This study investigates how consensus on Leader-Member Exchange
(LMX) within nursing teams moderates the relationship between abusive
supervision and job satisfaction. Grounded in climate strength theory, we
define LMX consensus as the degree of agreement among team
members regarding the quality of their relationship with the leader. High
LMX consensus indicates that nurses within the same unit share similar
perceptions of their leader's behavior, suggesting uniform treatment. This
shared perception may act as a protective factor, fostering a sense of
fairness and cohesion within the team.
Using a multilevel design, we analyzed data from 130 nurse leaders and
1357 nurses. The results confirm that abusive supervision negatively
affects job satisfaction at the individual level. However, LMX consensus
at the team level significantly moderates this relationship. Specifically,
when LMX consensus is high, the detrimental impact of abusive
supervision on job satisfaction is attenuated, suggesting that a shared
perception of LMX—whether positive or negative—buffers employees
from the harmful effects of abusive behaviors. Conversely, when LMX
consensus is low, the negative impact of abusive supervision on job
satisfaction is stronger, likely due to heightened perceptions of injustice
and uncertainty within the team.
These findings highlight the importance of team-level leadership dynamics
in shaping individual well-being. Healthcare managers should not only
focus on the quality of individual LMX relationships but also on their
consistency across team members. Fostering a cohesive leadership
climate may create a stronger sense of justice and team cohesion,
ultimately enhancing job satisfaction and retention among nurses.