Perceptions Of Structural Empowerment Research Articles

Evaluating the effectiveness of the education program developed for the empowerment of new graduate nurses: A randomized controlled trial.

To evaluate the effectiveness of the education program developed based on the structural empowerment (SE) and psychological empowerment (PE) theories and flipped classroom model for the empowerment of new graduate nurses (NGNs). Single-center, parallel-group, randomized controlled trial. The study was conducted between June 2021 and September 2023 in two phases: developing the education program to empower NGNs and evaluating its effectiveness. An education program consisting of two parts, online and face-to-face, was developed. The online part consists of eight modules implemented for two weeks. The face-to-face part was implemented for two days and included the in-class activities. NGNs were randomly assigned to the intervention group (n: 32) and control group (n: 32). An education program was applied to the intervention group, whereas the control group continued their routine orientation program. A range of outcome measures of SE, PE, and education programs' effectiveness were evaluated. Data were analyzed using descriptive, chi-squared, and t-tests. The study determined that the intervention and control groups showed homogeneous distribution in the pretest. A statistically significant difference was identified between the intervention and control groups regarding the mean scores of PE and SE three months following the implementation of the education program, and the total mean score of the intervention group was higher. The education program developed to empower NGNs was a highly effective intervention in increasing nurses' perceptions of SE and PE. There is a need to carry out studies and activities to disseminate this program. The findings of this study will guide educators, researchers, and administrators in future strategies and innovative programs for empowering NGNs.

Structural empowerment, workplace incivility, nurses' intentions to leave their organisation and profession: A path analysis.

The aim of this study is to test the theoretical model involving the relationships between nurses' perceptions of structural empowerment, supervisor and coworker incivility, and their intention to leave both the organisations and the nursing profession. Studies investigating the relationships between structural empowerment, workplace incivility and nurses' intentions to leave their organisation are increasing. However, the results of studies indicating the effects of structural empowerment on these variables are inadequate. We used a cross-sectional, correlational study to investigate relations among the variables with a sample of 574 nurses. Structural empowerment had significantly direct negative effects on supervisor incivility, coworker incivility and nurses' intentions to leave their organisation, as well as indirect negative effects on intention to leave the profession through its negative influence on intention to leave the organisation. Strong evidence points out the importance of making plans to reduce nurses' intentions to leave their organisation and profession, to increase the structural empowerment in organisations and to reduce workplace incivility is presented. The results of this study can provide guidance for managers attempting to improve working conditions for nurses by drawing attention to the various factors affecting nurses' intentions to leave.

The influence of empowerment and incivility on the mental health of new graduate nurses

To test a model based on Kanter's theory of structural empowerment, which examines the relationships between new graduate nurses' perceptions of structural empowerment, workplace incivility and mental health symptoms. The initial years of practice can be particularly stressful for new graduate nurses, who may be particularly vulnerable to uncivil behaviour as a result of their status in the work environment. Disempowerment and incivility in the workplace may compound the mental health symptoms experienced by new graduate nurses. A predictive, non-experimental design was used to examine the relationship between structural empowerment, workplace incivility and mental health symptoms in a sample of new graduate nurses working in hospital settings in Ontario (n=394). High levels of structural empowerment were significantly associated with fewer negative mental health symptoms in new graduates. However, co-worker incivility and supervisor incivility partially mediated the effect of structural empowerment on new graduate nurses' mental health symptoms. The findings suggest that empowering workplaces contribute to lower mental health symptoms in new graduate nurses, an effect that is diminished by incivility. Strategies that foster empowering work conditions and reduce uncivil behaviour are needed to promote positive mental health in new graduate nurses.

Emergency Care Nurses: Certification, Empowerment, and Work-Related Variables

The value of specialty certification has been of interest to the profession and has been related to a number of key variables. The specific aims of this study were to determine differences between certified and noncertified ED nurses in perceptions of structural empowerment, anticipated turnover, intent to leave the current position, and intent to leave the nursing profession. In addition we explored differences in the key variables based on position (staff or manager) and background variables (eg, age, ethnicity, etc). Participants also were asked to indicate reasons why they intended to leave their current position and the nursing profession. In this descriptive quantitative design, data were collected via a Web-based survey of the Emergency Nurses Association membership. There were 2,633 participants who completed the surveys; 1,525 of the participants were staff nurses and 2,237 worked full time in the emergency department. Differences in empowerment, anticipated turnover, or intent to leave current position or the profession were determined based on specialty certification among the total sample and the subsamples of staff nurses and full-time employees. There were differences based on certification status on several dimensions of empowerment, in all of the samples. There were no significant differences in anticipated turnover, or intent to leave position or profession based on certification status. The study adds to our understanding of the value of specialty certification among ED nurses. Additional study is warranted to determine the benefits of specialty certification to additional organizational, professional, and clinical patient outcomes.

Authentic leadership, performance, and job satisfaction: the mediating role of empowerment

To report a study conducted to test a model linking authentic leadership of managers with nurses' perceptions of structural empowerment, performance, and job satisfaction. Authentic leadership has been proposed as the root element of effective leadership needed to build healthier work environments because there is special attention to the development of empowering leader-follower relationships. Although the influence of leadership style and empowerment on job satisfaction is well documented, there are few studies examining the influence of authentic leadership on nurses' empowerment and work outcomes. A non-experimental, predictive survey. In 2008, a random sample of 600 Registered Nurses working in acute care hospitals across Ontario in Canada was surveyed. The final sample consisted of 280 (48% response rate) nurses. Variables were measured using the Authentic Leadership Questionnaire, Conditions of Work Effectiveness Questionnaire, Global Job Satisfaction Survey, and General Performance scale. The theoretical model was tested using structural equation modelling. The final model fit the data acceptably. Authentic leadership significantly and positively influenced staff nurses' structural empowerment, which in turn increased job satisfaction and self-rated performance. The results suggest that the more managers are seen as authentic, by emphasizing transparency, balanced processing, self-awareness and high ethical standards, the more nurses perceive they have access to workplace empowerment structures, are satisfied with their work, and report higher performance.

Perceptions of Structural Empowerment: Differences Between Nationally Certified Perinatal Nurses and Perinatal Nurses Who Are Not Nationally Certified

Although there has been previous research linking perceptions of empowerment to specialty certification among critical care nurses, no research in this area has been conducted among nationally certified perinatal nurses. A comparative quantitative survey design was used. Participants included 80 perinatal registered nurses from one community hospital in New York. Registered nurses who were nationally certified in a perinatal specialty had higher total empowerment scores and higher scores on five of the six subscales. This study supports the results of previous studies focused on differences in empowerment among nationally certified nurses and nurses without national certification. Because much of the preparation for certification is done within continuing education, nurse leaders must be cognizant of the value of certification and must develop and implement programs to support certification in the workplace.

Structural empowerment and anticipated turnover among critical care nurses

This study examines the relationship between perceptions of structural empowerment and anticipated turnover among critical care nurses. The literature revealed that work environments that provide access to information, resources, support and opportunity create an environment of more satisfied employees, ultimately reducing turnover. A sample of 257 nurses completed a background data questionnaire, the Conditions of Work Effectiveness Questionnaire-II (CWEQ-II) and the Anticipated Turnover Scale (ATS). Nurses in five critical care units perceive themselves to be moderately empowered. Structural empowerment was inversely related to anticipated turnover; those who were more empowered had a lower anticipated turnover score. Nurses who perceive themselves as empowered have higher levels of organizational commitment. Organizations that support and recognize these characteristics may experience improved retention rates. This study is the first to demonstrate a relationship between structural empowerment and anticipated turnover among critical care nurses. Research has demonstrated that workplace behaviours and attitudes are determined by social structures within the workplace. Nurses are responsible for a large portion of health care provided in this country. A serious nursing shortage is expected in the future and will exert pressure on both the supply and the demand of nurses.

Psychological empowerment and structural empowerment among nurse practitioners

Empowering workplaces provide practitioners with access to information, support, resources, and opportunities to learn and grow. Empowerment is also a psychological process, which occurs when one has a sense of motivation in relation to the workplace environment. There is no previous research on the relationship of psychological empowerment and structural empowerment in nurse practitioner (NP) practice. Structural empowerment was measured using the conditions of work effectiveness questionnaire-II (CWEQ-II), and psychological empowerment was measured using Spreitzer's psychological empowerment scale. The sample consisted of 74 NPs in the state of Connecticut. The correlational scores for the instruments were derived with n = 72 as two subjects had extreme scores on multiple variables and were excluded. There were significant correlations between psychological and structural empowerment for total scores, and within 10 of these tools' subscales. The NPs who participated in this study scored high on perceptions of structural empowerment and psychological empowerment. The results of the psychological empowerment instrument indicated that the NPs value their work and find meaning in what they do. The relationships between psychological empowerment and structural empowerment have been linked to work effectiveness, quality patient care, cost-effectiveness, and retention. Study results support an implication that it is of critical importance for the organization or practice setting to facilitate both psychological and structural empowerment to the NP to ensure successful practice.

The Effect of Problem-Based Learning on Nursing Students' Perceptions of Empowerment

This study tested Kanter's structural empowerment theory within a university nursing student population. Differences in perceptions of empowerment among nursing students enrolled in either a problem-based learning (PBL) or a conventional lecture learning (CLL) program were examined, as well as the relationship between perceptions of structural empowerment in the learning environment and feelings of psychological empowerment. Participants completed measures of structural and psychological empowerment adapted to educational settings, as well as measures related to exposure to various learning strategies in their programs and clinical problem-solving abilities. Students in the PBL program (n = 41) had significantly higher perceptions of structural and psychological empowerment than students in the CLL program (n = 67). Regardless of academic program, structural empowerment was strongly positively related to psychological empowerment. The results of this study are the first to support the applicability of Kanter's theory to nursing education settings.