# The mediating role of psychological capital between chameleon leadership and group cohesion among staff nurses: a cross-sectional path analysis study

## TL;DR

This study explores how psychological capital helps connect adaptive leadership with better teamwork among nurses.

## Contribution

It identifies psychological capital as a mediator between chameleon leadership and group cohesion in nursing staff.

## Key findings

- Psychological capital significantly mediates the relationship between chameleon leadership and group cohesion.
- Resilience and self-efficacy are key components of psychological capital in this mediation.
- The model explains 54.1% of the variance in group cohesion among staff nurses.

## Abstract

Healthcare organizations are increasingly challenged by crises, workforce shortages, and technological changes that require adaptable leadership styles. Chameleon leadership is style of leadership that adapts quickly and consistently in response to environmental changes and possesses the capability to mirror the strategies of rival organizations. It characterized by flexibility and emotional adaptability alongside the psychological capital (PsyCap) of nursing staff, may influence group cohesion, a crucial factor for effective teamwork and patient care.

To examine the mediating role of psychological capital between chameleon leadership and group cohesion among staff nurses.

A cross-sectional, correlational descriptive study was conducted with a convenience sample of 282 staff nurses at Beni-Suef University Hospital. Data were collected using an online survey consisting of sociodemographic details, the Psychological Capital Questionnaire (PCQ), the Chameleon Leadership Scale, and the Group Cohesion Scale. Statistical analyses included Pearson’s correlation, multiple regression, and path analyses.

Staff nurses reported moderate levels of chameleon leadership (62.87%) and psychological capital (71.65%), but low group cohesion (26.66%). Significant positive correlations were found between chameleon leadership, PsyCap, and group cohesion (p < 0.001). Path analysis showed that psychological capital (especially resilience and self-efficacy) significantly mediates the relationship between chameleon leadership and group cohesion. The model explains 54.1% of the variance in group cohesion.

There were moderate associations between chameleon leadership and psychological capital and group cohesion of nurses, with a mediating effect on psychological capital among the two variables.

Leadership development programs should focus on enhancing nurse leaders’ adaptive behaviors and psychological capital to foster stronger team cohesion. Hospital administrations should also integrate psychological capital building initiatives into staff development strategies to improve work environments and patient care outcomes.

Not applicable.