J Korean Acad Nurs Adm.  2014 Mar;20(2):195-205.

Influence of Leader-Member Exchange Quality of Head Nurses and Clinical Nurses on Organizational Commitment and Job Satisfaction in Clinical Nurses

Affiliations
  • 1Graduate School of Nursing, Gachon University, Korea.
  • 2College of Nursing, Gachon University, Korea. yjyi@gachon.ac.kr

Abstract

PURPOSE
The purpose was to identify the influence the quality of head and clinical nurses' LMX (Leader-Member Exchange) on job satisfaction and organizational commitment.
METHODS
The participants were 42 head nurses and 202 clinical nurses who worked in 7 hospitals with more than 300 beds in I-city. The data were collected from March 10 to April 10, 2013 using a self-report questionnaire. Data analysis was performed using hierarchical regression with the SPSS/WIN 20.0 program.
RESULTS
The mean score for head nurses' LMX quality was 3.66 and for clinical nurses, 3.51. Clinical nurses' LMX quality and age had a positive impact on job satisfaction (F=8.00, p<.001). Clinical nurses' LMX quality and marriage (not single) had a positive impact on organizational commitment (F=6.76, p<.001).
CONCLUSION
The LMX quality of head nurse was higher than that of clinical nurses, but did not positively affect clinical nurses' job satisfaction or organizational commitment indicating that the LMX quality of clinical nurses is more important than that of head nurse. Thus head nurses should make efforts to lead their units or teams in a positive and friendly way. This positive recognition will promote greater job satisfaction and organizational commitment of clinical nurses.

Keyword

Nurse; Leadership; Job satisfaction; Organizational commitment

MeSH Terms

Head
Job Satisfaction*
Leadership
Marriage
Nursing, Supervisory*
Surveys and Questionnaires
Statistics as Topic

Reference

1. Korean Nurse Association. Power of leadership. Korean Nurse. 2006; 45(1):8–21.
2. Kim YJ. A study on ethical leadership. Ethical Cult. 2012; 8:178–209.
3. Graen GB, Uhl-Bien M. Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years: applying a multi-level multi-domain perspective. Leadersh Q. 1995; 6(2):219–247. http://dx.doi.org/10.1016/1048-9843(95)90036-5.
4. Dansereau F, Graen G, Haga WJ. A vertical dyad linkage approach within formal organization: A longitudinal investigation of the role making process. Organ Behav Hum Perform. 1975; 13(1):46–78. http://dx.doi.org/10.1016/0030-5073(75)90005-7.
5. Ji KY. The influence of the job motivation and LMX of hotel F&B dept. employees on the job satisfaction and the organizational commitment. Korean J Hosp Adm. 2009; 18(2):77–94.
6. Kim TH, Son EY, Shin JH. The relationship among LMX and empowerment, job satisfaction and customer orientation: Focused on the culinary staff on the deluxe hotel in Seoul. Korea J Tourism Hosp Res. 2007; 21(4):321–335.
7. Chen CH, Wang SJ, Chang WC, Hu CS. The effect of leader-member exchange, trust, supervisor support on organizational citizenship behavior in nurses. J Nurs Res. 2008; 16(4):321–328. http://dx.doi.org/10.1097/01.JNR.0000387319.28010.5e.
8. Han YJ, Kim DK. A study on the relationship among followership, leader-member exchange (LMX) and organizational committment in the tourism and convention industry. J Tourism Leis Res. 2011; 23(7):299–318.
9. Lee J, Jang K. The effects of leader-member exchange relations on job satisfaction and organizational commitment. Korean J Hum Resour Dev. 2003; 5(1):55–74.
10. Kim HA, Kim IH. A study on relationship among quality of LMX, self-concept and organizational effectiveness. J Organ Manage. 2004; 28(4):171–213.
11. Rhee TS, Lee BK. The relationship among leader-member exchange, member's maturity and organizational effectiveness. J Prof Manage. 2009; 12(1):69–90.
12. Erdogan B, Enders J. Support from the top: Supervisor's perceived organizational support as a moderator of leader-member exchange to satisfaction and performance relationships. J Appl Psychol. 2007; 92(2):321–330. http://dx.doi.org/10.1037/0021-9010.92.2.321.
13. Min S, Kim HY, Kim HS, Kim EA, Jeong YJ, Park KI. The moderating effect of LMX in relationship between leadership and organizational commitment: A group of nurses in a university as subjects. Daehan J Bus. 2011; 24(6):3401–3421.
14. Kalisch BJ, Lee KH. Congruence of perceptions among nursing leaders and staff regarding missed nursing care and teamwork. Journal of Nursing Administration. 2012; 42(10):473–477.
15. Yukle GA. Leadership in organization. 6th ed. Englewood Cliffs, NJ: Prentice-Hall;2006.
16. Wayne SJ, Shore LM, Liden RC. Perceived organizational support and leader-member exchange: A social exchange perspective. Acad Manage J. 1997; 40(1):82–111. http://dx.doi.org/10.2307/257021.
17. McCloskey JC, McCain BE. Satisfaction, commitment, and professionalism of newly employed nurses. Image J Nurs Sch. 1987; 19(1):20–24. http://dx.doi.org/10.1111/j.1547-5069.1987.tb00581.x.
18. Jung YI. The study on the effects of LMX and perceived organizational support on the organizational validity of hospitals for the elderly: Focused on mediated effect of psychological empowerment [master's thesis]. Seoul: Kyung Hee University;2012. 61–62.
19. Curry JP, Wakefield DS, Price JL, Mueller CW. On the causal ordering of job satisfactional and organizational commitment. Acad Manage J. 1986; 29(4):847–858. http://dx.doi.org/10.2307/255951.
20. Park CK. The effect of fit leadership and organizational culture on organizational effectiveness [dissertation]. Changwon: Changwon National University;2001. 57.
21. Mowday RT, Sterrs RM, Porter LW. The measurement of organizational commitment. J Vocat Behav. 1979; 14:224–247. http://dx.doi.org/10.1016/0001-8791(79)90072-1.
22. Chang HA, Choi AK. The effect of the quality of leader-member exchange on secretary's job attitude. J Secretarial Stud. 2007; 16(2):49–71.
23. Hahm SW, Choi JS. A study on the effect of cognition difference between a leader and a member on performance. J Prof Manage. 2007; 10(1):63–88.
24. Park HH. The effect of clinical nurses' power and empowerment on job satisfaction and organizational commitment [master's thesis]. Seoul: Chungang University;2005. 36–45.
25. Wi SM, Yi YJ. Influence of emotional labor on job satisfaction, intent to leave, and nursing performance of clinical nurses. J Korean Acad Nurs Adm. 2012; 18(3):310–319. http://dx.doi.org/10.11111/jkana.2012.18.3.310.
26. Jang IS, Park S. A comparative study on nurses' organizational culture and job satisfaction according to the hospital size differences. Korean J Occup Health Nurs. 2011; 20(1):1–13. http://dx.doi.org/10.5807/kjohn.2011.20.1.001.
27. Kim MH, Jung MS. The effect of head nurse's emotional leadership on nurse's job satisfaction and organizational commitment. J Korean Acad Nurs Adm. 2010; 16(3):336–347. http://dx.doi.org/10.11111/jkana.2010.16.3.336.
28. Kim SH, LEE MA. A study of the reward and the job satisfaction perceived by nurses. J Korean Acad Nurs Adm. 2006; 12(1):122–130.
29. Lee EJ. Nurse's job satisfaction: variables, tools, and researches. Chonnam J Nurs Sci. 2000; 5(1):105–118.
30. Laschinger HK, Purdy N, Almost J. The impact of leader-member exchange quality, empowerment, and core self-evaluation on nurse manager's job satisfaction. J Nurs Adm. 2007; 37(5):221–229. http://dx.doi.org/10.1097/01.NNA.0000269746.63007.08.
Full Text Links
  • JKANA
Actions
Cited
CITED
export Copy
Close
Share
  • Twitter
  • Facebook
Similar articles
Copyright © 2024 by Korean Association of Medical Journal Editors. All rights reserved.     E-mail: koreamed@kamje.or.kr