# Exploring the Impact of Authentic Leadership on Nurses' Organisational Citizenship Behaviour: Organisational Silence as a Mediator

## TL;DR

This study shows how authentic leadership by nurse managers can improve nurses' positive workplace behaviors by reducing harmful silence and encouraging helpful communication.

## Contribution

The study identifies specific types of organizational silence that mediate the impact of authentic leadership on nurses' behavior.

## Key findings

- Authentic leadership reduces acquiescent and defensive silence while increasing prosocial silence.
- Prosocial silence positively affects organizational citizenship behavior, while acquiescent silence has a negative effect.
- Authentic leadership indirectly influences behavior through these types of silence.

## Abstract

To investigate the relationship between nurse managers' authentic leadership and staff nurses' organisational citizenship behaviour and to explore the mediating roles of different types of organisational silence in the relationship.

A cross‐sectional, correlational, descriptive design.

Survey data from 216 nurses across five hospitals in South Korea were utilised. We used structural equation modelling to examine the relationships between authentic leadership, organisational silence and organisational citizenship behaviour.

Authentic leadership was positively associated with organisational citizenship behaviour and prosocial silence and was negatively associated with acquiescent and defensive silence. Acquiescent silence negatively impacted organisational citizenship behaviour, whereas prosocial silence had a positive effect. Defensive silence showed no significant relationship with organisational citizenship behaviour. Authentic leadership's indirect effects on organisational citizenship behaviour were mediated by acquiescent and prosocial silence.

Nurse managers' authentic leadership enhances organisational citizenship behaviour by reducing acquiescent and defensive silence and fostering prosocial silence. Although prosocial silence promotes harmony and collaboration, nurse managers must also encourage open communication to maintain a positive and professional organisational culture.

Developing authentic leadership in nurse managers can improve nurses' organisational citizenship behaviour by addressing organisational silence, thereby creating a supportive and efficient healthcare environment that benefits staff as well as patients.

No patient or public contribution.

Authentic leaders serve as positive role models who can improve employees' organisational citizenship behaviour by reducing negative forms of organisational silence. However, the mediating effect of organisational silence on the relationship between authentic leadership and organisational citizenship behaviour may vary depending on the type of silence, as different types are induced by distinct underlying motivations. Understanding these dynamics can inform strategies to improve nurses' workplace interactions and patient care outcomes.

Strengthening the Reporting of Observational Studies in Epidemiology guidelines.