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can you simplify this article introduction..Introduction Research into nursing leadership has grown dramatically in the past decade. A multitude of studies indicate that relationship-focused nursing leadership practices contribute to positive outcomes for the nursing workforce, including job satisfaction, intention to stay in the nursing profession, and health and wellbeing of nurses (Cummings et al., 2018). Moreover, effective nursing leadership practices have critical implications for improved health care quality and patient outcomes (Wong et al., 2013; Cummings et al., 2010). When nursing leadership significantly impacts both nursing and patient outcomes, it is imperative to identify qualities of an optimal nursing leader and understand how effective leadership practices can be developed. While many theories are currently utilized in nursing leadership research, those founded on relational aspects of leadership, such as transformational leadership (Bass and Avolio, 1994), resonant leadership (Goleman et al., 2003) and authentic leadership (Gardner et al., 2005; Gardner et al., 2005; Walumba et al., 2008), are most commonly examined and applied. Leadership can be defined as “a process whereby an individual influences a group of individuals to achieve a common goal” (Northouse, 2004). Effective leadership has critical implications for nurse well-being, retention and the care they deliver to patients. Poor well-being, stress or burnout among nurses have been significantly associated with patient safety outcomes, such as medication errors or patient incidents (Hall et al., 2

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