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Structural Empowerment (structural + empowerment)
Selected AbstractsThe mediating effect of burnout on the relationship between structural empowerment and organizational citizenship behavioursJOURNAL OF NURSING MANAGEMENT, Issue 3 2010STEPHANIE GILBERT MSc gilbert s., laschinger h.k.s. &leiter m (2010) Journal of Nursing Management18, 339,348 The mediating effect of burnout on the relationship between structural empowerment and organizational citizenship behaviours Aim, We used Kanter's (1977) structural empowerment theory to examine the influence of structural empowerment and emotional exhaustion on healthcare professionals' use of organizational citizenship behaviours directed at the organization (OCBO) and peers (OCBI). Background, Organizational citizenship behaviours (OCB) are discretionary behaviours that are not rewarded directly by the organization but have been linked to positive outcomes, such as increased job satisfaction and lower turnover intentions. Promoting OCB can help employees and organizations flourish despite current challenges in the healthcare system. Structural empowerment may influence the frequency and type of OCB by reducing burnout. Method, We conducted multiple mediated regression analyses to test two hypothesized models about relationships between empowerment, emotional exhaustion and two types of OCB (OCBI and OCBO) in a sample of 897 healthcare professionals in five Canadian hospitals. Results, Emotional exhaustion was found to be a significant mediator of the relationship between empowerment and OCBO. The predicted mediation of the empowerment/OCBI relationship by emotional exhaustion was not supported. Conclusions, Exhaustion was an important mediator of empowering working conditions and OCBO, but was not significantly related to OCBI. Empowerment was significantly related to both OCBO and OCBI. Implications for nursing management, Promoting empowerment among healthcare workers may decrease burnout and promote OCB. Specific managerial strategies are discussed in the present study. [source] The effect of structural empowerment and perceived organizational support on middle level nurse managers' role satisfactionJOURNAL OF NURSING MANAGEMENT, Issue 1 2006ALLISON PATRICK RN Background, The restructuring of Canadian health care organizations during the past decade has reduced the visibility of nursing leadership. This has resulted in job conditions that have disempowered nurse managers and influenced their ability to create positive work environments, mentor potential nurse leaders, and gain satisfaction in the leadership role. These conditions threaten the retention of a cadre of high quality nurse leaders in today's chaotic health care setting. Objective, The purpose of this study was to examine the relationship between structural empowerment and perceived organizational support and the effect of these factors on the role satisfaction of middle level nurse managers. Method, A secondary analysis was conducted as part of a larger study of 126 middle level nurse managers working in Canadian acute care hospitals, randomly selected from the Ontario provincial registry. Eighty-four nurse managers responded to a questionnaire mailed to their home addresses. Results, Structural empowerment was positively associated with middle level nurse managers' perceived organizational support. The combination of empowerment and perceptions of organizational support were significant predictors of middle level nurse managers' role satisfaction. Conclusions, The findings support R.M. Kanter's (1977, 1993; Men and Women of the Corporation. Basic Books, New York) contention that empowering work conditions have an impact on employees' feelings of support and sense of accomplishment at work. Positive perceptions of organizational support may play an important role in retaining current middle managers, and possibly attracting future leaders to management positions. [source] The relationship between work empowerment and work stress perceived by nurses at long-term care facilities in Taipei cityJOURNAL OF CLINICAL NURSING, Issue 22 2008I-Chuan Li Aim., To explore the relationships between work empowerment, including both structural and psychological empowerment and work stress among nurses at long-term care facilities in Taiwan. Design., Cross-sectional design with a descriptive correlation. Methods., Work empowerment includes both psychological and structural empowerment; 178 nurses participated in the study. Results., The results of this study showed that the average age of the subjects was 35·5 years and that 56·2% of subjects had less than two years work experience in the facility. The results indicated that there was a moderate level of psychological empowerment (mean 59·9, SD 8·1) and structural empowerment (mean 59·2, SD 11·1). A moderate level of work stress was also found with an average score of 72·3 (SD 14·4). Both psychological empowerment and structural empowerment were found to be significantly associated with total work stress (r = ,0·4, r = ,0·5, p < 0·001, respectively). The variables of age (standardised , = ,0·1), resources (standardised , = ,1·6), meaningful work (standardised , = ,0·4) and impact (standardised , = ,1·3) were significant predictors of work stress (R2 = 0·32, F = 17·3, p<0·001). Conclusion., Both psychological empowerment and structural empowerment were found to be significantly associated with work stress among nurses in this study. The four significant predictors of job satisfaction were age, resources, meaningful work and impact. Relevance to clinical practice., The managers of the facilities should provide available resources for nurses to accomplish work and to involve nurses in the development goals of the facilities to enhance their influence in the making of important changes within the organisation to decrease their work stress. [source] The mediating effect of burnout on the relationship between structural empowerment and organizational citizenship behavioursJOURNAL OF NURSING MANAGEMENT, Issue 3 2010STEPHANIE GILBERT MSc gilbert s., laschinger h.k.s. &leiter m (2010) Journal of Nursing Management18, 339,348 The mediating effect of burnout on the relationship between structural empowerment and organizational citizenship behaviours Aim, We used Kanter's (1977) structural empowerment theory to examine the influence of structural empowerment and emotional exhaustion on healthcare professionals' use of organizational citizenship behaviours directed at the organization (OCBO) and peers (OCBI). Background, Organizational citizenship behaviours (OCB) are discretionary behaviours that are not rewarded directly by the organization but have been linked to positive outcomes, such as increased job satisfaction and lower turnover intentions. Promoting OCB can help employees and organizations flourish despite current challenges in the healthcare system. Structural empowerment may influence the frequency and type of OCB by reducing burnout. Method, We conducted multiple mediated regression analyses to test two hypothesized models about relationships between empowerment, emotional exhaustion and two types of OCB (OCBI and OCBO) in a sample of 897 healthcare professionals in five Canadian hospitals. Results, Emotional exhaustion was found to be a significant mediator of the relationship between empowerment and OCBO. The predicted mediation of the empowerment/OCBI relationship by emotional exhaustion was not supported. Conclusions, Exhaustion was an important mediator of empowering working conditions and OCBO, but was not significantly related to OCBI. Empowerment was significantly related to both OCBO and OCBI. Implications for nursing management, Promoting empowerment among healthcare workers may decrease burnout and promote OCB. Specific managerial strategies are discussed in the present study. [source] The Nursing Worklife Model: Extending and Refining a New TheoryJOURNAL OF NURSING MANAGEMENT, Issue 3 2007CCRN, MILISA MANOJLOVICH PhD Aims, We tested a modification of Leiter and Laschinger's Nursing Worklife Model by examining the impact of structural empowerment on professional work environment factors that lead to nursing job satisfaction. Background, The original model explains how five magnet hospital practice domains described by Lake (2002) interact to influence nurses' work lives by either contributing to or mitigating burnout. Methods, A non-experimental design was used. Five hundred randomly selected nurses in Michigan were surveyed (response rate 66%, n = 332). Instruments included the Conditions for Work Effectiveness Questionnaire-II, the Practice Environment Scale of the Nursing Work Index, and the Index of Work Satisfaction. Path analysis was used to test the model. Results, The final model fit the data well (,2 = 96.4, d.f. = 10, NFI: 0.90, CFI: 0.43, RMSEA: 0.18), supporting both hypotheses. Conclusions, The expanded Nursing Worklife Model demonstrates the role of empowerment in creating positive practice conditions that contribute to job satisfaction. [source] The effect of structural empowerment and perceived organizational support on middle level nurse managers' role satisfactionJOURNAL OF NURSING MANAGEMENT, Issue 1 2006ALLISON PATRICK RN Background, The restructuring of Canadian health care organizations during the past decade has reduced the visibility of nursing leadership. This has resulted in job conditions that have disempowered nurse managers and influenced their ability to create positive work environments, mentor potential nurse leaders, and gain satisfaction in the leadership role. These conditions threaten the retention of a cadre of high quality nurse leaders in today's chaotic health care setting. Objective, The purpose of this study was to examine the relationship between structural empowerment and perceived organizational support and the effect of these factors on the role satisfaction of middle level nurse managers. Method, A secondary analysis was conducted as part of a larger study of 126 middle level nurse managers working in Canadian acute care hospitals, randomly selected from the Ontario provincial registry. Eighty-four nurse managers responded to a questionnaire mailed to their home addresses. Results, Structural empowerment was positively associated with middle level nurse managers' perceived organizational support. The combination of empowerment and perceptions of organizational support were significant predictors of middle level nurse managers' role satisfaction. Conclusions, The findings support R.M. Kanter's (1977, 1993; Men and Women of the Corporation. Basic Books, New York) contention that empowering work conditions have an impact on employees' feelings of support and sense of accomplishment at work. Positive perceptions of organizational support may play an important role in retaining current middle managers, and possibly attracting future leaders to management positions. [source] | ||||||||||