Purpose: The purpose of this study was to examine correlations between nurses’ self-leadership and individual work role performance andcorrelations between self-leadership in nursing units and team members’ work role performance. Methods: Participants were 202 convenientlyselected general nurses from 5 general hospitals in Korea. The study was carried out on 35 nursing units. Data were collected duringFebruary 2015 with self-report questionnaires. Results: For factors affecting individual work role performance, self-expectation, selfgoalsetting, constructive thought, clinical career in the present nursing unit and marital status accounted for 44.0% of proficiency, whileself-expectation, self-goal setting, constructive thought, and marital status accounted for 42.3% of adaptivity. Self-expectation, self-goalsetting, constructive thought, self-reward, clinical career in the present nursing unit and position accounted for 26.4% of proactivity. Interms of team members’ work role performance, self-reward and self-expectation in nursing units explained 29.0% of team members’proficiency. Self-reward and self-expectation in nursing units explained 31.6% of team members’ adaptivity, and self-reward in nursingunits explained 16.8% of team members’ proactivity. Conclusion: The results confirm that nurses’ self-leadership affects not only individualself-leadership but also team members’ work role performance. Accordingly, to improve nurses’ work role performance in nursing units ofnursing organizations, improvement in nursing environment based on self-leadership education is necessary and nurses’ tasks rearrangedso they can appreciate work-autonomy and challenges of work.