Department of Psychology, University of Cagliari, Cagliari, Italy.
J Nurs Manag. 2012 Jul;20(5):582-91. doi: 10.1111/j.1365-2834.2011.01322.x. Epub 2011 Nov 30.
The purpose of this study was to test a theoretical model linking the impact of expectations on commitment to change and to explore whether change-related communication is a mediating variable between leader-member exchange and expectations.
Expectations for change outcomes are an important condition to increase nurses' commitment to change. To understand the role of leadership and communication in expectations development is crucial to promote commitment to change.
A predictive, non-experimental design was used in a random sample of 395 nurses. Structural equation modelling was used to analyse the hypothesized model.
Positive expectations had a direct effect on affective commitment to change, whereas negative expectation had a direct effect on continuance commitment to change. Leader-member exchange and communication influenced nurse's expectations about change. Communication partially mediated the relationship between Leader-member exchange and expectations.
These findings suggested that nurses' expectation about change were strongly linked to commitment to change. Furthermore, the enhancement of communication and relationship with leader contributed to the development of positive and negative expectations.
Strategies to promote commitment to change include developing positive expectations about change outcomes and building high-quality leadership style oriented to the communication.
本研究旨在检验一个理论模型，该模型将期望对变革承诺的影响联系起来，并探讨变革相关沟通是否是领导-成员交换和期望之间的中介变量。
对变革结果的期望是提高护士变革承诺的重要条件。了解领导和沟通在期望形成中的作用对于促进变革承诺至关重要。
采用随机抽样的方法对 395 名护士进行了预测性、非实验性设计。结构方程模型用于分析假设模型。
积极的期望对变革的情感承诺有直接影响，而消极的期望对持续承诺有直接影响。领导-成员交换和沟通影响护士对变革的期望。沟通部分中介了领导-成员交换和期望之间的关系。
这些发现表明，护士对变革的期望与变革承诺密切相关。此外，沟通和与领导的关系的增强有助于积极和消极期望的发展。
促进变革承诺的策略包括培养对变革结果的积极期望，并建立以沟通为导向的高质量领导风格。
