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Objective To determine the relationship among structural empowerment, occupational benefit and job embeddedness of nurses, and to analysis the role of occupational benefit in structural empowerment and job embeddedness. Methods A total of 422 nurses recruited from five tertiary hospitals in Tianjin. They were investigated with General Information Questionnaire, Condition of the Work Effectiveness Condition Questionnaire, Nurses' Occupational Benefit Scale and the Work Embedded Scale. Results The mean scores of nurses' work efficiency condition questionnaire, occupational benefit, and job embeddedness were (3.14 ± 0.88), (4.27 ± 0.53), (3.64 ± 0.677) points respectively. Structural empowerment, occupational benefit and job embeddedness were positively correlated (r=0.646, 0.536, 0.521, P<0.01);The nurses structural empowerment had significant prediction effect on work engagement (β=0.646, P<0.01),occupational benefit was a partial intermediary between structural empowerment and job embedding. Conclusion Through reasonable authorization, nursing managers actively guide nurses' sense of benefit, improve the close integration of nurses and organizations, then improve the level of nurses' work embedding.
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Objective To establish a nursing shared governance model and compare the difference of structural empowerment level between participants and non-participants. Methods Convenient sampling method was used and a total of 583 clinical nurses were investigated by structural empowerment questionnaire. Results Independent sample t test showed no difference in gender, age, and working years between observation group(228) and control group(355) (P>0.01); Pre-test showed no difference between two groups, after one year application, structural empowerment level showed significant difference between observation group (3.73 ± 0.66) and control group(3.10 ± 0.56) (t=3.624,P<0.01). Structural empowerment level increased in both groups(t=-3.482,-14.346, P<0.01). Conclusions Shared governance model is effective in evaluating nurses′structural empowerment level.
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Objective To investigate the status and analyze the influencing factors of structural empowerment and psychological empowerment of midwives in Suzhou.Methods Using convenience sampling,totally 309 midwives from fifteen hospitals in Suzhou were investigated with the Conditions of Work Effectiveness Questionnaire-Ⅱ (CWEQ-Ⅱ) and Psychological Empowerment Scale (PES).Results The scores of structural and psychological empowerment of midwives were (18.07±3.12) and (14.82±2.01).There was a significantly positive correlation between midwives' structural and psychological empowerment (r=0.396,P＜0.01).Hospital level and whether participate in midwifery standardization training had an impact on structural empowerment score(P＜0.05).Age,parental status,job title,salary,delivery room working hours,number of night shifts per month,and whether or not participate in teaching had an impact on psychological empowerment score(P＜0.05).Conclusion Midwives' structural and psychological empowerments are at a moderate level.Administrators should take targeted intervention to create an empowerment-allowing working environment for midwives,stabilize midwives work force,strengthen midwifery discipline construction and make full specialized features of midwives.
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Objective To investigate the joint action mechanism of structural empowerment, psychological empowerment and job satisfaction of nursing staff in China,and probe into a joint action mechanism of such structure and empowerment on their satisfaction.Methods Totally 300 nurse specialists from secondary and tertiary hospitals in Anhui province were selected in a convenience sampling for investigation,by means of a general information questionnaire,Minnesota Satisfaction Questionnaire,Conditions of Work Effectiveness Questionnaires-Ⅱ and Psychological Empowerment Scale.Results The nurses′job satisfaction were positively associated with both their total scoring and individual dimensions of the structural empowerment and psychological empowerment.As shown in the structural equation modeling,the model (the pathway from structural empowerment to nurses′ job satisfaction and the mediating effect of psychological empowerment are significant)fitted the data well. Conclusions Nursing managers can use the empowerment theory to fully leverage their management advantages,creating a desirable environment for the nursing staff at large.
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Background: Nursing is experiencing an unprecedented shortage of skilled professionals as supply dwindles and demand escalates. For this reason, organizations are diligently trying to understand both what attracts nurses to a certain employer and what retains nurses in an organization. The purposes of this quasi-experimental design were to study the perceptive level of professional nurses and compare the pretest and posttest the use of nursing workplace empowering model on quality of nursing work life. Methods: The Quality of Nursing Work Life Scale was used with total reliability coefficient at = 0.843. Regarding to the study's model, the professional nurses of experimental group have been used for daily work. The Mann-Whitney tested for comparing the experimental group and control group. Moreover, the Wilcoxon Signed-Rank Test was used to compare the experimental group and control group and before and after implementing the nursing workplace empowering model. Results: The major findings indicated that the professional nurses who used NWEM were significantly higher scores than who did not use the NWEM at .05 level. In addition, the experimental group after implemented the NWEM was higher scores than before implementing NWEM at 0.05 level. Conclusions: The nurses' perceptions of structural and psychological empowerment are significantly increased flexibility, relaxation, free expression, and support. The structural and psychological empowerment had a direct effect on the all variables of the model.
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Objective To investigate the status of undergraduate nursing faculty's structural empowerment and job satisfaction and to analyze the correlation between themn.Methods Totally 246 nursing teachers were investigated with Conditions for Work Effectiveness Questionnaire Ⅱ and Minnesota Satisfaction Questionnaire.The correlation between structural empowerment and job satisfaction were analyzed by Pearson correlation analysis.Results Undergraduate nursing faculty's total score was (3.04±0.57) points,and score of job satisfaction was (2.93±0.59) points,both of which were at moderate level.Structural empowerment was positively correlated with job satisfaction (r=0.450-0.714,P＜0.01),the higher structural empowerment level,the higher job satisfaction.Conclusions Undergraduate nursing managers can improve nursing teachers' job satisfaction by strengthening the empowerment to nursing teachers,in order to enhance the teaching quality.
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El objetivo de este estudio es adaptar al español el Cuestionario de Condiciones para la Efectividad en el Trabajo (Conditions of Work Effectiveness Questionnaire [CWEQII]) desarrollado por Laschinger, Finegan, Shamian y Wilk (2001). Se llevó a cabo un proceso de traducción y retrotraducción de los ítems que lo componen y se exploraron sus propiedades psicométricas, en una muestra de 346 empleados de una universidad pública española. Se investigó la fiabilidad de la escala y su estructura factorial (análisis factorial confirmatorio) y las relaciones entre el empowerment estructural, el empowerment general y el empowerment psicológico en el trabajo. Los resultados revelaron una estructura multidimensional de cuatro factores (acceso a las oportunidades, a la información, al apoyo y a los recursos) conforme a la escala original, y relaciones positivas entre el empowerment estructural, general y psicológico en el trabajo. Se incluyen interpretaciones y sugerencias para futuros estudios.
The objective of this study is to adapt and translate into Spanish the Conditions for Work Effectiveness Questionnaire -CWEQ II- (Laschinger, Finegan, Shamian & Wilk, 2001). A process of translation and reverse-translation was applied to the scale's items, whose psychometric properties were then examined using a sample of 346 employees from a Spanish public university. Reliability, factor structure (confirmatory factor analysis) of the scale and relationships between structural, general and psychological empowerment are investigated. Results showed a multidimensional scale of four first-order factors (access to opportunities, information, support and resources) as the original one, and positive relations between structural, general and psychological empowerment in the workplace. Theoretical and practical implications of the findings are discussed and suggestions to further research are made.
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Psychology , Psychometrics , Power, PsychologicalABSTRACT
Objective To investigate the status of structural empowerment,job stress and burnout,and to explore the relationship aunong them.Methods The questionnaires of CWEQ-Ⅱ,job stressors and MBI were used to investigate 350 nurses working at tertiary-level hospitals.Results The average score of CWEQ-Ⅱ was (2.23±0.59),the score of EE of MBI was (29.75±13.94),PA was (27.40±11.21),both of them showed a high level of exhaustion,DP was (8.07±5.82),which showed a middle level of exhaustion.The findings showed that workload and time pressure were the most frequently encountered job stressor among staff nurses,the score was (3.23±0.95).There was a significant correlation among structural empowerment,job stressors and the level of burnout.Hierarchical regression analysis and structural equation modeling showed that structural empowerment had significant influence on every factor of job stressors and burnout,job stressors had significant influence on the every factors of burnout.Conciusins It is suggested to pay attention to the main job stressors,and take proper interventions to enhance nurses' structural empowerment to prevent burnout,and thereby to raise the quality of care.
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Objective To explore the relationship among structural empowerment,psychological empowerment and nurses' job burnout,and to provide new approach for relieving nurses' job burnout.Methods Conditions for Work Effectiveness Questionnaire-Ⅱ (CWEQ-Ⅱ),Psychological Empowerment Scale (PES),and Maslach Burnout Inventory (MBI) were used to investigate 233 nurses working at three general tertiary-level hospitals in Tianjin.Results The total scores of structural empowerment,psychological empowerment,and burnout were (43.498 ±9.977),(38.871 ±7.052) and (45.489 ± 11.331),respectively.Relevant Analysis results showed that structural empowerment,psychological empowerment and nurses' job burnout had significant correlation,and the absolute value of coefficient of correlation between 0.358-0.560.The structural equation modeling results showed that fit indexes for fully mediating effect model were excellent(x2 =57.703,x2/df =1.202,GFI =0.965,AGFI =0.933,NFI =0.948,RFI =0.916,IFI =0.991,TLI =0.985,CFI =0.991,RMSEA =0.030,CN =263).Structural empowerment had a positive significant influence on psychological empowerment; structural empowerment and psychological empowerment had a negative significant influence on nurses' job burnout; psychological empowerment played a fully mediating role between structural empowerment and nurses' job burnout.Conclusion Nurse psychological empowerment has direct effect on job burnout.Nurse structrual empowerment affects job burnout via the full effects of psychological empowerment.
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PURPOSE: To synthesize and identify the studies that delineated the relationship between empowerment and job satisfaction in clinical nurses in Korea. METHODS: Electronic databases were searched, including KmBase, KoreaMed. riss4u, National Assembly Digital Library and National Discovery for Science Leaders (NDSL) The search terms included nurse, satisfaction and empowerment. Only papers published in Korean were included. RESULTS: Twelve studies, from 156 references screened, were included the final analysis. All studies were non-experimental and used correlational analysis. A significant positive relationship between structural or psychological empowerment and job satisfaction was found. Older nurses with longer clinical experience and higher education background were more likely to have high level of structural and psychological empowerment and job satisfaction. CONCLUSION: The study results indicate that to produce an empowering work environment, nurse managers have to create a supportive organizational culture, and provide access to resources and opportunity as well as to strengthen emotional support.