000132097 001__ 132097
000132097 005__ 20240301161205.0
000132097 0247_ $$2doi$$a10.3390/healthcare9101388
000132097 0248_ $$2sideral$$a126533
000132097 037__ $$aART-2021-126533
000132097 041__ $$aeng
000132097 100__ $$0(orcid)0000-0003-3124-6719$$aLópez-Ibort, N.$$uUniversidad de Zaragoza
000132097 245__ $$aThe quality of the supervisor–nurse relationship and its influence on nurses’ job satisfaction
000132097 260__ $$c2021
000132097 5060_ $$aAccess copy available to the general public$$fUnrestricted
000132097 5203_ $$aBackground: Leader–Member Exchange theory provides strategic information about how to improve the leader´s role and nurses’ satisfaction on healthcare organizations. Objectives: The main objective of this research was to study the quality of the supervisor–nurse relationship in relation to the nurses´ job satisfaction. This research also analyses how the relationship between Leader–Member exchanges and nurse job satisfaction could be moderated by other variables, such as nurse psychological empowerment, nurse-perceived organizational support and Leader–Leader Exchange. Methods: The sample comprises of 2541 registered nurses who work in public hospitals in the Autonomous Region of Aragon (Spain). Regression analyses were conducted. Results: The statistically significant results demonstrate the influence that the supervisor''s leadership exerts on the job satisfaction of the nurse. Conclusions: The moderating variables (Empowerment, Perceived Organizational Support and Leader–Leader relationship) play an important role explaining the job satisfaction of the nurse. Deepening in these relationships could help us implement precise strategies to improve the nurse organizational commitment and the quality of health care performance. © 2021 by the authors. Licensee MDPI, Basel, Switzerland.
000132097 540__ $$9info:eu-repo/semantics/openAccess$$aby$$uhttp://creativecommons.org/licenses/by/3.0/es/
000132097 590__ $$a3.16$$b2021
000132097 591__ $$aHEALTH POLICY & SERVICES$$b35 / 88 = 0.398$$c2021$$dQ2$$eT2
000132097 591__ $$aHEALTH CARE SCIENCES & SERVICES$$b50 / 109 = 0.459$$c2021$$dQ2$$eT2
000132097 592__ $$a0.529$$b2021
000132097 593__ $$aHealth Information Management$$c2021$$dQ2
000132097 593__ $$aLeadership and Management$$c2021$$dQ2
000132097 593__ $$aHealth Policy$$c2021$$dQ2
000132097 594__ $$a2.0$$b2021
000132097 655_4 $$ainfo:eu-repo/semantics/article$$vinfo:eu-repo/semantics/publishedVersion
000132097 700__ $$0(orcid)0000-0002-2415-9257$$aCañete-Lairla, M.A.$$uUniversidad de Zaragoza
000132097 700__ $$0(orcid)0000-0002-7994-923X$$aGil-Lacruz, A.I.$$uUniversidad de Zaragoza
000132097 700__ $$0(orcid)0000-0001-8261-058X$$aGil-Lacruz, M.$$uUniversidad de Zaragoza
000132097 700__ $$aAntoñanzas-Lombarte, T.
000132097 7102_ $$14012$$2650$$aUniversidad de Zaragoza$$bDpto. Direcc.Organiza.Empresas$$cÁrea Organización de Empresas
000132097 7102_ $$11006$$2255$$aUniversidad de Zaragoza$$bDpto. Fisiatría y Enfermería$$cÁrea Enfermería
000132097 7102_ $$14009$$2740$$aUniversidad de Zaragoza$$bDpto. Psicología y Sociología$$cÁrea Psicología Social
000132097 7102_ $$14009$$2735$$aUniversidad de Zaragoza$$bDpto. Psicología y Sociología$$cÁrea Psicolog.Evolut.Educac
000132097 773__ $$g9, 10 (2021), 1388 [13 pp]$$pHealthcare (Basel)$$tHealthcare (Switzerland)$$x2227-9032
000132097 8564_ $$s530679$$uhttps://zaguan.unizar.es/record/132097/files/texto_completo.pdf$$yVersión publicada
000132097 8564_ $$s2639166$$uhttps://zaguan.unizar.es/record/132097/files/texto_completo.jpg?subformat=icon$$xicon$$yVersión publicada
000132097 909CO $$ooai:zaguan.unizar.es:132097$$particulos$$pdriver
000132097 951__ $$a2024-03-01-14:43:38
000132097 980__ $$aARTICLE