| ObjectiveThis study aims to understand the current situation and influencing factors of clinical nurses’ job performance,transformational leadership,psychological empowerment and feedback-seeking behavior,analyze the correlation between transformational leadership,psychological empowerment,feedback-seeking behavior and job performance,and explore the mechanism of psychological empowerment and feedback-seeking behavior between transformational leadership and job performance.In order to provide new ideas for nursing managers to improve the performance of clinical nurses and provide reference for improving the level of hospital management.MethodsBy convenience sampling method,nurses meeting the inclusion and exclusion criteria were selected from two third-grade grade A hospitals in Jinan City,Shandong Province from June to October 2022 for questionnaire survey.The survey tools included general data questionnaire,transformational leadership behavior scale,psychological empowerment scale,feedback-seeking behavior scale and job performance scale.Excel was used for data entry.Descriptive statistics,single factor analysis,multiple linear regression analysis,Pearson correlation analysis and process plug-in test were used for statistical analysis of the data.Results1.One-way analysis of variance showed that,Department,age,whether the only child,years of work,the highest degree,technical title,average monthly income,the number of night shifts per month,whether satisfied with the current work performance,whether there is a transfer opinion,the ability to communicate and communicate with colleagues around,the satisfaction of career development space,the superior leaders pay attention to give me opportunities for career development,the superior leaders give me good performance in my work Praise had statistical significance on nurses’ work performance(P < 0.05).2.The results of multiple linear stepwise regression analysis showed that nurses’ highest education,professional title,employment mode,ability to communicate with colleagues,transformational leadership,psychological empowerment and feedback-seeking behavior were influencing factors of nurses’ job performance(P < 0.05).3.The total average score of the nurse job performance scale was(94.10±14.69),and the entries were(4.09±0.64).The average score of the two dimensions from high to low was task performance(53.34±8.12)and relationship performance(40.76±6.97).The total mean score of the transformational leadership scale was(109.54±18.46),and the entries were(4.21±0.71).The average score of the four dimensions from high to low was 33.59±5.94 points of moral plumb norm,24.81±5.05 points of vision motivation,25.38±4.53 points of leadership charm and 25.75±4.11 points of individualized care.The total average score of psychological empowerment scale for nurses was(45.56±7.58),and the average score of items was(3.80±0.63).The scores of the four dimensions from high to low were self-efficacy(11.91±2.05),autonomy(11.44±1.82),work influence(11.14±2.19)and work significance(11.09±2.23).The total average score of the feedback-seeking behavior line scale was(53.63±14.91),and the average score of the items was(4.88±1.36).The four dimensions were scored in descending order: colleague interrogative feedback-seeking(20.41±5.21),colleague observational feedback-seeking(14.08±4.87),leader interrogative feedbackseeking(10.53±2.59)and leader observational feedback-seeking(8.62±3.69).4.The results of correlation analysis showed that transformational leadership was positively correlated with psychological empowerment(r=0.730,P<0.001),feedback seeking behavior(r=0.535,P<0.001),and job performance(r=0.641,P<0.001).Psychological empowerment was positively correlated with feedback-seeking behavior(r=0.624,P<0.001),and with job performance(r=0.711,P<0.001).Feedback seeking behavior was positively correlated with job performance(r=0.575,P <0.001).5.Taking transformational leadership as independent variable,psychological empowerment and feedback-seeking behavior as mediating variables,and job performance as dependent variables,and controlling demographic characteristics and other factors,process plug-in was used to analyze the mediating effect.The mediating effect of psychological empowerment on transformational leadership and job performance showed that path a coefficient of indirect path transformational leadership on psychological empowerment was 0.649(95%CI: 0.582,0.717;P<0.01).The coefficient of psychological empowerment on job performance(path b)was 0.525(95%CI: 0.413,0.637;P<0.01).Indirect effect(path a×path b)was 0.341(95%CI: 0.261,0.422;P<0.01).95% confidence interval does not contain zero,indicating that the mediation is valid.6.Taking transformational leadership as the independent variable,psychological empowerment and feedback-seeking behavior as the mediating variable,and job performance as the dependent variable,and controlling demographic characteristics and other factors,process plug-in was used to analyze the mediating effect.The chain mediation model of psychological empowerment and feedback-seeking behavior between transformational leadership and feedback-seeking behavior shows that The coefficients of indirect path transformational leadership on psychological empowerment(path a),psychological empowerment on feedback seeking behavior(path b),transformational leadership on feedback seeking behavior(path f),feedback-seeking behavior on job performance(path c)and psychological empowerment on job performance(Path e)were0.649(95%CI: 0.582,0.717,P<0.001),1.074(95%CI: 0.804,1.343,P<0.001),0.325(95%CI: 0.085,0.564,P<0.001),0.087(95%CI: 0.042,0.132,P<0.001),0.432(95% CI:0.312,0.551,P<0.001),the indirect effect(path a×path b×path c)was 0.061,and the 95%confidence interval of Bootstrap test was(0.022,0.105),excluding zero,indicating that the model of psychological authorization and feedback-seeking behavior as chain intermediaries was valid.The indirect effect(path a×path e)was 0.280,and the 95% confidence interval of Bootstrap test was(0.191,0.363),excluding zero,indicating that the mediating effect of psychological empowerment was established.The indirect effect(path f×path c)was 0.283.The confidence interval of the Bootstrap test was 95%(0.003,0.072),excluding zero,indicating that the mediating effect of feedback-seeking behavior was established.Conclusions1.The work performance of nurses is at a medium high level,among which the highest education,professional title,employment mode,and the ability to communicate and communicate with colleagues have a significant impact on the work performance of nurses.2.There is a significant positive correlation between transformational leadership,psychological empowerment,feedback-seeking behavior and job performance.3.Psychological empowerment of nurses mediates the relationship between transformational leadership and job performance,and feedback-seeking behavior mediates the relationship between transformational leadership and job performance.4.Psychological empowerment and feedback-seeking behavior of nurses have chain mediating effects between transformational leadership and job performance. |
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