Caputo Andrea, Costa Patricia, Gatti Paola, Cortese Claudio G, Ferreira Aristides I
Psychology Department, University of Turin, Turin 10124, Italy.
Business Research Unit (BRU-IUL), Iscte-Instituto Universitário de Lisboa, Lisbon 1649-026, Portugal.
J Nurs Manag. 2025 Apr 1;2025:6220416. doi: 10.1155/jonm/6220416. eCollection 2025.
This study explores how consensus on leader-member exchange (LMX)-the degree of within-unit agreement regarding the LMX nurse leaders establish with each team member-moderates the effects of abusive supervision on job satisfaction and internal turnover intentions. Involving a sample of 1357 nurses nested into 130 groups (led by as many nurse leaders), cross-level moderations were tested. Results show that, on one hand, LMX consensus acts as a resource when it is stronger, dampening the effect of abusive supervision on job satisfaction. On the other hand, nurses with higher job satisfaction belonging to groups with higher LMX consensus report higher intentions to change wards than nurses in groups with lower LMX consensus. The discussion addresses the concept of "star employees," i.e., employees with better performance, visibility, and relevant social capital. The discussion highlights the importance for nurse managers to consider both the quality of individual LMX and overall team consensus to enhance nurse well-being and reduce turnover intentions.
本研究探讨了领导-成员交换（LMX）的一致性——即护士领导者与每个团队成员建立的LMX在单位内部的一致程度——如何调节虐待性监督对工作满意度和内部离职意图的影响。研究涉及1357名护士组成的130个小组（由同样数量的护士领导者领导），对跨层次调节作用进行了检验。结果表明，一方面，LMX一致性越强，就越能作为一种资源，减轻虐待性监督对工作满意度的影响。另一方面，与低LMX一致性小组的护士相比，高LMX一致性小组中工作满意度较高的护士报告的换岗意愿更高。讨论涉及“明星员工”的概念，即绩效更好、知名度更高且拥有相关社会资本的员工。讨论强调了护士管理者考虑个体LMX质量和团队整体一致性对于提高护士幸福感和降低离职意图的重要性。
