scholarly journals The relationship between leader-member exchange and intention to stay in Korean nurses: Focusing on the mediating role of compassion satisfaction

2021 ◽  
Author(s):  
Jin-Hwa Park ◽  
Eun-Kyung Lee
Keyword(s):  
Compassion Satisfaction ◽  
Leader Member Exchange ◽  
Intention To Stay ◽  
Mediating Role ◽  
Quality Of Life Scale ◽  
Member Exchange ◽  
The Impact ◽  
The Relationship ◽  
Positive Effect

Background & Aim: Recently, there has been a growing interest in the nursing shortage. Although the number of nursing school has been increased and refreshment programs for inactive nurses have been run, the lack of nurses is still a common problem in Korea. Considering the importance of nurses' role in hospitals, it is important to investigate how to reduce turnover rates. This study aimed to investigate the mediating role of compassion satisfaction on the relationship between leader-member exchange (LMX) and intention to stay in Korea. Methods & Materials: A cross-sectional study design was used. Data were collected from 131 nurses from three university hospitals in South Korea. A demographic data form, LMX-7 scale, compassion satisfaction of the professional quality of life scale, and the nurses’ retention index were used to collect data. Results: Our results indicate that LMX has a positive effect on compassion satisfaction and intention to stay and compassion satisfaction has a positive effect on the intention to stay. In addition, compassion satisfaction was found to mediate the impact of LMX on the intention to stay. Conclusion: The present study is significant in that it confirms the relationship between LMX and intention to stay and the mediating role of compassion satisfaction. The nursing managers should pay attention to find ways to improve LMX and compassion satisfaction in hospitals in order to increase nurses’ intention to stay.

Coaching leadership and subordinates' career success: The mediating role of leader–member exchange.

2019 ◽  
Vol 47 (11) ◽  
pp. 1-8 ◽  
Author(s):  
Zhenglong Peng ◽  
Bo Gao ◽  
Hongdan Zhao
Keyword(s):  
Leadership Style ◽  
Career Success ◽  
Theoretical Perspective ◽  
Leader Member Exchange ◽  
Mediating Role ◽  
Member Exchange ◽  
Coaching Leadership ◽  
The Impact ◽  
The Relationship

Although a coaching leadership style has an inherent advantage in predicting the subordinates' career success, there is still little known about the linkage and the specific process by which coaching leadership influences career success. We examined the relationship between coaching leadership and subordinates' career success, especially the mediating role of leader–member exchange (LMX), through a survey conducted with 301 supervisor–subordinate pairs of a large state-owned enterprise in Shanghai, China. Using Hayes' PROCESS macro, we conducted a Sobel test and bootstrapping to test our hypotheses. As predicted, we found that coaching leadership was positively related to both subjective and objective career success of subordinates. In addition, LMX mediated the influence of coaching leadership on career success of subordinates. Our findings provide a new theoretical perspective for explaining the impact of coaching leadership.

The impact of leader–member exchange on lodging employees’ dynamic capacities: The mediating role of job satisfaction

2019 ◽  
Vol 20 (2) ◽  
pp. 237-244
Author(s):  
Bekir Eşitti ◽  
Mesut Kasap
Keyword(s):  
Job Satisfaction ◽  
Dynamic Capabilities ◽  
Positive Impact ◽  
Leader Member Exchange ◽  
Mediating Role ◽  
Member Exchange ◽  
The Impact ◽  
The Relationship

Firms take precautions with their dynamic capacities in response to rapidly changing and volatile conditions. Leader–member exchange refers to the importance of supervisors’ role in shaping employees’ work attitudes and job satisfaction. Previous researches on the relation between leader–member exchange and dynamic capabilities obtained mixed results; a call has been made for an examination of dynamic capabilities of lodging firms from the perspective of leader–member exchange. This research predicts that leader–member exchange is associated with dynamic capabilities and higher level of job satisfaction. Thus, this study examines the impact of five-star hotel employees’ leader–member exchange on the dynamic capabilities of a hospitality organization and the mediation role of job satisfaction between leader–member exchange and dynamic capabilities. Results from five hotel teams in Istanbul with 390 employees show that job satisfaction has a meaningful and positive impact on dynamic capabilities. Leader–member exchange has a statistically significant impact on dynamic capabilities and job satisfaction partially mediating the relationship between leader–member exchange and dynamic capabilities. This study also provides valuable recommendations on how to assess the service quality of lodging firms by assessing their dynamic capabilities. Specifically, Istanbul’s lodging firms should focus on job satisfaction to improve the dynamic capability of their employees.

A Cross-Level Theoretical and Empirical Model of Positive Emotions, Leader Identification, and Leader–Member Exchange

2021 ◽  
Vol 20 (3) ◽  
pp. 124-135
Author(s):  
Chongrui Liu ◽  
Cong Wang ◽  
Yan Liu ◽  
Xuran Liu ◽  
Yuan Ni
Keyword(s):  
Positive Emotions ◽  
Leader Member Exchange ◽  
Mediating Role ◽  
Member Exchange ◽  
Leadership Context ◽  
Broaden And Build Theory ◽  
Mediating Factor ◽  
The Relationship ◽  
Moderating Role

Abstract. Although leader–member exchange (LMX) has been widely studied, knowledge about how followers influence the LMX process remains unknown. By integrating the broaden-and-build theory (BBT) with the emotion as social information (EASI) theory, we develop a follower-centric multilevel model to investigate how followers' positive emotions have an impact on LMX via the mediating role of leader identification and the moderating role of leaders' positive emotions. We conducted a survey with 319 Chinese employees from 67 teams. The results indicated that leader identification served as a mediating factor in the relationship between followers' positive emotions and LMX. The work unit leaders' positive emotions strengthened the relationship between leader identification and LMX and moderated the mediated relationship among followers' positive emotions, leader identification, and LMX. Altogether, our findings inform new knowledge in terms of how followers may influence the development of LMX. We also help to extend the BBT and the EASI theory to the leadership context.

scholarly journals The Relationship among Emotional Leadership, Job Satisfaction and Organizational Commitment: Taking China’s Hotel Industry as an Example

2020 ◽  
Vol 218 ◽  
pp. 04014
Author(s):  
Yixing Jin ◽  
Peiying Wu ◽  
Cheng Lin ◽  
Yingda Wang
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Hotel Industry ◽  
Mediating Role ◽  
Positive Effects ◽  
Emotional Leadership ◽  
The Impact ◽  
The Relationship ◽  
Positive Effect

This study investigated the impact of emotional leadership of leaders on organizational commitment of hotel employees, as well as the mediating role of job satisfaction. The results indicate that: (1) Emotional leadership and job satisfaction have positive effects on organizational commitment. (2) Emotional leadership has a positive effect on job satisfaction. (3) Job satisfaction plays a mediating role between emotional leadership and organizational commitment.

The impact of transactional and transformational leadership on employee intention to stay in deluxe hotels: Mediating role of organisational commitment

2020 ◽  
pp. 146735842097215
Author(s):  
Abu Elnasr E Sobaih ◽  
Ahmed M Hasanein ◽  
Meqbel M Aliedan ◽  
Hassan S Abdallah
Keyword(s):  
Transformational Leadership ◽  
Leadership Styles ◽  
Affective Commitment ◽  
Positive Impact ◽  
Organisational Commitment ◽  
Intention To Stay ◽  
Mediating Role ◽  
The Impact ◽  
The Relationship

This study examines the impact of both transformational leadership (TFL) and transactional leadership (TCL) on employee intention to stay (ITS) in deluxe hotels. It also examines the mediating role of organisational commitment (OC) in the relationship between leadership styles, i.e. TFL and TCL, and ITS. A pre-tested questionnaire survey was self-administered to front-line employees in deluxe hotels in Egypt, where these leadership styles were prominent. The key findings showed that TFL has more positive impact on OC and ITS than TCL. Affective commitment (AC) and normative commitment (NC) were found to partially mediate the relationship between both leadership styles and ITS. Employees exhibit higher ITS when they perceive proper leadership practices, especially TFL. Hotel executives should place more emphasis and investments on TFL to effectively achieve OC and positively influence ITS which is critical for the hotel industry that often suffers from high employee turnover.

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