Comparing the impact of leader-member exchange, psychological empowerment and affective commitment upon Australian public and private sector nurses: implications for retention

被引：33

作者：

Brunetto, Yvonne ^{[2
]}

Shacklock, Kate ^{[3
]}

Bartram, Timothy ^{[1
]}

Leggat, Sandra G. ^{[4
]}

Farr-Wharton, Rod ^{[5
]}

Stanton, Pauline ^{[6
]}

Casimir, Gian ^{[7
]}

机构：

[1] La Trobe Univ, Sch Management, Melbourne, Vic, Australia

[2] So Cross Univ, Sch Commerce & Management, Tweed Heads, NSW, Australia

[3] Griffith Univ, Dept Employment Relat & Human Resources, Nathan, Qld 4111, Australia

[4] La Trobe Univ, Sch Publ Hlth, Melbourne, Vic, Australia

[5] Univ Sunshine Coast, Maroochydore, Qld, Australia

[6] Victoria Univ, Sch Management & Informat Syst, Melbourne, Vic 8001, Australia

[7] Univ Newcastle, Sch Management, Newcastle, NSW 2300, Australia

来源：

INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT | 2012年 / 23卷 / 11期

关键词：

affective commitment; leader member exchange; nurses; psychological empowerment; NOT-FOR-PROFIT; ORGANIZATIONAL COMMITMENT; JOB-SATISFACTION; ANTECEDENTS; QUALITY; CARE; CONSEQUENCES; PERCEPTIONS; MANAGEMENT; SERVICE;

D O I：

10.1080/09585192.2011.616524

中图分类号：

C93 [管理学];

学科分类号：

12 ; 1201 ; 1202 ; 120202 ;

摘要：

This study uses Leader-Member Exchange (LMX) theory to test the associations between the supervisor-subordinate relationship, psychological empowerment and affective commitment amongst 1283 nurses working in Australian public and private hospitals. Both qualitative and quantitative data were collected, analysed and presented. The findings show that the quality of LMX is more important in public sector nursing contexts than in the private sector with regard to the relationship between empowerment and affective commitment. Furthermore, the relationship between empowerment and affective commitment is stronger for nurses in public sector organisations with low-quality LMX than for nurses in public sector organisations with high-quality LMX. As empowerment and affective commitment are both predictors of staff retention, the findings can assist in developing targeted current and future retention strategies for healthcare management.

引用

页码：2238 / 2255

页数：18

共 10 条

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