Electronic Thesis and Dissertation Repository

Degree

Master of Science

Program

Nursing

Supervisor

Dr. Carol Wong

Abstract

There have been growing concerns about manager incivility toward new graduate nurses which hinders their adaptation to the workplace environment. Manager incivility impairs the relationship between managers and their staff. Furthermore, nursing managers have a significant responsibility to facilitate new graduate nurses' transition into the nursing profession. The purpose of this secondary analysis was to examine the relationships among authentic leadership of managers and new graduate nurses’ experience of manager incivility and their subsequent degree of trust in their managers. Secondary analysis of the baseline data using a non-experimental, correlational design was conducted. A random sample of 1020 new graduate nurses from all 10 Canadian provinces was obtained. The hypothesized model was tested using hierarchical multiple linear regression. Authentic leadership had a negative relationship with manager incivility which in turn was negatively related to trust in manager and overall, the model accounted for 59.9% of the variance in trust. In addition, authentic leadership was positively associated with trust in the manager. The findings supported that authentic leadership may be an effective approach to enhance manager-nurse interactions and authentic managers are less likely to display uncivil behaviour which diminishes trust. Findings may be useful to inform the development of positive and respectful work environments as well as the everyday practice of nurse managers.

Keywords: Authentic leadership, manager incivility, uncivil behaviour, trust in the manager, healthy work environment.

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