Impact of leader-member exchange quality on nurses ’ job performance from the perspective of ;organizational identification

Abstract

Objective To investigate the status of leader-member exchange quality , organizational identification and job performance of nurses , to discuss the relationship among them , and to clarify the internal mechanism.Methods Three hundred sixty-nine clinical nurses were surveyed by leader-member exchange scale, organizational identity scales and job performance scale according to the cross-sectional sampling methods.Results Three hundred sixty-nine questionnaires were issued and 267 questionnaires were responsive with an effective response rate of 72.36%.The average score of nurses ’ perception of leader-member exchange was （5.22 ±1.09）, and the average score of nurses ’ perception of organizational identification was （5.60 ± 1.09）, and the average score of nurses ’ perception of job performance was （5.45 ±1.11）, and the average scores of three variables were above average .There were significant positive correlation the nurses ’ perception of leader-member exchange quality and organizational identification （r=0.56, P＆lt;0.01）, and job performance （r=0.53, P〈0.01）.There were also significant positive correlation the nurses ’ perception of organizational identification and job performance （r=0.63, P〈0.01）.The nurses’ perception of leader-member exchange quality had positive influences onorganizational identification （β=0.53, P〈0.01） and job performance （β=0.26, P〈0.01）.The organizational identification played an intermediary role in the relationship between the leader-member exchange quality and the job performance （β=0.254, P ＆lt;0.01）.Conclusions Nursing administrators should strengthen the communication with nurses , form a good psychological and emotional bond , and further to promote the organizational identification and job performance of nurses . Key words: Nurses; Data collection; Leader-member exchange; Organizational identification; Job performance