The Influences of Leader Member Exchange Behaviors of Head Nurses and Innovative Work Behaviors on Individual Work Performance as Perceived by Professional Nurses in Community Hospitals
Keywords:
Individual Work Performance, Leader Member Exchange Behaviorsof Head Nurses, Innovative Work Behaviors, Perceived by Professional Nurses, Community HospitalsAbstract
The objectives of this quantitative research were to investigate levels of perception of individual work performance, and to analyze a path model of influences of leader-member exchange behaviors of head nurses, and innovative work behaviors of professional nurses on individual work performance, as perceived by professional nurses in community public hospitals. The subjects were 312 professional ward nurses recruited through multi-stage sampling. The research instrument was a 5-point rating scale questionnaire consisting of 3 parts: leader-member exchange behaviors, innovative work behaviors, and individual work performance. The content validity was tested by 5 experts, yielding values of 0.84, 0.88, and 0.84, respectively. The construct validity, tested with confirmatory factor analysis, was consistent, while the Cronbach’s alpha reliability coefficients were 0.96, 0.95, and 0.92, respectively. The data were analyzed with descriptive statistics and path analysis.
The study results showed that individual work performance of professional nurses was at a high level (M = 3.73, SD = 0.36), and the model path of the research hypothesis was consistent with empirical data saturation (χ2=0.00, df=0, RMSEA=0.000, p-value=1.00). Individual work performance had direct effect on innovative work behaviors (b=0.54, p<0.05) and leader-member exchange behaviors with head nurses (b=0.06, p<0.05). Leader-member exchange behaviors had direct effect on innovative work behaviors (b=0.30, p<0.05), and had indirect effect on performance of professional nurses through innovative working behaviors (IE=0.162). All variables together could predict the variance of individual work performance of professional nurses at 46 % (R2=0.46).
The research results indicate that individual work performance in nursing organizations requires administrators to initiate work innovative behaviors among nurses or implement talent management strategy to achieve target individual work performance in the changing world.
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