Skip to main page content
U.S. flag

An official website of the United States government

Dot gov

The .gov means it’s official.
Federal government websites often end in .gov or .mil. Before sharing sensitive information, make sure you’re on a federal government site.

Https

The site is secure.
The https:// ensures that you are connecting to the official website and that any information you provide is encrypted and transmitted securely.

Access keys NCBI Homepage MyNCBI Homepage Main Content Main Navigation
. 2023 Jan 4;22(1):4.
doi: 10.1186/s12912-022-01167-8.

The relationship between toxic leadership and organizational performance: the mediating effect of nurses' silence

Sally Mohammed Farghaly Abdelaliem  1   2 , Mennat Allah G Abou Zeid  3
Affiliations

The relationship between toxic leadership and organizational performance: the mediating effect of nurses' silence

Sally Mohammed Farghaly Abdelaliem et al. BMC Nurs. .

Abstract

Aims: To assess toxic leadership and organizational performance among nurses of a University Hospital, and explore the mediating effect of nurses 'silence.

Background: Toxic Leadership behaviours are hurtful to feelings, leading to emotive fatigue and nurses silence within the legislative framework. In fact, it is very harmful to all organizations. However, little emphasis has been paid to research on the mediating mechanism and border factors of their connection.

Methods: A cross-sectional design was applied. Data was collected from 750 nurses over the course of three months. The researchers employed structured equation modeling [SEM] to investigate the role of nurses' silence in mediating the association between toxic leadership and organizational performance.

Results: The toxic leadership level and Organisational performance level were both high. In addition to, the nurses' silence level was moderate. The SEM revealed that toxic Leadership accounted for the prediction of 65% of the variance of nurses' silence and 87% of the variance of organizational performance. Also, nurses silence as a mediating factor accounted for 73% of the variance of organizational performance.

Conclusions: This study emphasized on the importance of creating a work environment that encourages and promotes open communication, as well as eliminating toxic leadership behaviours from the organizational culture among nurses as it effects on the organizational performance.

Keywords: Nurses’ silence; Organisational performance; Toxic leadership; University Hospital.

PubMed Disclaimer

Conflict of interest statement

The authors have no conflicts of interest to disclose.

Figures

Fig. 1
Fig. 1
Reciprocal relationship between toxic leadership and organizational performance mediated by employee silence
Fig. 2
Fig. 2
Standardized coefficients for path analysis of direct and indirect effect of toxic leadership on organizational performance mediated by nurses’ resilience
See this image and copyright information in PMC

References

    1. Kurniawan MH, Hariyati RT, Afifah E. The relationship between caring preceptor, self-efficacy, job satisfaction, and new nurse performance. Enferm Clin. 2019;1(29):464–470. doi: 10.1016/j.enfcli.2019.04.069. - DOI
    1. Brown K, Field R. Effective leadership, management and supervision in health and social care. 2019. Effective leadership, management and supervision in health and social care; pp. 1–232.
    1. Roter AB. Understanding and recognizing dysfunctional leadership: the impact of dysfunctional leadership on organizations and followers. London: Routledge; 2017. 10.4324/9781315549286.
    1. Labrague LJ, Lorica J, Nwafor CE, Van Bogaert P, Cummings GG. Development and psychometric testing of the toxic leadership behaviors of nurse managers [ToxBH-NM] scale. J Nurs Manag. 2020;28(4):840–850. doi: 10.1111/jonm.13008. - DOI - PubMed
    1. Orukwowu U. Nursing leadership in healthcare: the impact of effective nurse leadership on quality healthcare outcomes. IPS Interdiscipl J Soc Sci. 2022;1(1):1–6. doi: 10.54117/iijss.v1i1.1. - DOI

LinkOut - more resources