الفهرس 
INTRODUCTIONOnly 14 pages are availabe for public view
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Abstract
SUMMARY
In the current competitive environment, health care organizations attempt to be successful as possible. One of the critical variables in determining success or failure is leadership. It is the key for nursing profession, which requires strong, consistent, and knowledgeable leaders, who are visible, inspire others and support professional nursing practice. Leadership is defined as the process of interactive influence that occurs when, in a given context, some people accept someone as their leader to achieve common goals.
With the continuous advancement of nursing reform and development, management innovation, technology innovation and service innovation have become inevitable trends in the development of nursing work.Thus in clinical nursing work, nurses are motivated to engage in innovative practices through the use of innovative products, services, technologies and methods primarily to seek to improve patient experiences, health outcomes and nursing practice and decrease burnout rates.
Nursing shortages and burnout rates present a crisis that negatively affects the quality of health care and threatens the sustainability of the nursing profession. The aim of this study was to assess the authentic leadership and its relationship to innovative behavior and burn out among staff nurses through assessing the authentic leadership behaviors as perceived by staff nurses, assessing the innovative behavior among staff nurses, measuring level of burn out among staff nurses and Finding out the relationship between authentic leadership, innovative behavior and burnout among staff nurses.
A descriptive correlational design was used to carry this study. This study was conducted at 5 general hospitals which affiliated to directorate of health affairs in Alexandria governorate (El Amria- Ras El tine- Abokir-Borg El Arab-Gamal Hamada). The subjects of the study will include 177 staff nurses out of 516, who are working in the aforementioned setting. They will select by simple random sampling technique.
Inclusion criteria was Staff nurses who work full-time with experience of at least three years in the workplace.
Data were collected by using three tools namely: Authentic Leadership questionnaire that aimed to assess staff nurses’ perception regarding authentic leadership and consisted of 18-item divided into 4 dimensions , Innovative Behavior Scale that was aimed to assess Innovation behavior among staff nurses and consisted of 23 items categorized under 7 main dimensions, and Maslach Burnout Inventory (MBI) that aimed to assess burnout level among staff nurses and consisted of (22) items divided into three dimensions. In addition to section for staff nurses personal and job characteristics about the study subjects includiing gender, marital status, qualification, experiences years in nursing, and years of experience in the department..
The main study results were as following:
Near to three quarters of staff nurses had a low level of perception regarding authentic leadership while less than one quarter of them had a high level.
Near to two thirds of studied staff nurses had a low level of innovative behavior, while less than one quarter of them had a high level.
Half of the studied staff nurses had a high level of burnout while less than one third of them had a low level.
There was significant relation between staff nurses’ certain demographic variables of the studied staff nurses such as age, years of experience, marital status, qualification, and experience in nursing and perception of authentic leadership.
There was significant relationships between staff nurses’ certain personal and job characteristic of the studied staff nurses such as age, years of experience, marital status, qualification, and experience in nursing and their innovative behavior and burnout.
There was significant relationships between staff nurses’ certain personal and job characteristic of the studied nurses such as age, years of experience, marital status, qualification, and experience in nursing and their burnout.
There was statistically significant correlation between staff nurses’ authentic leadership perception and their innovative behavior.
There was statistically significant correlation between nurses’ authentic leadership perception and burnout.
There was a statistically significant correlation between nurses’ innovative behavior and burnout.
In conclusion, based on the current study results, it concluded that near to three quarters of staff nurses had a low perception level of perception regarding authentic leadership, while less than one quarter of them had a high perception level. More than one fifth of staff nurses had high level of innovative behavior and two thirds of them had low level of innovative behavior. Half of staff nurses had high level of burnout, while less than one third of them had low level of burnout. There was a highly statistically significant correlation between staff nurses’ perception regarding authentic leadership, innovative behavior and burnout. This finding answered the research question.
Recommendations
Based on the current study findings the following recommendations were proposed:
For nursing practice:
Develop initiatives to encourage and support innovative behaviors among nurses.
Implement evidence-based interventions to address and prevent burnout among nurses
For nursing education:
Include components on authentic leadership, innovative behavior, and burnout prevention in nursing curricula and continuing education programs.
For further studies:
Further investigate the relationships between demographic variables and perception of authentic leadership, innovative behavior, and burnout.