A Time-Lagged Analysis of the Effect of Authentic Leadership on Workplace Bullying, Burnout and Occupational Turnover Intentions

Destructive interpersonal experiences at work result in negative feelings among employees and negative work outcomes. Understanding the mechanisms through which bullying can lead to burnout and subsequent turnover is important... [ view full abstract ]

Destructive interpersonal experiences at work result in negative feelings among employees and negative work outcomes. Understanding the mechanisms through which bullying can lead to burnout and subsequent turnover is important for preventing and managing this problem. Leaders play a key role in shaping positive work environments by discouraging negative interpersonal experiences and behaviours. The aim of this study is twofold. Specifically we aim to examine the relationship between authentic leadership and new graduate nurses experiences of workplace bullying and burnout over a one year timeframe in Canadian healthcare settings. Furthermore we aim to examine the process from workplace bullying to subsequent burnout dimensions, and to job and career turnover intentions. The design consists of a two-wave longitudinal survey using a sample (N=205) of newly graduated nurses with less than two years of experience in acute care hospitals across Ontario. Results of structural equation models yield excellent fit and provide support for the hypothesized model linking supervisor’s authentic leadership, subsequent work-related bullying and burnout (Model 1: χ2 = 13.98, df = 10, p = .17, CFI = .99, RMSEA = .044 [CI = .000–.094], p = .52, SRMR = .024) and these in turn to job and career turnover intentions (Model 2: χ2 = 19.80, df = 19, p = .41, CFI = 1.00, RMSEA = .014 [CI = .000–.063], p = .85, SRMR = .033). Thus the more leaders were perceived to be authentic the less likely nurses’ were to experience subsequent work-related bullying and burnout and to want to leave their job and profession. The results highlight the important role of leadership in preventing negative employee and organisational outcomes.