Predictors of Empowerment in New Nurse Residents: Factors to Increase Retention

2.50
Hdl Handle:
http://hdl.handle.net/10755/153808
Type:
Presentation
Title:
Predictors of Empowerment in New Nurse Residents: Factors to Increase Retention
Abstract:
Predictors of Empowerment in New Nurse Residents: Factors to Increase Retention
Conference Sponsor:Sigma Theta Tau International
Conference Year:2011
Author:Lewandowski, Linda A., PhD, RN
P.I. Institution Name:Wayne State University/Children's Hospital of Michigan
Title:Assistant Dean and Schotanus Assoc. Prof. of Peditric Nursing
Co-Authors:Lynne Hillman BScN, BEd, MEd, RN, Program Manager Transitions Rn Residency Children's Hospital of Michigan
Lisa Chiodo PhD, Assistant Professor
Rhonda Foster EdD, RN, Vice-President, Patient Care Services
[2nd International Nursing Research Conference for the World Academy of Nursing Science - Presentation] Background:  Previous studies have identified a relation between nurse empowerment ,  job satisfaction, and higher retention. The purpose of this presentation is to identify factors predictive of empowerment that can be areas of focus for retention programs. The target audience is nurse administrators/managers, educators, and preceptors.
Methods:  Data were collected from a sample of 61 new nurse graduates in a 16-week RN residency program at program?s beginning and end.  All analyses below are from post-program data collection.  Nurse perception of empowerment was obtained using the Conditions of Work Effectiveness Questionnaire (CWEQ). Analyses specifically examined two items that measure overall global empowerment.
Analysis:  Multiple regression analysis was performed to identify the unique predictors of global empowerment:  workplace empowerment (WE) and accomplishment empowerment (AE).  For both outcomes, all scales on the Graduate Nurse Experience Survey were simultaneously entered into the regression equation to identify which areas of the Nurse Resident?s experience best predicted perceived empowerment. A similar strategy was used to identify which areas of nursing work life (Areas of Worklfe Survey) most influenced self-reported empowerment. 
Results:  Although all Areas of Worklife Scales were significantly correlated with both empowerment measures (WE & AE), only Control (increased employee decision making and autonomy on the job) uniquely predicted overall WE, while Control and Values (congruence of organizational and employee priorities and values) uniquely predicted AE.  In analyses of nurse Areas of Worklife, increased support, nurse self-perception of safe care, and reduced transition difficulty predicted increased WE.  While there were no significant predictors of AE, increased support was marginally related (p=.057). 
Conclusions:  Results found that Control, Congruent Values, Support, and Perception of safe care were most predictive of nurse self-reported empowerment in new Nurse Residents. Strategies that increase these factors may lead to higher satisfaction and retention.
Repository Posting Date:
26-Oct-2011
Date of Publication:
17-Oct-2011
Sponsors:
Sigma Theta Tau International

Full metadata record

DC FieldValue Language
dc.typePresentationen_GB
dc.titlePredictors of Empowerment in New Nurse Residents: Factors to Increase Retentionen_GB
dc.identifier.urihttp://hdl.handle.net/10755/153808-
dc.description.abstract<table><tr><td colspan="2" class="item-title">Predictors of Empowerment in New Nurse Residents: Factors to Increase Retention</td></tr><tr class="item-sponsor"><td class="label">Conference Sponsor:</td><td class="value">Sigma Theta Tau International</td></tr><tr class="item-year"><td class="label">Conference Year:</td><td class="value">2011</td></tr><tr class="item-author"><td class="label">Author:</td><td class="value">Lewandowski, Linda A., PhD, RN</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">Wayne State University/Children's Hospital of Michigan</td></tr><tr class="item-author-title"><td class="label">Title:</td><td class="value">Assistant Dean and Schotanus Assoc. Prof. of Peditric Nursing</td></tr><tr class="item-email"><td class="label">Email:</td><td class="value">llewandowski@wayne.edu</td></tr><tr class="item-co-authors"><td class="label">Co-Authors:</td><td class="value">Lynne Hillman BScN, BEd, MEd, RN, Program Manager Transitions Rn Residency Children's Hospital of Michigan<br/>Lisa Chiodo PhD, Assistant Professor<br/>Rhonda Foster EdD, RN, Vice-President, Patient Care Services</td></tr><tr><td colspan="2" class="item-abstract">[2nd International Nursing Research Conference for the World Academy of Nursing Science - Presentation] Background: &nbsp;Previous studies have identified a relation between nurse empowerment , &nbsp;job satisfaction, and higher retention. The purpose of this presentation is to identify factors predictive of empowerment that can be areas of focus for retention programs. The target audience is nurse administrators/managers, educators, and preceptors. <br/>Methods: &nbsp;Data were collected from a sample of 61 new nurse graduates in a 16-week RN residency program at program?s beginning and end. &nbsp;All analyses below are from post-program data collection.&nbsp; Nurse perception of empowerment was obtained using the Conditions of Work Effectiveness Questionnaire (CWEQ). Analyses specifically examined two items that measure overall global empowerment. <br/>Analysis: &nbsp;Multiple regression analysis was performed to identify the unique predictors of global empowerment:&nbsp; workplace empowerment (WE) and accomplishment empowerment (AE).&nbsp; For both outcomes, all scales on the Graduate Nurse Experience Survey were simultaneously entered into the regression equation to identify which areas of the Nurse Resident?s experience best predicted perceived empowerment. A similar strategy was used to identify which areas of nursing work life (Areas of Worklfe Survey) most influenced self-reported empowerment.&nbsp; <br/>Results: &nbsp;Although all Areas of Worklife Scales were significantly correlated with both empowerment measures (WE &amp; AE), only Control (increased employee decision making and autonomy on the job) uniquely predicted overall WE, while Control and Values (congruence of organizational and employee priorities and values) uniquely predicted AE.&nbsp; In analyses of nurse Areas of Worklife, increased support, nurse self-perception of safe care, and reduced transition difficulty predicted increased WE.&nbsp; While there were no significant predictors of AE, increased support was marginally related (p=.057).&nbsp; <br/>Conclusions: &nbsp;Results found that Control, Congruent Values, Support, and Perception of safe care were most predictive of nurse self-reported empowerment in new Nurse Residents. Strategies that increase these factors may lead to higher satisfaction and retention.</td></tr></table>en_GB
dc.date.available2011-10-26T12:31:53Z-
dc.date.issued2011-10-17en_GB
dc.date.accessioned2011-10-26T12:31:53Z-
dc.description.sponsorshipSigma Theta Tau Internationalen_GB
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