Hypothesis Of Leader Member Exchange

LEADER-MEMBER EXCHANGE

Salve Aguilar
West Coast University

Pathophysiology
Ms. Joni Gaynor
September 25, 2015

Leader-member exchange
Han and Jekel’s journal explained how leader-member exchange (LMX) affects job satisfaction and turnover intentions in nursing. They presented some data based from their research studies and formulated the following hypotheses. The first hypothesis states the positive relationship between leader-member exchange and job satisfaction. It expounds that the quality of leader-member exchange relationship increases job satisfaction, task performance and organizational citizenship behaviors. Subordinates tend to show positive attitude at work if their superiors create a positive working environment for them.

. If employees are not satisfied with their jobs, they are more likely to quit. The turnover intention will not be good for organization because it subjects the organization to spend for replacement cost of employees aside from the time it takes in recruiting and selecting new employees. The last hypothesis elaborates the responsibility of mediating job satisfaction between leader-member exchange and turnover intentions. This proposition emphasizes the high quality LMX employees who show greater job contentment. They feel more accepted and appreciated. It also increases their motivation to perform better at their jobs. Leader-member exchange and turnover rely on the levels of job satisfaction. If job satisfaction is high, the turnover intention is low but if job satisfaction is low, the turnover intention is high.
In his textbook, Northouse categorized leader-member exchange (LMX) relationship types into in-group and out-group. The in-group members are based on broadened role relationships whereas the out-group members are based

As nurse leaders or managers we need to develop relationships with our team members or subordinates to promote job satisfaction and reduce turnover intentions. We need to build a trusting relationship with our team members and recognize their efforts regardless whether they belong to in-group or out-group categories. We need to re-establish our relationships by allowing both groups to participate and become involved in accomplishing the task, decision-making and reaching the goals set for us at work. By keeping or retaining nurses, it also saves the organization from time and cost of replacing