Purpose

The purpose of this paper is to establish a relationship between pay satisfaction and leader–member relationship and examine pay satisfaction as a moderator of the relationship between toxic leadership and LMX among public sector nurses in Ghana.

Design/methodology/approach

Using a cross-sectional survey approach, the authors used questionnaires to collect data from 225 nurses working in public hospitals in Ghana. The hypotheses were tested using covariance-based structural equation modelling.

Findings

The results of this study revealed that pay satisfaction levels of nurses had an influence on leader–member exchange (LMX). The results further showed that pay satisfaction as a moderator of the relationship between toxic leadership and LMX was not statistically significant.

Research limitations/implications

Cross-sectional surveys are often criticised for causality issue. The causality issue here is that the link between toxic leadership, pay satisfaction and LMX was explored at a given point in time and ignores changes through time.

Practical implications

Hospitals must encourage their leaders to demonstrate more supportive and positive behaviours to foster positive leader–member relationships. Maladjusted, malcontent and malevolent leadership behaviours are dangerous for nurses and hospitals and can be addressed through leadership training and development.

Social implications

Toxic leadership has considerable organisational costs of low productivity and negative work relationship at the workplace. The indirect effects of toxic leadership at the workplace on employees’ families and friends are often silent in organisations.

Originality/value

Nurses have been ignored in toxic leadership research in emerging economies. LMX is extended to examine toxic leadership and pay satisfaction in public hospitals in an emerging economy.

中文翻译：

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检查护士中的有毒领导力、薪酬满意度和 LMX：来自加纳的证据

目的

本文的目的是建立薪酬满意度与领导-成员关系之间的关系，并检验薪酬满意度作为加纳公共部门护士有毒领导力与 LMX 之间关系的调节因素。

设计/方法论/途径

作者采用横断面调查方法，通过问卷调查收集了加纳公立医院 225 名护士的数据。使用基于协方差的结构方程模型测试了这些假设。

发现

这项研究的结果表明，护士的薪酬满意度水平对领导-成员交换（LMX）有影响。结果进一步表明，薪酬满意度作为有毒领导力与 LMX 之间关系的调节因素在统计上并不显着。

研究局限性/影响

横断面调查经常因因果关系问题而受到批评。这里的因果关系问题是，有毒领导力、薪酬满意度和 LMX 之间的联系是在给定的时间点进行探讨的，而忽略了随时间的变化。

实际影响

医院必须鼓励领导者表现出更多支持性和积极的行为，以培养积极的领导者与成员关系。不适应、不满和恶意的领导行为对护士和医院来说是危险的，可以通过领导力培训和发展来解决。

社会影响

有毒的领导力会导致生产力低下和工作场所消极的工作关系带来相当大的组织成本。工作场所的有毒领导对员工家人和朋友的间接影响在组织中往往是沉默的。

原创性/价值

在新兴经济体的有毒领导力研究中，护士被忽视了。LMX 扩展到检查新兴经济体公立医院的有毒领导力和薪酬满意度。