Na-Eun Hospital, Incheon, Korea.
School of Nursing, Hanyang University, Seongdong-gu, Seoul, Korea.
Int Nurs Rev. 2019 Jun;66(2):242-249. doi: 10.1111/inr.12491. Epub 2018 Nov 25.
To investigate the impacts of leader-member exchange and team-member exchange on job satisfaction and turnover intention of nurses.
Leader-member exchange refers to the quality of relationships between leaders and members of a team and studies on this have generally focused on the aspect of member-leader-member exchanges. In nursing, the latter can refer to a situation where nurses (members) evaluate their relationship with their head nurse (leader). Member-leader-member exchange affects job satisfaction and turnover intention of nurses. However, even though all of these types of exchanges are important, few studies have examined their effects on job satisfaction and the turnover intention of nurses.
Participants in this descriptive study were 40 head nurses and 284 clinical nurses working at three hospitals in Korea. Data were collected from a questionnaire and analysed using hierarchical multiple regression.
Leader-leader-member exchange, member-leader-member exchange, and team-member exchange had a positive effect on job satisfaction. However, only leader-leader-member exchange and member-leader-member exchange affected turnover intention.
The impacts of leader-leader-member exchange, team-member exchange, and member-leader-member exchange on job satisfaction were confirmed. To reduce turnover intention, our study found it is more important to improve leader-member exchange than team-member exchange.
In health organizations, there is an important need to focus on the communication and exchange relationships between leaders and their staff, well as among the members, to increase job satisfaction. This will assist leaders to play an important role in lowering nurses' turnover intention and create an organizational culture in which nurses can communicate well with them.
Policy changes are needed so that the components of job performance evaluation for nurse leaders also include attendance at regular programmes, such as training to improve their leadership and communication skills, and consultations with their staff members.
探讨领导-成员交换和团队-成员交换对护士工作满意度和离职意愿的影响。
领导-成员交换是指领导者和团队成员之间关系的质量，对这方面的研究通常侧重于成员-领导-成员交换。在护理中，后者可以指护士（成员）评估他们与护士长（领导）关系的情况。成员-领导-成员交换会影响护士的工作满意度和离职意愿。然而，尽管所有这些类型的交换都很重要，但很少有研究考察它们对护士工作满意度和离职意愿的影响。
本描述性研究的参与者是韩国三家医院的 40 名护士长和 284 名临床护士。数据通过问卷收集，并使用分层多元回归进行分析。
领导-领导-成员交换、成员-领导-成员交换和团队-成员交换对工作满意度有积极影响。然而，只有领导-领导-成员交换和成员-领导-成员交换影响离职意愿。
确认了领导-领导-成员交换、团队-成员交换和成员-领导-成员交换对工作满意度的影响。为了降低离职意愿，我们的研究发现，改善领导-成员交换比团队-成员交换更为重要。
在卫生组织中，有必要关注领导者与其员工之间以及成员之间的沟通和交换关系，以提高工作满意度。这将有助于领导者在降低护士离职意愿方面发挥重要作用，并营造一种护士可以与他们良好沟通的组织文化。
需要进行政策变革，以便护士领导者的工作表现评估的组成部分还包括定期参加诸如培训以提高领导能力和沟通技巧的计划，以及与员工的协商。
