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Sažetak Ova studija pruža informacije o autentičnom vodstvu, osobnoj i organizacijskoj identifikaciji te namjerama slobode kretanja medicinskih sestara/tehničara, kao i njihovom međusobnom odnosu u Pakistanu. Predlažemo da osobna i organizacijska identifikacija posreduju učinku autentičnog vodstva na namjere skrbništva medicinskih sestara/tehničara. Za svrhe ispitivanja osmišljena je kvantitativna presječna vrsta studije. Uključeno je 432 registriranih medicinskih sestara/tehničara koji rade u privatnim bolnicama Pakistana. Rezultati ukazuju na to da autentično vodstvo u sestrinstvu smanjuje namjere odlazaka medicinskih sestara/tehničara istodobno poboljšavaju i osobnu i organizacijsku identifikaciju te djeluju kao negativan čimbenik na odlazak iz strukovnosti. Utjecaj autentičnog vodstva na namjere odlazaka medicinskih sestara/tehničara iz struke upućuje na to da bi praksa bolničkog upravljanja ljudskim resursima trebala staviti naglasak na autentične značajke vodstva u razvoju sestrinstva. Ključne riječi: Autentično vodstvo • osobna identifikacija • organizacijska identifikacija • namjere prometa; medicinske sestre • zdravstvena industrija Kratki naslov: Vodstvo u sestrinstvu i prepoznatljivost Abstract This study provides information about authentic leadership, personal and organizational identification, and nurses’ turnover intentions, as well as their relationship with each other in the Pakistani context. We suggest that both personal and organizational identification mediate the effect of authentic leadership on nurses’ turnover intentions. A quantitative, cross-sectional survey was designed to test the hypotheses. Data were collected from 432 registered nurses working in private hospitals of Pakistan. Results following structural equation modelling and mediation analysis suggest that authentic leadership decrease turnover intentions of nurses and personal and organizational identification mediate the negative effect of authentic leadership on turnover intentions. The impact of authentic leadership on nurses’ turnover intentions suggests that the practice of hospital human resource management should place an emphasis on authentic leadership traits in leadership development.

Authentic leadership and nurses’ turnover intentions: The role of personal and organizational identification