Abstract
Aiming to reduce the difficulty of managing and motivating knowledge workers (k-workers), and promote the psychological well-being of them in Chinese hospitals, this study examines how k-workers’ leader–member exchange (LMX) influences their task performance and the mediation effect of organizational citizenship behavior (OCB). Through a self-administered survey, valid questionnaires were collected from 384 k-workers in Chinese hospitals, and partial least squares structural equation modeling was employed for data analysis. The findings show that LMX is positively related to OCB and task performance, and that OCB mediates the relationship between LMX and task performance. This research has theoretical implications and also provides practical suggestions on how to manage, motivate, and inspire k-workers, and promote the psychological well-being of them, and finally enhance the organizational performance in Chinese hospitals.
Highlights
For the past 20 years, the most valuable asset of most organizations has been the knowledge worker (k-worker)
The “TP” abbreviation refers to task performance
Taking k-workers working in Chinese hospitals as the research object and analyzing data collected through a questionnaire survey, this research investigated the relationships among leader–member exchange (LMX), organizational citizenship behavior (OCB) (OCB-I, OCB-O), and task performance from both theoretical and empirical perspectives
Summary
For the past 20 years, the most valuable asset of most organizations has been the knowledge worker (k-worker). K-workers apply their knowledge to promote the development of an organization (Henard and McFadyen, 2008). How to improve k-workers’ performance to enhance the core competitiveness of Chinese hospitals and better serve the public has become an urgent problem (Mei et al, 2014). To enhance the organizational performance and the development of Chinese hospital, the task performance of k-workers needs to. Scholars have given very limited attention to the relationship between k-workers’ LMX and task performance in Chinese hospitals, and little is known about the mechanism underlying this relationship. Very limited researches have applied the supervisorsubordinate perspective to rethink the incentive methods based on the Chinese hospital context, and put forward more useful methods to manage, maintain and motivate the k-workers working in Chinese hospitals
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