Consensus on LMX Moderating the Effects of Abusive Supervision on Nurses’ Job Satisfaction: A Multilevel Perspective

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.