Work-related Empowerment Research Articles

Association between work‐related psychological empowerment and quality of nursing care among critical care nurses

This study aimed to examine the association between work-related psychological empowerment and quality of nursing care in Jordanian critical care nurses. Nurses' work-related empowerment is the essential element to enhance nurses' quality of care. There are few studies about this area among critical care nurses. A cross-sectional design was used, and data were collected from critical care registered nurses (N = 480) from different health sectors. The mean scores of work-related psychological empowerment and quality of nursing care were 5.22 (SD = 0.92) and 3.75 (SD = 0.62), respectively. The nurses had agreement level of psychological empowerment and very good level of quality of nursing care. There was a positive relationship between quality of nursing care and psychological empowerment. The need to enhance work psychological empowerment is necessary to improve quality of nursing care. The results reflect the need for policy-makers and nursing managers to develop and implement strategies to promote psychological empowerment to provide high quality of nursing care among critical care nurses.

Association between work empowerment and interprofessional collaboration among health care professionals working in cancer care settings

ABSTRACT This study aimed to analyze work-related empowerment and interprofessional collaboration and to identify possible associations among healthcare professionals working in cancer care settings. A cross-sectional survey design was employed in this study. Healthcare professionals (n = 175) in one Finnish Cancer Center participating in the care of patients with cancer at least on a monthly basis took part in the study. The data were collected with three instruments: Interprofessional Collaboration and Leadership, Performance of an Empowered Personnel (PEN), and Work‐related Empowerment Promoting Factors (WEP). The data were analyzed with descriptive statistics, Pearson and Spearman’s correlation coefficients and multivariate analysis using generalized liner models. Healthcare professionals rated their work empowerment as rather high. Performance of an Empowered Personnel (PEN) was perceived as high (mean 4.08, SD 0.47). Promoting factors for Work Empowerment (WEP) were also assessed as high (mean 3.98, SD 0.61). Interprofessional collaboration in the cancer care setting was perceived as moderate (mean 2.94, SD 0.36). Managerial position explained work empowerment based on multivariate analysis. Work empowerment and interprofessional collaboration had a strong correlation. The results can be used in the leadership and management of interprofessional collaboration and in developing new structures to support health professionals’ work empowerment. In the future, work empowerment needs to be promoted by constructing solutions and practices that support interprofessional collaboration and thus improve the quality of cancer care.

The Impact of Basic Data Literacy Skills on Work-Related Empowerment: The Alumni Perspective

The purpose of this research is to measure the impact of data literacy on psychological empowerment in workplace for newly employed graduates. Since data play an increasingly important role in our lives, including the work environment, it incites research on whether data literacy skills, those related to collecting, processing, analyzing, and effectively communicating information retrieved from data models have a significant role in the psychological empowerment of alumni in the labor market. Statistical analysis methods were used to measure the correlation between indicators of data literacy and the psychological empowerment of alumni in their work. Competencies in using data models affect the self-efficacy of newly employed alumni at the workplace, mostly in terms of data-driven communication. The findings were discussed in the context of the increasing significance of the data librarian role as a possible method of supporting students and alumni via librarians who are now more involved in creating the educational outcomes of a given college or university.

Occupational stress facing nurse academics-A mixed-methods systematic review.

To better understand occupational stress faced by nurse academics. A mixed-methods systematic review, following the Joanna Briggs Institute [JBI], (Joanna Briggs Institute Reviewers' Manual: 2014 edition, 2014) process. Studies were assessed for quality and risk of bias by using standardised critical appraisal instruments from the Joanna Briggs Institute. In addition, processes and reporting were checked against the Equator guidelines. See Appendix S1. The review revealed that nursing academics do experience occupational stress, including burnout. Occupational stress for academic nurses is associated with various factors including work-life balance, workload issues, resources and support, and adapting to change. However, much of the literature focuses on nurses during the initial transition from clinical to academic environment, with rather less focus on established mid-to-late career nurse academics. Occupational stress and burnout are evident in the university academic workforce, adversely affecting the well-being of academic nurses, and the long-term sustainability of the academic nursing workforce. While there is considerable literature focusing on the novice academic nurse, particularly during the transition period, rather less is known about occupational stress among academic nurses across the career trajectory. Various strategies to deal with the negative consequences of occupational stress are identified, including (a) quality mentors for novice and younger nursing academics; (b) training in resilience building for novice academics; (c) supporting collegial relationships and reducing bullying; (d) assistance for professional development and research; (e) better support and resources to overcome increasing workloads; and (f) greater work-related empowerment to enhance job satisfaction. There is a need for a broader whole-of-career research focus to more fully identify, explore and mitigate the occupational stressors that negatively affect the academic nurse workforce. A strong and resilient academic nurse workforce is essential for the sustainability of the profession. Organisations should review their work practices and provide greater work-related empowerment to reduce occupational stressors among nursing academics.

CN107 - Work related empowerment and collaboration in multiprofessional cancer centre

BackgroundThe present and future health care is increasingly complex work environment. Cancer care setting has been identified as a challenging work environment in relation to occupational well-being and safety. Work empowerment is associated with job satisfaction, commitment and intention to stay at work. Another determinant is the multiprofessional collaboration in working contexts. It is important to enhance both empowerment of professionals and interprofessional collaboration. Aims of this study is to: recognize a need for work related empowerment (WEP) and interprofessional collaboration (IPC); understand WEP and IPC care; find ways to increase WEP and IPC. MethodsCross-sectional survey, in a network based cancer center in Western Finland. The number of inhabitants in the area is 870 765. The estimated number of health care professionals working with cancer patients in three hospitals is 1050. WEP was evaluated by a validated instrument (Kuokkanen 2003) and IPC with instrument (MONAMI) developed for the study. Sample consists of 350 professionals in cancer care (nurses 66%, physicians 11 %, allied health professionals 13%). Statistical methods were used in analysis. ResultsWork empowerment was evaluated positively; most critical the respondents were on their activeness on participating to positions of trust, and solving problems in their unit. From the impeding factors of WEP, respondents were most critical on the support by management. Empowerment was highest among physicians. Interprofessional collaboration was evaluated positively; most critical respondents were on the support by the management. ConclusionsThe results indicate a need for developing organizational and management support for WEP and IPC. On the contrary to other professionals, medical professionals evaluate having good possibilities to lead, manage and make decisions. To decrease the difference between professional groups, enhancement on IPC is needed, that should acknowledge all professionals and aim for shared decision-making in work processes especially in situations not focusing solely on medical issues. Legal entity responsible for the studyTurku University of Applied Sciences. FundingThe Finnish Work Environment Fund. DisclosureAll authors have declared no conflicts of interest.

Connection between organizational culture and climate and empowerment: The perspective of nurse managers.

Health-care organizations differ from other institutions due to their unique structure and management. Organizational culture and climate are the key constructs that compose the organizational social context, and might have an impact on employees, such as nurse managers, and the organization itself. The aim of this study was to analyze the connections between organizational culture and climate and work-related empowerment, and also to present culture and climate profiles at team and organization levels. The research was carried out in Lithuania among 193 nurse managers in seven hospitals using a questionnaire that measured organizational culture and climate (Organizational Social Context instrument), and work-related empowerment (Conditions for Work Effectiveness Questionnaire-II and Work Empowerment Questionnaire). The findings showed that nurse managers were both structurally and psychologically empowered when the organizational culture was proficient and resistant, and the climate was engaged and functional. These results suggest that nurse managers are more likely to be empowered when there is an appropriate organizational culture and climate in the workplace. Creating an empowering work environment might have a positive impact on individual and organizational outcomes.

Review: Perception of work-related empowerment of nurse managers.

Review: Perception of work-related empowerment of nurse managers.

Perception of work-related empowerment of nurse managers.

The paper aims to analyse the perception of being empowered according to the self-evaluation of nurse managers, presenting it as structural and psychological empowerment. A questionnaire-based study was conducted. The sample consisted of 193 nurse managers working in a total of seven university and general level hospitals in Lithuania. The Conditions of Work Effectiveness Questionnaire-II measuring structural empowerment and the Work Empowerment Questionnaire measuring psychological empowerment were used. The paper reveals that nurse managers experienced structural empowerment at a moderate level and were highly psychologically empowered. These findings are in line with previous research. The results showed that particular background factors were related to aspects of empowerment. The findings of this research can be used to examine the structural and psychological aspects that function as barriers to feeling empowered. The results are also useful for chief nurses who are involved in the recruitment and retention of nurse managers. Further research is needed to look into the question of improving formal power issues, e.g. the rewards for innovation at work, and also outcome empowerment aspects that may affect changes in the way that nurse managers carry out their work.

Work-related empowerment among nurses: literature review

This literature review discusses several issues about nurses' work-related empowerment, in order to determine empowerment concept, significance and the factors contributing their empowerment and identify the gaps from the literature. A systematic review was carried out focusing on empirical research on several issues related to nurses' empowerment. A literature search was conducted with certain electronic databases for the period 2009 to 2015. Forty-five studies were identified through a systematic search of the literature. The results of this review should be of interest to the planners, decision makers, managers, practitioners who are working in the field of management, educators who have particular focus and interest in nurse's empowerment. Hospital managers and decision makers need to work towards the implementation of empowerment environment and focus on the factors promoting empowerment to enhance nurse's productivity, to provide high quality care for patient in clinical sittings and to achieve positive health outcomes.

Work-related empowerment among nurses: literature review

Work-related empowerment among nurses: literature review

Does organizational justice predict empowerment? Nurses assess their work environment.

The purpose of the study was to explore how nurses assess their empowerment and clarify organizational justice compared to other work-related factors. In addition, we examined the major variables pertinent to empowerment. Cross-sectional survey data were used. A total of 2,152 nurses returned the completed questionnaire. The instruments consisted of nurse empowerment, organizational justice, job control, and possibilities for developing work. The data analysis was based on descriptive statistics and further statistical tests. Organizational justice and empowerment had a clear correlation. Job control, possibilities for developing work and organizational justice were statistically significant predictors of nurse empowerment. Organizational justice and the possibility to use one's individual skills at work are significant factors in staff activity and its development in nursing. They increase the level of empowerment and commitment as well as motivation to work. The results of this study confirm that nurses regard organizational justice as highly important. We can facilitate both work-related empowerment and organizational justice by creating and maintaining a culture of fairness and justice. Employees should be heard and involved more in the planning and decision making of work.

Work‐related empowerment of nurse managers: A systematic review

The present study discusses how nurse managers' work-related empowerment has been investigated, in order to determine the level and relationships of empowerment among them. A systematic review was carried out, and a literature search was conducted with certain electronic databases for the period 1990-2009, using the main key words in various combinations. Only nine empirical studies in English were selected for review, in accordance with the requirements for the methodological quality and inclusion criteria. The most common type of study design was a descriptive survey (n = 5), and included various questionnaires, scales, and interviews. Nurse managers' structural, psychological, and work empowerment was found to be high or moderately high. The empowerment of nurse managers correlated positively with job satisfaction, perceived organizational support, role satisfaction, and managerial self-efficacy, and correlated negatively with emotional exhaustion and own health outcomes. Different theoretical approaches ensure a clear understanding of empowerment, but difficulties arise when the findings are synthesized across studies and settings because of the different theoretical frameworks used to conceptualize empowerment.

Nurses’ perceived work‐related empowerment in Lithuanian context

STUDY'S RATIONALE: Empowerment is widely used within the nursing literature in different countries, but perceived empowerment of Lithuanian nurses has not been studied before. There is a lack of research which has analysed nurses' views and feelings of empowerment. The aim of this study was to describe the perception of Lithuanian nurses' work-related empowerment. The study describes how empowered the nurses felt in their work and how background factors were related to empowerment. The permission to use the questionnaire was given by copyright holders. The questionnaire was approved by the Ethics Committee. RESEARCH METHODS AND INSTRUMENT: The data were collected using a structured questionnaire comprised of two parts: the background questions and the Work Empowerment Questionnaire divided into three areas: verbal, behavioural, and outcome empowerment. The data were analysed statistically using SPSS, and Microsoft Excel programs. The descriptive statistics, non-parametric tests and Spearman correlations were conducted. The sample consisted of 212 participants. The nurses experienced strong general empowerment (mean 7.9; max 10.0). They were more confident in their abilities to perform actions related to behavioural (mean 8.3) and verbal (mean 8.0) empowerment, and less confident in outcome (mean 7.3) empowerment. All aspects of empowerment were closely related to each other (p ≤ 0.001). Several significant relations were found between the aspects of empowerment and the background variables. The Work Empowerment Questionnaire used in the study was originally developed in Canada. Differences in language, culture, health care organizations, and nursing practice may affect the validity of translated questionnaire in Baltic context. To prepare nurses for roles in which they may successfully exercise the power to create change, they need experience the process of empowerment during their education, and experience later supportive management.

Perceived Organizational Change and its Connection to the Work-Related Empowerment

Aim:The aim of this study is to provide a longitudinal view on factors of organizational change and their association with experienced work empowerment.Background:The hospital under investigation is a specialist one that provides care and treatment for different rheumatic conditions. Methods: All nursing staff (N= 193) was invited to take part in the survey. Data were collected in 2005 and 2006 with a structured questionnaire divided into five parts: background variables, organizational change factors, aspects of work empowerment and factors promoting and impeding empowerment. Computations were done using SPSS 11.5 for Windows.Findings:The respondents rated all the change factors in the same way during the re-structuring process and one year later. The mean ratings given to the statements were quite low (<2.5). Nurses were the professional group which was the least satisfied with the sharing of information and the least confident about the organizational changes. The lack of stress seemed to increase the ...

Effects of Organizational Change on Work-related Empowerment, Employee Satisfaction, and Motivation

This article reports the results of a longitudinal quantitative study on nurses' views on factors promoting and impeding empowerment and examines the relationship between work-related empowerment and background variables in one hospital. Data were collected using a self-administered questionnaire and analyzed statistically. Nurses gave lowest assessments of promoting factors on the second measurement occasion, a time when the organization was going through major changes. Both job satisfaction and motivation showed a positive relationship with factors promoting empowerment. Organizational changes have a direct effect on the work environment in terms of empowerment and job satisfaction. To cope successfully with changes, special attention must be paid to personnel management. It seems that factors promoting and impeding empowerment can be used to measure effects of organizational changes as well.

The constancy of work-related empowerment

This study describes experiences of work empowerment among staff members at the Rheumatism Foundation Hospital in Helsinki, Finland. The data were collected on two occasions in 2004 and 2005 using a structured questionnaire with background variables and items concerning verbal, behavioural and outcome empowerment. The questionnaires were sent to all (n1=115, n2=112) members of multidisciplinary teams at the Rheumatism Foundation Hospital, with the exception of physicians, departmental secretaries and administrative personnel. The response rate at both data collections was 58%. The data were analysed by statistical methods. No statistically significant differences were seen in work empowerment between the two data collections. Perceptions of work-related empowerment were relatively strong. Work-related empowerment appears to be relatively constant and independent of changes in the organization. Indeed there is good reason to ask whether work empowerment is primarily a function of the individual employee's strengths and competencies.

Organizational change and work-related empowerment

This study describes the views of multidisciplinary teams on work-related empowerment in a transitional organization. The data were collected between September 2003 and January 2004 (n=115) and one year later (n=112) using a self-administered questionnaire consisting of verbal and behavioural items, empowerment outcomes, and factors promoting and impeding empowerment. The target population consisted of all members working in multidisciplinary teams at the Rheumatism Foundation Hospital in Finland. The response rate was 58% at both data collections. The data were analysed statistically using SPSS software. The multidisciplinary teams rated their work empowerment quite highly. The number of empowerment promoting factors was lowest for the category of future orientedness, consisting of continuity of work, opportunities for advancement, and access to information. The number of impeding factors was also highest for the same category of future orientedness, consisting here of organizational bureaucracy and hierarchy, authoritarian leadership, poor access to information, and short working periods. It is important not to underestimate the impacts of organizational changes: they have a direct effect on the work environment and may contribute to higher rates of dissatisfaction, burnout and absenteeism among health care workers.

Rheumatology nurses' work‐related empowerment

The purpose of the study was to investigate rheumatology nurse specialists' work related empowerment. Nine nurses undertaking graduate studies were asked to write an essay on 'What work related skills does the rheumatology nurse need to master?' In addition, one interview was conducted. The material was analysed using the method of inductive content analysis. The following key areas of work related empowerment were identified as important: knowledge about rheumatic diseases; treatments and follow up monitoring care; knowledge about patient education and counselling; collaboration and the ability to co operate; mastery of manual skills and development of the quality of nursing care for patients with rheumatic disease. The study contributes to a better understanding of work related empowerment among rheumatology nurses. The results of the study can be used to develop the role components of healthcare professionals who attend patients with rheumatic disease.

Work‐related empowerment of the multidisciplinary team at the Rheumatism Foundation Hospital

Carried out as part of a staff development project, this study describes the experiences of work-related empowerment within a multidisciplinary team at the Rheumatism Foundation Hospital in Finland. The data were collected using a structured questionnaire consisting of background variables and questions concerning verbal, behavioural and outcome empowerment. The questionnaire was sent to all members of the multidisciplinary team at the Rheumatism Foundation Hospital, with the exception of physicians, departmental secretaries and administrative personnel. The response rate was 58%. The data were examined using statistical methods. The multidisciplinary team felt quite strong verbal and behavioural empowerment, but was less confident in terms of outcome empowerment. Several factors were found to be associated with the different fields of empowerment. In conclusion, the multidisciplinary team felt quite strong work-related empowerment.

Clinical Nutrition Managers’ Perceptions of Empowerment

Rosabeth Kanter's theory of the structural determinants of organizational power provided the theoretical framework for this descriptive, comparative study on clinical nutrition managers’ perceptions of work-related empowerment. Kanter's theory describes individual empowerment as it relates to an individual's access to four main sources of power: access to information, support, resources, and the ability to mobilize these “sources of power.” A random sample of 350 clinical nutrition managers was chosen from the American Dietetic Association's members of the Clinical Nutrition Management Dietetic Practice Group. A modified version of the Conditions for Work Effectiveness Questionnaire (CWEQ), originally developed to study empowerment of nurses, was used to ascertain clinical nutrition managers’ perceived access to the sources of empowerment. Respondents ranked perceptions of empowerment in their work environment utilizing a 5-point Likert scale, ranging from 1 (none) to 5 (a lot). In addition, a demographic questionnaire was used to develop a profile of the respondents. Alpha reliability coefficients in this group of clinical nutrition managers were acceptable for all subscales (opportunity, 0.82; information, 0.89; support, 0.85; and resources, 0.88). Consistent with expectations derived from Kanter's theory, the clinical nutrition managers in this study perceived their work environments to be high in organizational power. Scores for the subscales of information ( M =3.79, SD =.69), opportunity ( M =3.64, SD =.69), support ( M =3.23, SD =.85), and resources ( M =3.12, SD =.78) demonstrated that clinical nutrition managers perceive themselves as having substantial access to sources of empowerment. Results of this study provide support for the notion that clinical nutrition managers are empowered and are enabled to assume leadership roles in today's health care settings.