Objective To investigate the status of leader-member exchange quality , organizational identification and job performance of nurses , to discuss the relationship among them , and to clarify the internal mechanism.Methods Three hundred sixty-nine clinical nurses were surveyed by leader-member exchange scale, organizational identity scales and job performance scale according to the cross-sectional sampling methods.Results Three hundred sixty-nine questionnaires were issued and 267 questionnaires were responsive with an effective response rate of 72.36%.The average score of nurses ’ perception of leader-member exchange was (5.22 ±1.09), and the average score of nurses ’ perception of organizational identification was (5.60 ± 1.09), and the average score of nurses ’ perception of job performance was (5.45 ±1.11), and the average scores of three variables were above average .There were significant positive correlation the nurses ’ perception of leader-member exchange quality and organizational identification (r=0.56, P<0.01), and job performance (r=0.53, P<0.01).There were also significant positive correlation the nurses ’ perception of organizational identification and job performance (r=0.63, P<0.01).The nurses’ perception of leader-member exchange quality had positive influences onorganizational identification (β=0.53, P<0.01) and job performance (β=0.26, P<0.01).The organizational identification played an intermediary role in the relationship between the leader-member exchange quality and the job performance (β=0.254, P <0.01).Conclusions Nursing administrators should strengthen the communication with nurses , form a good psychological and emotional bond , and further to promote the organizational identification and job performance of nurses .