Background: Authentic leadership creates a positive work environment where nurses feel a strong personal identification with the organization and are more willing to report errors. Aim of the study: This study aimed to assess the relationship between authentic leadership, organizational identification, and error reporting among staff nurses. Subjects and Methods: Research design: Descriptive correlational design. Setting: The study was conducted in all departments and units of Abo Hammad Central Hospital, that is a part of health care sector in Sharqiyah Governorate. Subject: Convenience sample of 203 staff nurses. The tool of data collection; three tools as Authentic leadership Questionnaire, Organizational identification Scale, Error Orientation Questionnaire. Results: Revealed that 28.6% of the studied nurses perceived high authentic leadership, 56.1% of them reported moderate level of organizational identification. In addition, 57% of them had negative attitude toward reporting errors. Conclusion: authentic leadership had statistically significant positive correlations with perceived organizational identification, personal identification, and attitude toward error reporting. Moreover, personal identification had statistically significant positive correlations with organizational identification and attitude toward error reporting. Recommendation: Provide organizational development interventions aimed at enhancing the authentic leadership of nurse managers; Provide educational programs about the legal aspects of documenting errors; Managers can strengthen nurses’ personal identification with the leader by being accessible, defining roles and expectations, exhibiting openness and transparency, and using mistakes as learning opportunities.