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Learning Objective 1: discuss the relationship between authentic leadership, organizational culture, and healthy work environments in nursing practice.
Learning Objective 2: discuss the leader's role in creating an evidence-based healthy work environment for nursing practice in a hospital setting.
Methods: A qualitative descriptive study was conducted to determine what situations contribute to nurse manager stress, what coping strategies they utilize, what health outcomes they report, and what decision-making processes they follow to address stressful situations in their roles. A purposive sample of 21 nurse managers employed at three U.S. acute care hospitals completed a demographic questionnaire and 14-question interview incorporating components of the Critical Decision Method. A secondary analysis of the study data was conducted to identify differences in nurse manager narratives based upon differences in the organizational cultures where the managers worked.
Results: Of the 21 nurse managers studied, differences were evident in the organizational cultures reported. Nurse managers working in the positive organizational cultures (n=12) generally worked in healthy work environments and engaged in more authentic leadership behaviors. Conversely, nurse managers working in the negative organizational cultures (n=9) worked in unhealthy work environments and reported less optimism and more challenges engaging in authentic leadership practices.
Conclusions: Organizational culture and leadership matter in creating and sustaining healthy work environments for practice. Nurse managers play a pivotal role in creating these environments yet they need supportive organizational structures and resources to more effectively execute their roles.