El liderazgo auténtico en el ejercicio profesional del enfermero: una revisión integradora

Algeri, Ellen Daiane Biavatti de Oliviera; Silveira, Rosemary Silva da; Barlem, Jamila Geri Tomaschewski; Costa, Maria Claudia Medeiros Dantas de Rubim; Stigger, Danubia Andressa da Silva; Dan, Cristiane de Sá

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Brasil

Revista Brasileira de Enfermagem

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Brasil

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Sumário

REVIEW • Rev. Bras. Enferm. 75 (01) • 2022 • https://doi.org/10.1590/0034-7167-2021-0972 copiar

El liderazgo auténtico en el ejercicio profesional del enfermero: una revisión integradora

Autoría SCIMAGO INSTITUTIONS RANKINGS

RESUMEN

Objetivos:

identificar los principales constructos adoptados sobre el liderazgo auténtico y su relevancia para la práctica profesional del enfermero.

Métodos:

revisión integradora de la literatura en el período de 2015 a 2020, en las bases de datos: LILACS, SciELO y PubMed.

Resultados:

de los 31 estudios analizados, los países que más publicaron fueron Estados Unidos, con 08 estudios (25,8%), Canadá con 07 (22,6 %) y Brasil con 05 (16,1%); hubo predominio de estudios de abordaje cuantitativo (77,41%) y 96,8% presentaron nivel de evidencia débil. Surgieron tres categorías para discusión: Compromiso/Satisfacción en el Trabajo y Comprometimiento organizacional; Ambiente de Trabajo Saludable; Intención de Salir del Empleo y Desgaste Mental.

Consideraciones Finales:

el liderazgo auténtico contribuye positivamente en la gestión y práctica del cuidado del enfermero, proporcionando ambientes de trabajo más saludables, empoderamiento estructural, mayor compromiso con el trabajo y comprometimiento organizacional, además de contribuir para la disminución de las tasas de ausentismo y desgaste mental.

Descriptores:
Liderazgo; Práctica Profesional; Enfermera; Gestión e Salud; Ética Profesional

Title	Authors/ Country/Year	Objective	Study design	Outcome
Liderança autêntica e perfil pessoal e profissional de enfermeiros	Carvalho et al. Brazil, 2016(³3 Carvalho AGF, Cunha ICKO, Balsanelli AP, Bernardes A. Liderança autêntica e perfil pessoal e profissional de enfermeiros. Acta Paul Enferm. 2016;29(6):618-25. https://doi.org/10.1590/1982-0194201600087 https://doi.org/10.1590/1982-01942016000... )	To verify the association between authentic leadership and the personal and professional profile of nurses.	Correlational quantitative study (N=69 nurses). The Authentic Leadership Questionnaire (Self) was used.	The nurses presented characteristics of authentic leaders. Self-awareness scores were much higher among nurse practitioners than clinical nurses.
The effects of authentic leadership, six areas of work life, and occupational coping self-efficacy on new graduate nurses’ Burnout and mental health: A cross-sectional study	Laschinger, Borgoni, Read. Canada, 2015(⁴4 Laschinger HKS, Borgogni L, Consiglio C, Read E. The effects of authentic leadership, six areas of worklife, and occupational coping self-efficacy on new graduate nurses’ burnout and mental health: a cross-sectional study. Int J Nurs Stud. 2015;52(6):1080-9. https://doi.org/10.1016/j.ijnurstu.2015.03.002 https://doi.org/10.1016/j.ijnurstu.2015.... )	To test a model addressing authentic leadership and areas of work life, occupational coping self-efficacy, burnout, and mental health among newly graduated workers.	Cross-sectional quantitative study (N= 1,009 nurses). The following instruments were used: Authentic Leadership Questionnaire (ALQ), Areas of Worklife Scale, Occupational Coping Self-Efficacy Scale, Maslach Burnout Inventory-General Survey subscales, and the Symptoms Scale of the General Health Questionnaire.	Authentic leadership positively affected work-life areas and occupational coping self-efficacy, resulting in decreased burnout and fewer mental health problems.
Modelo de Liderança Autêntica: concepção teórica e evidências de validade do Authentic Leadership Questionnaire (ALQ) para o Brasil	Cervo et al. Brazil, 2018(⁵5 Cervo CS, Natividade JC, Mónico LSM, Pais L, Santos NR, Hutz CS. Modelo de Liderança Autêntica: concepção teórica e evidências de validade do Authentic Leadership Questionnaire (ALQ) para o Brasil. Psychol. 2018;61(2): 7-29. https://doi.org/10.14195/1647-8606_61-2_1 https://doi.org/10.14195/1647-8606_61-2_... )	The objective was to present additional evidence of ALQ for the Brazilian work-life context.	Quantitative study addressing leaders (N = 437) and subordinates (N = 1329) working in organizations in southern Brazil. ALQ was applied in its self-reported and hetero-evaluation versions.	The subordinates validated authenticity based on constant attitudes and behaviors that portray coherence between the leaders’ authentic behavior and speech. When the socio-demographic variables (age, education, and income) were significant, they presented a weak magnitude and did not explain the variance in authentic leadership.
Liderança autêntica entre profissionais de enfermagem: conhecimento e perfil	Mondini et al. Brazil, 2020(¹¹11 Mondini CCSD, Cunha ICKO, Trettene AS, Fontes CMB, Bachega MI, Cintra FMR. Authentic leadership among nursing professionals: knowledge and profile. Rev Bras Enferm. 2020;73(4). https://doi.org/10.1590/0034-7167-2018-0888 https://doi.org/10.1590/0034-7167-2018-0... )	To identify nursing professionals’ knowledge regarding leadership models and assess authentic leadership among them.	Analytical, quantitative study (N=84 nursing workers). Two instruments were used: a socio-demographic questionnaire addressing questions on leadership and the Authentic Leadership Questionnaire.	The nurses obtained high authentic leadership scores while nursing technicians obtained low scores. Being in a leadership position and constantly updating positively influenced authentic leadership behavior. The results show a need to seek knowledge regarding authentic leadership to value the team’s ethical standards and improve trust ties and job satisfaction.
The influence of empowerment authentic leadership, and professional practice environments on nurses’ perceived interprofessional collaboration	Regan; Laschinger; Wong Canada, 2016(¹²12 Regan S, Laschinger HKS, Wong CA. The influence of empowerment, authentic leadership, and professional practice environments on nurses’ perceived interprofessional collaboration. J Nurs Manag. 2016;24(1):54-61. https://doi.org/10.1111/jonm.12288 https://doi.org/10.1111/jonm.12288... )	To examine the influence of the structural factors of authentic leadership empowerment and professional practice environments on nurses’ perceived interprofessional collaboration.	Quantitative study, non-experimental predictive analysis (N=220 nurses). The following instruments were used: Conditions of Work Effectiveness Questionnaire-II (CWQ-II), Authentic Leadership Questionnaire (ALQ), Nursing Work Index-Revised (NWI-R) e o interprofessional Collaboration Scale (IPCS).	Structural strengthening, authentic leadership, and the nursing practice environment can promote enhanced interprofessional collaboration (IPC).
Authentic Nurse Leadership Conceptual Framework Nurses’ Perception of Authentic Nurse Leader Attributes	Giordano-Mulligan; Eckardt United States, 2019(¹³13 Giordano-Mulligan M, Eckardt S. Authentic nurse leadership conceptual framework: nurses' perception of authentic nurse leader attributes. Nurs Adm Q. 2019;43(2):164-74. https://doi.org/10.1097/NAQ.0000000000000344 https://doi.org/10.1097/NAQ.000000000000... )	To develop the conceptual framework of authentic leadership as a nursing instrument and identify the nurses’ perceptions regarding their leaders’ authentic attributes.	Quantitative study (N=309 nurses). The following instruments were used: Authentic Nurse Leadership Questionnaire (ANLQ) and the Authentic Leadership Questionnaire (ALQ)	Nurse leaders who embody authentic leadership attributes such as courage, moral ethics, self-awareness, relational wholeness, shared decision-making, and caring are true leaders who can support a healthy work-life and enhanced professional engagement.
Authentic leadership and mindfulness development through action learning	Baron, Louis Canada, 2016(¹⁴14 Baron L. Authentic leadership and mindfulness development through action learning. J Manag Psychol. 2016;31(1):296-311. https://doi.org/10.1108/JMP-04-2014-0135 https://doi.org/10.1108/JMP-04-2014-0135... )	To assess a three-year training program based on action learning principles concerning its effectiveness in promoting authentic leadership.	Mixed method study. Data were collected through a quasi-experimental sequential cohort (N=143 participants) and interviews with 24 managers. The Authentic Leadership Questionnaire (ALQ) and the Conscious Attention Awareness Scale were used.	The results suggest that a leadership development program based on action learning principles can foster the development of authentic leadership and mindfulness.
The Effects of Authentic Leadership, Organizational Identification, and Occupational Coping Self-efficacy on New Graduate Nurses’ Job Turnover Intentions in Canada	Fallatah, Laschinger, Read, Canada, 2017(¹⁵15 Fallatah F, Laschinger HKS, Read EA. The Effects of Authentic Leadership, Organizational Identification, and Occupational Coping Self-efficacy on New Graduate Nurses’ Job Turnover Intentions in Canada. Nurs Outlook. 2017;65(2): P172-183. https://doi.org/10.1016/j.outlook.2016.11.020 https://doi.org/10.1016/j.outlook.2016.1... )	To examine the influence of authentic leadership on recently hired nurses’ turnover intention.	Quantitative, cross-sectional study (N=998 nurses). Electronic questionnaires were sent by e-mail, including the Authentic Leadership Questionnaire (ALQ), Relational Identification Scale, Organizational Identification Scale, Occupational Coping Self-Efficacy Questionnaire, and Turnover Intention Scale.	The results suggest that new graduate nurses whose personal and organizational identification development is facilitated by authentic leaders are more likely to present occupational coping self-efficacy, lowering their intentions to quit employment/nurse turnover.
Liderança Autêntica: uma Análise Temática Teórica do Discurso do Líder Brasileiro Contemporâneo	Campos; Javier; Rueda Brazil, 2019(¹⁶16 Campos MI, Rueda FJ. Authentic leadership: a theoretical thematic analysis of the contemporary Brazilian leader’s speech. Paidéia. 2019;29:e2924. https://doi.org/10.1590/1982-4327e2924 https://doi.org/10.1590/1982-4327e2924... )	To investigate the congruence between the authentic leadership theory and the speech of the contemporary Brazilian leader.	This qualitative study used structured interviews to collect data and thematic analysis for data interpretation.	The reports enabled discriminating between the typical speeches of authentic and non-authentic leaders. The conclusion was that the findings contribute to the construct development and provide insights for the continuing research in the field; longitudinal studies are suggested.
Validity evidences regarding the Authentic Leadership Inventory	Novaes; Ferreira; Martins. Brazil, 2019(¹⁷17 Novaes VP, Ferreira M, Gabardo-Martins LMD. Validity evidences regarding the Authentic Leadership Inventory. Estud Psicol. 2019;36(180058). https://doi.org/10.1590/1982-0275201936e180058 https://doi.org/10.1590/1982-0275201936e... )	To assess the internal structure and convergent validity of the Authentic Leadership Inventory.	Quantitative study (N=548 workers). Data were collected online using The Authentic Leadership Inventory.	Initial evidence of validity recommends the future use of the Authentic Leadership Inventory in Brazilian investigations to assess the impact of this leadership style on workplace well-being.
The Relationship Between Authentic Leadership, Performance and Intention to Quit the Job of Nurses	Özer et al. Turkey, 2019(¹⁸18 Özer Ö. The relationship between authentic leadership, performance and intention to quit the job of nurses, hospital topics. 2019;97(3):73-9. https://doi.org/10.1080/00185868.2019.1614893 https://doi.org/10.1080/00185868.2019.16... )	To examine the relationships between the nurses’ perception of their authentic leadership, intention to quit their jobs, and employee performance.	Quantitative study (N=189 nurses). The Authentic Leadership Questionnaire (ALQ) and the Scale for the Intention to Quit was used. Statistical analyzes were performed using SPSS v20.0.	It is believed that nurses’ performance increases due to adopting authentic behavior, treating workers equally, and listening to all the staff members before making decisions; their intention to quit their jobs is also expected to decrease.
Preparing Nurse Managers for Authentic Leadership	Frasier, Nora USA, 2019(¹⁹19 Frasier N. Preparing nurse managers for authentic leadership: a pilot leadership development program. J Nurs Adm. 2019;49(2):79-85. https://doi.org/10.1097/NNA.0000000000000714 https://doi.org/10.1097/NNA.000000000000... )	To analyze the impact of a pilot program addressing leadership development on the nurse managers’ adoption of authentic leadership behaviors.	Quantitative, cross-sectional study with a voluntary cohort (N=16 nurse managers). The Authentic Leadership Questionnaire (ALQ) Self and Rater and a demographic questionnaire were used.	The pilot program improved nurse managers’ authentic leadership behaviors. The managers perceived greater levels of self-awareness, and direct reports evidenced a positive shift in the use of authentic leadership behaviors.
A Thematic Analysis of Self-described Authentic Leadership Behaviors Among Experienced Nurse Executives	Alexander; Lopez. USA, 2018(²⁰20 Alexander C, Lopez RPA. Thematic analysis of self-described authentic leadership behaviors among experienced nurse executives. J Nurs Adm. 2018;48(3):38-43. https://doi.org/10.1097/NNA.0000000000000568 https://doi.org/10.1097/NNA.000000000000... )	To understand the behaviors experienced nurses adopt to create healthy work environments.	Qualitative, descriptive study with 17 nursing leaders. Semi-structured interviews and Thematic Analysis were used.	All the participants agreed on the importance of healthy work environments and their role in creating them. The behaviors described by the participants corroborate the authentic leadership categories (self-awareness, relational transparency; moral and ethical perspectives; and balanced information processing).
Integration of Authentic Leadership Lens for Building High Performing Interprofessional Collaborative Practice Teams	Shirey; White-Williams; Hites. USA, 2019(²¹21 Shirey MR, White- Williams C, Hites L. Integration of authentic leadership lens for building high performing interprofessional collaborative practice teams. Nurs Adm Q. 2019;43(2):101-12. https://doi.org/10.1097/NAQ.0000000000000339 https://doi.org/10.1097/NAQ.000000000000... )	To discuss the integration of authentic leadership to facilitate the construction of high-performing Interprofessional Collaborative Practice (IPCP) teams.	Longitudinal action research based on experience with implementing an innovative IPCP model to improve health outcomes. The Collaborative Practice Assessment Tool (CPAT) and Patient Satisfaction Questionnaire were used.	An innovative IPCP team care model is an effective approach to improving health outcomes and care transitions. The value of using authentic leadership to guide the development of an IPCP team cannot be underestimated.
Linking Nurses’ Perceptions of Patient Care Quality to Job Satisfaction	Laschinger Fida. Canada, 2015(²²22 Laschinger HKS, Fida R. Linking nurses’ Perceptions of Patient care Quality to Job Satisfaction. JONA. 2015;45(5):276-83. https://doi.org/10.1097/NNA.0000000000000198 https://doi.org/10.1097/NNA.000000000000... )	To test the connection between authentic leadership, structure, professional support, quality of patient care, and job satisfaction.	Cross-sectional, quantitative study (N= 723 nurses). The instruments used were: Authentic Leadership, Work Effectiveness-II (CWEQ-II), Nursing Work Index-Revised (NWI-R), a single item Bhow and Health professionals’ Job Satisfaction.	Authentic leaders are essential in creating work environments that support professionals and promote high-quality care and job satisfaction.
Authentic Leadership and Creativity: Moderated Meditation Model of Resilience and Hope in the Health Sector	Anwar; Abid; Waqas. Pakistan, 2020(²³23 Anwar A, Abid G, Waqas A. Authentic leadership and creativity: moderated meditation model of resilience and hope in the health sector. Eur J Investig Health Psychol Educ. 2020;10(1):18-29. https://doi.org/10.3390/ejihpe10010003 https://doi.org/10.3390/ejihpe10010003... )	To investigate the relationship between authentic leadership/leaders/ subordinates, and creativity through the mediating role of resilience.	Quantitative research addressing 684 nurses at three different points in time. The Authentic Leadership Questionnaire (ALQ) and a questionnaire addressing creativity and resilience were used.	This study identified the impact of authentic leadership on creativity via resilience and hope. Authentic leadership positively influences nurses’ hope.
The influence of authentic leadership on safety climate in nursing	Dirik; Intepeler Turkey, 2017(²⁴24 Dirik HF, Intepeler S. The influence of authentic leadership on safety climate in nursing. J Nurs Manag. 2017;25(5):392-40. https://doi.org/10.1111/jonm.12480 https://doi.org/10.1111/jonm.12480... )	To analyze nurses’ perceptions regarding leadership and the safety climate.	Quantitative survey with 350 nurses using the Authentic Leadership Questionnaire (ALQ) and Safety Climate Survey.	Authentic leadership was identified with a strategy to promote a positive perception of safety climate.
The influence of authentic leadership and empowerment on nurses’ relational social capital, mental and job satisfaction over the first year of practice	Read; Laschinger. Canada, 2015(²⁵25 Read EA, Laschinger HKS. The influence of authentic leadership and empowerment on nurses' relational social capital, mental health and job satisfaction over the first year of practice. J Adv Nurs. 2015;71(7):1611-23. https://doi.org/10.1111/jan.12625 https://doi.org/10.1111/jan.12625... )	To examine the theoretical model that tests the effect of leadership authenticity, empowerment structure, and relational social capital on the nurses’ mental health and job satisfaction.	Longitudinal quantitative design (N= 191 nurses). The following instruments were used: the Authentic Leadership Questionnaire (ALQ), Conditions of Work Effectiveness II (CWEQII), Areas of Worklife Scale, Community Subscale, Mental Health Inventory-5, and Unnamed.	When authentic leaders create structurally healthy work environments and foster relational social capital among newly hired nurses, they promote positive health outcomes and job retention and positively influence job satisfaction.
Authentic Leadership: Practices to Promote Integrity	Hughes, Vickie USA, 2018(²⁶26 Hughes V. Authentic Leadership: Practices to Promote Integrity. J Christ Nurs.2018;35(2):E28-E31. https://doi.org/10.1097/CNJ.0000000000000491 https://doi.org/10.1097/CNJ.000000000000... )	To discuss Social and Emotional intelligence and social awareness as aesthetic qualities that leaders apply in leadership situations.	Descriptive study addressing 108 nursing students and 126 hospital managers in the US Midwest.	Authentic leadership characteristics linked to emotional and social intelligence enhance a holistic approach by recognizing experiences during leadership situations and improving employees’ work engagement.
Relationship between authentic leadership and nurses’ intent to leave: The mediating role of work environment and burnout	Lee; Chiang; Kuo. China 2019(²⁷27 Lee HF, Chiang HY, Kuo HT. Relationship between authentic leadership and nurses' intent to leave: the mediating role of work environment and burnout. J Nurs Manag. 2019;27(1):52-65. https://doi.org/10.1111/jonm.12648 https://doi.org/10.1111/jonm.12648... )	To explore the mediating effects of the work environment and burnout on the relationship between authentic leadership and nurses’ intention to quit their jobs.	Cross-sectional, quantitative study (N=946 nurses). The Authentic Leadership Questionnaire (ALQ) and Scale of the Nursing Work Index (PES-NWI), Nursing Practice Environment Scale (C-NPES), Maslach Burnout Inventory-Human and Services Survey (MBI-HSS) were used.	Authentic leadership can affect nurses’ intention to quit their jobs, in which the work environment and burnout are important mediators. Therefore, managers should adopt authentic leadership practices and make efforts to improve the work environment and decrease burnout and the nurses’ intention to quit their jobs.
Authentic leadership and thriving among nurses: the mediating role of empathy	Mortier; Vleric; Clays Belgium, 2016(²⁸28 Mortier AV, Vlerick P, Clays E. Authentic leadership and thriving among nurses: the mediating role of empathy. J Nurs Manag. 2016;24(3):357-65. https://doi.org/10.1111/jonm.12329 https://doi.org/10.1111/jonm.12329... )	To examine the relationship between perceived authentic leadership and two prosperity dimensions (learning and vitality) among nurses.	Quantitative and cross-sectional study (N=360 nurses). The Authentic Leadership Inventory (ALI), the questionnaire developed by Wong and Law (2002) on emotional intelligence, and the Scale by Porath et al. were used.	Nursing managers implementing Authentic leadership improve nurses’ prosperity at work. Furthermore, empathetic nursing managers seem to promote the vitality of their nurses.
The Effect of Nurse’s Emotional Labor on Turnover Intention: Mediation Effect of Burnout and Moderated Mediation Effect of Authentic Leadership	Na; Park. Korea, 2019(²⁹29 Na SY, Park H. The effect of nurse's emotional labor on turnover intention: mediation effect of burnout and moderated mediation effect of authentic leadership. J Korean Acad Nurs. 2019;49(3):286-97. https://doi.org/10.4040/jkan.2019.49.3.286 https://doi.org/10.4040/jkan.2019.49.3.2... )	To investigate the effect of nurses’ emotional work on turnover intention mediated by burnout and examine the moderate mediating effect of authentic leadership.	Quantitative study (N=227 nurses). The Authentic Leadership Questionnaire (ALQ), Emotional Work Scale [ELS], and de Maslach Burnout Inventory (MBI) were used.	Authentic leadership had a moderate mediating effect on the relationship between surface acting and turnover intention, which was mediated by emotional exhaustion. The findings suggest that by establishing strong authentic leadership, nurses reduce their turnover intention and burnout.
Psychometric properties of Authentic Leadership Self-Assessment Questionnaire in a population-based sample of Polish nurses	Panczyk et al. Poland, 2019(³⁰30 Panczyk M, Jaworski M, Iwanow L, Cieślak I, Gotlib J. Psychometric properties of Authentic Leadership Self-Assessment Questionnaire in a population-based sample of Polish nurses. J Adv Nurs. 2019;75(3):692-703. https://doi.org/10.1111/jan.13922 https://doi.org/10.1111/jan.13922... )	Adapt and assess the psychometric characteristics of the Polish-language version of the Authentic Leadership Self-Assessment Questionnaire (ALSAQ) intended to be used among nurses.	Quantitative, cross-sectional study in which ALSAQ was administered to a representative group of 3,299 nurses for cultural, linguistic adaptation, and instrument validation.	Authentic leadership skills in nursing practice are characterized by their specificities, an aspect indicated in the ALSAQ validation. It can be considered reliable for nursing professionals to self-assess leadership skills. The standards identified help to measure authentic leadership strengths and weaknesses.
Developing Authentic Leadership Voice: Novice Faculty Experience	Patterson et al. EUA, 2020(³¹31 Patterson BJ, Dzurec L, Sherwood G, Forrester DA. Developing Authentic Leadership Voice: Novice Faculty Experience. Nurs Educ Perspect. 2020;41(n1):10-5. https://doi.org/10.1097/01.NEP.0000000000000494 https://doi.org/10.1097/01.NEP.000000000... )	To identify the perceptions of the nursing faculty of a leading voice within the academy on authentic leadership development.	Descriptive qualitative study addressing 14 novice faculty members. The thematic analysis proposed by Vaismoradi, Jones, Turunen, and Snelgrove was used.	The mentoring program contributed to behavioral changes in the leaders’ trajectory. Finding their authentic leadership voices contributed to developing relationships with organizations, learning to work with other professors, and discussing leadership initiatives.
Be(com)ing Real: a Multi-source and an Intervention Study on Mindfulness and Authentic Leadership	Nübold; Quaquebeke Hülsheger Germany Serbia, USA Austria, 2020(³²32 Nübold A, Van Quaquebeke N, Hülsheger UR. Be(com)ing Real: a multi-source and an intervention study on mindfulness and authentic leadership. J Bus Psychol.2020;35:469-88, 2020. https://doi.org/10.1007/s10869-019-09633-y https://doi.org/10.1007/s10869-019-09633... )	Test the cross-sectional relationship between a leader’s mindfulness and authentic leadership in subordinates.	Mixed method, cross-sectional study, and multicenter field experiment. The Attention And Awareness Mindfulness Scale (MAAS) and Authentic Leadership Invent (ALI) were used.	Both studies emphasize the benefits of selecting leaders who already have high levels of mindfulness. The results suggest that mindfulness training can be a valuable tool to improve authentic leadership behaviors, and promote improved performance among subordinates.
Authentic leadership, happiness at work and affective commitment: An empirical study in Cape Verde	Semedo; Coelho; Ribeiro Cape Verde 2019(³³33 Semedo AS, Coelho A, Ribeiro N. "Authentic leadership, happiness at work and affective commitment: an empirical study in Cape Verde". Europ Business Rev. 2019;31(3):337-51. https://doi.org/10.1108/EBR-01-2018-0034 https://doi.org/10.1108/EBR-01-2018-0034... )	To investigate the relationship between perceptions of authentic leadership and affective commitment through the mediating effect of happiness at work.	Quantitative, cross-sectional study (N= 543 participants). The Authentic Leadership Questionnaire (ALQ) and Daniels’ Instrument of the scale Meyer were used.	Authenticity can enhance employees’ positive emotions to develop their affective commitment toward the organization. Authentic leadership behaviors are essential in encouraging employees to develop improved emotional bonds at work.
Authentic leadership, job satisfaction and organizational commitment: The moderating effect of nurse tenure	Baek; Han; Ryu Korea, 2019(³⁴34 Baek H, Han K, Ryu E. Authentic leadership, job satisfaction and organizational: the moderating effect of nurse tenure. J Nurs Manag. 2019;27(8):1655-63. https://doi.org/10.1111/jonm.12853 https://doi.org/10.1111/jonm.12853... )	To examine associations between managers’ authentic leadership, job satisfaction, and organizational commitment.	Quantitative, cross-sectional, secondary study using survey data (N=1,118 nurses). The Johnson-Neyman method was used along with the Authentic Leadership Questionnaire (ALQ) and an organizational commitment questionnaire.	The nurses’ perception regarding their manager’s authentic leadership revealed a positive relationship between job satisfaction and organizational commitment and the managers’ authentic leadership as perceived by the nurses. The leaders’ authentic behaviors helped nurses find meaning at work and increase their commitment to the organization.
Authentic leadership and its impact on creativity of nursing staff: A cross sectional questionnaire survey of Indian nurses and their supervisors	Malik, Dhar, Hand India, 2016(³⁵35 Malik N, Dhar RL, Handa SC. Authentic leadership and its impact on creativity of nursing staff: a cross sectional questionnaire survey of Indian nurses and their supervisors. IJNS. 2016;63:28-36. https://doi.org/10.1016/j.ijnurstu.2016.08.004 https://doi.org/10.1016/j.ijnurstu.2016.... )	To examine the relationship between authentic leadership and employee creativity.	Quantitative study (N=405 nurses and 81 supervisors). Data was collected through Authentic Leadership (ALQ), Knowledge Sharing Behaviour, Information Technology usage, and Employees Creativity.	Authentic leadership was positively linked to employee creativity, and the relationship between authentic leadership and creativity mediated knowledge sharing.
Organizational culture, authentic leadership and quality improvement in Canadian healthcare facilities	Bernardes et al. Canada, 2020(³⁶36 Bernardes A, Gabriel CS, Cummings GG, Zanetti ACB, Leoneti AB, Caldana G, et al. Organizational culture, authentic leadership and quality improvement in Canadian healthcare facilities. Rev Bras Enferm. 2020;73(Suppl 5):e20190732. https://doi.org/10.1590/0034-7167-2019-0732 https://doi.org/10.1590/0034-7167-2019-0... )	To investigate the relationships between flexible and hierarchical organizational cultures, quality improvement domains, and authentic leadership competencies in Canadian healthcare facilities.	Quantitative, observational cross-sectional study (N=226 nurse managers). The Quality Improvement Implementation Survey II and the Authentic Leadership Questionnaire were used.	Quality improvement through accreditation is related to organizational culture and authentic leadership. Flexible organizational cultures influence the adoption of authentic leadership and participatory management model and improve quality.
Emotional intelligence and authentic leadership among Saudi nursing leaders in the Kingdom of Saudi Arabia	Alshammari Pasay-An Gonzales Torres, Saudi Arabia, 2020(³⁷37 Alshammari F, Pasay-An E, Gonzales F, Torres S. Emotional intelligence and authentic leadership among Saudi nursing leaders in the Kingdom of Saudi Arabia. J Prof Nurs. 2020;36(6):503-9. https://doi.org/10.1016/j.profnurs.2020.04.003 https://doi.org/10.1016/j.profnurs.2020.... )	To determine the correlation between nursing leaders’ emotional intelligence and authentic leadership and socio-demographic characteristics influencing emotional intelligence and authentic leadership.	Study with a quantitative comparative-correlational approach (N= 152 nurse leaders) with cluster sampling. The Authentic Leadership Questionnaire and the Emotional Intelligence Questionnaire were used.	The total emotional intelligence score was strongly and positively related to authentic leadership. Age and years of experience were significant factors explaining the variation in emotional intelligence, while gender, age, and years of experience in the current position were significant in explaining the variation in authentic leadership.
Clinical Nurses’ Perceptions of Authentic Nurse Leadership and Healthy Work Environment	Raso, Fitzpatrick, Masick, USA, 2020(³⁸38 Raso R, Fitzpatrick JJ, Masick K. Clinical nurses' perceptions of authentic nurse leadership and healthy work environment. J Nurs Adm. 2020;50(9):489-94. https://doi.org/10.1097/NNA.000000000000092 https://doi.org/10.1097/NNA.000000000000... )	To determine the relationship between the clinical nurses’ perceptions regarding authentic leadership and their unit’s work environment.	Cross-sectional, correlational and descriptive study (N= 254 clinical nurses). The Authentic Nurse Leadership Questionnaire and the Critical Elements of a Healthy Work Environment Survey were used.	There was a moderate correlation between authentic leadership and a healthy work environment. In this new nursing care model based on authentic leadership, caring is an attribute frontline nurses value. Therefore, one should develop authentic leadership to improve nursing work environments and ensure patient and workforce outcomes.

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[1] Corresponding author: Ellen Daiane Biavatti de Oliveira Algeri, E-mail: ellen.biavatti@gmail.com