percentage(61%) of studied nurses had high level of burnout while none of them (0%) had low level of burnout. Regarding to self -accomplishment the highest percentage (68.3%)of studied nurses had low level of burnout while the lowest percentage (8.7%) of
them had high level of burnout. Regarding total level of burnout. The highest percentage (86%) of studied nurses had low level of burnout and low percentage(5.3%) of them had high level of burnout.- There is a statistically significant negative correlation between all dimensions of authentic leadership and emotional exhaustion and depersona lization dimensions of burnout, while statistical significant positive correlation between all dimension of authentic leadership and self- accomplishment dimension of burnout.There is inverse moderate highly significant correlation between perceived authentic leadership and burnout (r=0.259, p=0.00**).According to the study findings, it’s recommended that:. At practical level:1. Conduct training program for nurses about causes of burnout and how to eliminate it.2. Conduct training program for future managers in terms of behaviors and ethicalst and ards in management and leadership.3. Encourage staff nurses to participate in decision making and problem solving in the unit to increase nurses’ autonomy.II. At educational level:1. Nursing curricula need to be evaluated and updated annually to include new trends in leadership.2. Conduct education program for nursing managers about positive leadership styles including authentic leadership, and its effect on produc tivityIII. At research level:1. Replicate this study in different health care sectors with all healthcare profess ionalsto generalize the results.2. Further study on the relation between authentic leadership, decision making and problem-solving abilities among nurses.