Impact of authentic leadership on nurses' well-being in Bangladeshi public hospitals.

Abstract

Purpose: This study aims to test the nurses' authentic leadership's direct and indirect impact on job satisfaction and intent to stay through work-to-family conflict (WFC) in health-care organizations.

Design/methodology/approach: Data were gathered at three different time points from 262 nurses employed in public hospitals across Bangladesh. Hierarchical regression analysis using structural equation modeling and PROCESS Macro were used to test the hypotheses.

Findings: Findings disclosed that nurses' authentic leadership impacts job satisfaction, intention to stay and WFC. Moreover, WFC is identified as a mediator in the relationship between nurses' authentic leadership and job satisfaction and intent to stay.

Research limitations/implications: Due to the cross-sectional nature of the study, it does not establish a causal relationship among the study variables.

Practical implications: This research helps health-care managers understand the necessity of developing nurses' authentic leadership. By implementing training, development and mentoring programs, organizations can cultivate authentic leadership among the nurses' supervisors, which ensures higher job satisfaction and intention to stay.

Originality/value: Although many studies exist on the influence of authentic leadership on nurses' work-related outcomes, still no study explored the relationship between authentic leadership and WFC. Moreover, the study explores the indirect effect of authentic leadership on job satisfaction and intent to stay through WFC, which was ignored in earlier studies.