Leader–member exchange, affective commitment, engagement, wellbeing, and intention to leave: public versus private sector Italian nurses

Trinchero, Elisabetta; Borgonovi, Elio; Farr‐Wharton, Ben

doi:10.1080/09540962.2014.962361

Cited by 28 publications

(32 citation statements)

References 42 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…A second essential criterion for well-being is exchange. According to Hypothesis 2, our results confirm the relationships between LMX and well-being (Atkinson et al, 2016;Borgonovi et al, 2014;Sparr & Sonnentag, 2008): a high quality of exchange between counselors and their supervisor increase the counselors' well-being.…”

Section: Discussionsupporting

confidence: 78%

“…Reflecting the direct and interpersonal exchange between the supervisor (the leader) and the subordinate (the member) (Dansereau, Graen, & Haga, 1975;Graen & Uhl-Bien, 1995), LMX is a one of the factors of well-being (Atkinson, Hill, Matthews, & Morgenson, 2016;Borgonovi, Farr-Wharton, & Trinchero, 2014;Epitropaki & Martin, 1999;Sparr & Sonnentag, 2008). LMX is used to indicate the quality of the supervisor-subordinate relationship.…”

Section: Well-being and Leader-member Exchangementioning

confidence: 99%

See 1 more Smart Citation

What makes happy counselors? From self-esteem and leader-member exchange to well-being at work: The mediating role of need satisfaction

et al. 2019

View full text Add to dashboard Cite

This study was aimed at examining the extent to which well-being at work is linked to self-esteem and psychosocial resources such as leader-member exchange (LMX). Drawing on self-determination theory, we looked at whether psychological needs (perceived autonomy, competence, and relatedness) act as specific mediators between self-esteem and well-being, and between LMX and well-being. Two hundred and twenty four employment counselors (psychologists) from a French national employment office (Pôle emploi) answered a questionnaire. The data were analyzed using Hayes and Preacher’s method for testing multiple mediations. The results showed that satisfaction of psychological needs for autonomy, competence and relatedness mediated the links between self-esteem and LMX as inductors, and well-being as a criterion. These findings confirm the relevance of self-esteem and LMX for counselors, and of the importance of need satisfaction that plays a critical role in matters of well-being.

show abstract

Section: Discussionsupporting

confidence: 78%

Section: Well-being and Leader-member Exchangementioning

confidence: 99%

What makes happy counselors? From self-esteem and leader-member exchange to well-being at work: The mediating role of need satisfaction

et al. 2019

View full text Add to dashboard Cite

show abstract

“…Managers care about employee engagement because it captures the extent to which employees have vigour (e.g., high energy and mental resilience), dedication (e.g., enthusiasm), and absorption (e.g., working happily) in the workplace (Schaufeli and Bakker 2004;Kular, Gatenby, Rees, Soane and Truss 2008). Past research has identified engagement as an important antecedent of affective commitment for nurses in Italy (Trinchero, Borgonovi and Farr-Wharton 2014) and Australia (Shacklock, Brunetto, Teo, and Farr-Wharton 2014), though no studies have been found for nurses working in the UK.…”

Section: Engagementmentioning

confidence: 98%

Comparing the impact of management on public and private sector nurses in the UK, Italy, and Australia

Brunetto

Xerri

Trinchero

et al. 2017

Public Management Review

Self Cite

View full text Add to dashboard Cite

The research examined the impact of management upon employee outcomes (perceptions of discretionary power, wellbeing, engagement, and affective commitment), comparing public and private sector nurses in Australia, the United Kingdom, and Italy. Overall, 1945 nurses participated in a self-report survey within these core-and laggard-New Public Management countries. While management influenced employee outcomes for each country, there were significant differences between the public and private sectors, with private sector nurses reporting higher perceptions of outcomes. Importantly, nurses' engagement was affected by management practice for each country. This study raises important implications for nurse managers, especially public sector managers, described within.

show abstract

“…However, the correlation between engagement and wellbeing somewhat contrasted findings in prior research that had shown strong correlations between them greater than .50 (Brunetto et al, 2011;Brunetto et al, 2012;Trinchero et al, 2014). Similarly, the correlations between psychological climate and wellbeing noted in this study differed from past studies where correlation estimates were often moderate to strong (i.e., Eisele & D'Amato, 2011;Shuck & Reio, 2014).…”

Section: Hypothesiscontrasting

confidence: 99%

An examination of the linkages between climate, engagement, and wellbeing in higher education.

Osam¹

View full text Add to dashboard Cite

Research coalescing around psychological climate, engagement, and wellbeing has been receiving considerable attention in management and HRD literature recently. However, research associated with these variables has generally been limited to for-profit businesses and organizations with little of note done using higher educational institutions. Thus, this cross sectional research study examined the extent to which psychological climate, engagement, and wellbeing are associated with each other in higher educational institutions. The study begins with an overview of how these variables have been identified as being connected with each other in research and practice, as well as discusses context specific factors in higher education (i.e. changing nature of operations and an increasing emphasis on employee wellbeing) that warrant the need for this study. A sample of 259 people employed by institutions of higher education in the United States was surveyed. Using mediation and moderation analyses, the study showed that psychological climate, engagement, and wellbeing are positively associated with each other, and that engagement mediated the relationship between psychological climate and wellbeing. Additionally, results indicated that employee role in higher education (i.e. vii faculty or staff) did not moderate the relationship between psychological climate and wellbeing. Finally, no significant differences in wellbeing were found between faculty and staff. Implications for HRD theory and research, as well as specific recommendations for leaders and administrators in higher education are discussed.

show abstract

Leader–member exchange, affective commitment, engagement, wellbeing, and intention to leave: public versus private sector Italian nurses

Cited by 28 publications

References 42 publications

What makes happy counselors? From self-esteem and leader-member exchange to well-being at work: The mediating role of need satisfaction

What makes happy counselors? From self-esteem and leader-member exchange to well-being at work: The mediating role of need satisfaction

Comparing the impact of management on public and private sector nurses in the UK, Italy, and Australia

An examination of the linkages between climate, engagement, and wellbeing in higher education.

Contact Info

Product

Resources

About