Ethical Leadership In The Workplace

the current workplace climate is characterized by heavy workloads that may interfere with nurses’ ability to provide a high quality of care and lead to burnout in novice nurses (Cho et al., 2006). Within the first two years of practice, many new graduate nurses leave their jobs as a result of negative working environments (Bowles and

Candela, 2005; Kovner et al., 2006). Job satisfaction is a primary factor that influences nurses’ decision to remain with organizations (Lu et al., 2012). In addition, work environments that support professional nursing practice, have been found to enhance nurses’ job satisfaction, increase productivity ,reduce turnover rates and improve the quality of healthcare (Aiken et al., 2014 )nursing leaders play a role

Hassan & Ahmed (2011) found that AL promotes nurses ' trust in the leader and contributed to work engagement. Jensen & Luthans (2006) found that nurses ' perception of leaders’ authentic behavior served as the strongest single predictor of nurses job satisfaction, organizational commitment and work happiness. Laschinger, Wong & Grau (2012) found that AL has negative direct effect on workplace bullying and emotional exhaustion and a positive effect on job satisfaction. Peterson et al. (2012) find that authentic leadership behavior exhibited by leaders is positively related to follower job

Turnover intentions help to predict if skilled and dependable workers are likely to quit. Jones (1990a, b) defined nursing turnover as process whereby nursing staff leave or transfer within hospital environment.

Turnover theorists have suggested that nurses ' decision to leave the hospital results from both a combination and interaction of workplace events, working conditions and psychosocial factors (Moreno-Jiménez et al. 2012). Specifically, they have suggested that it follows progressive steps starting from a condition of job dissatisfaction, gradually progressing in successive steps that increase the likelihood of leaving the workgroup and the hospital (Sheridan & Abelson 1983). In this regard, the workgroup can be considered as the first (work)place environment where nurses ' develop intention for leaving (Hayes et al. 2012). In health care settings, a ward is the workgroup where nurses work and interact daily and developing working relationships with colleagues and supervisors. According to Bae et al.