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, Organizational identification Scale, Error Orientation Questionnaire. Results: 28.6% of the studied nurses perceived high authentic leadership while, 56.1% of them reported moderate perception and 15.3% of them reported low perception respectively. Also, 26.7% of the studied nurses had high perception of personal identification while, 43.2% of them had moderate perception and 30.1% of them had low perception respectively. In addition, 57% of the studied nurses had negative attitude toward reporting errors while, 43% of them had positive attitude respectively. Conclusion: more than half of studied nurses reported moderate levels of authentic leadership and negative attitude toward error reporting. On the other hand, only quarter of them reported high level of personal identification. Moreover, authentic leadership had statistically significant positive correlations with personal identification and attitude toward error reporting. Additionally, personal identification had statistically significant positive correlations attitude toward error reporting. Recommendation: Strengthen their competitive edge by attracting and retaining leaders who act on their own to complete their tasks and assist other staff. Adopt an open-door policy to overcome work errors.