The relationship between nurse empowerment in the hospital work environment and job satisfaction: a pilot study.
ABSTRACT A pilot exploratory, quantitative study using a correlational design was done to examine the relationship between empowerment of nurses in a hospital work environment and job satisfaction. The purpose of this study was to explore the possible relationship between empowerment of nurses and job satisfaction and the need for future research. Nurse staff at a metropolitan New York teaching hospital were sampled. The results indicate a strong positive relationship (p = .003) between empowerment and job satisfaction. As the level of perceived constraint decreased (increased empowerment), the level of job satisfaction increased. The results suggest nurse empowerment is related to job satisfaction. Initial findings suggest further research is needed to expand nursing knowledge about the multifaceted relationship between empowerment and job satisfaction and health care.
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ABSTRACT: Nurse job dissatisfaction has been the primary predictor of intent to leave; however, although many predictors of job satisfaction have been identified, little is known about the influence of variable nurse attitudes, such as psychological empowerment and hardiness, on job satisfaction. The purpose of this study was to investigate the relative influence of nurse attitudes, context of care, and structure of care on job satisfaction and intent to leave. A nonexperimental, predictive design evaluated these relationships in a nonrandom sample of 90 registered staff nurses using instruments with known psychometric properties. The major predictor of intent to leave was job dissatisfaction, and the major predictor of job satisfaction was psychological empowerment. Predictors of psychological empowerment were hardiness, transformational leadership style, nurse/physician collaboration, and group cohesion. Results supported the influence of nurse attitude on job satisfaction relative to other contributing factors.JONA The Journal of Nursing Administration 06/2003; 33(5):271-83. · 1.33 Impact Factor
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ABSTRACT: A predictive, nonexperimental design was used to test Kanter's work empowerment theory in a random sample of 412 Canadian staff nurses. Empowered individuals reported higher affective commitment and work satisfaction. Moreover, empowered employees experienced greater organizational trust, which in turn influenced these job attitudes. Since research has shown that affective commitment is related to productivity, our results suggest that fostering environments that enhance perceptions of empowerment will have positive effects on employees and ultimately, enhance organizational effectiveness.Advances in Health Care Management 10/2002; 3:59-85.
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ABSTRACT: Examines empowerment as an on-going and perceptual organizational process yielding a new vision for subordinates. Claims that current attempts to empower employees have met with varying degrees of success as there is a significant gap between the perception of empowerment held by managers and the reality as viewed by employees. Suggests that current research depicts empowerment efforts as myths and not an effective intervention. Examines a five stage model with some empirical results. Explores the relationship of empowerment to organizational variables as well as relationships to supervisory style/managerial behaviors; reward systems; job design; individual and personality factors and finally structural power. Presents a special case study of empowerment in nursing as well as a case incident of empowerment practiced within a manufacturing firm. Concludes with strategies of how to build feelings of choice, competence, meaningfulness and progress - all critical elements in the conceptual model of empowerment. Presents these strategies with both individual actions and team actions.Empowerment in Organisations 02/1998; 6(2):29-50.