2.50
Hdl Handle:
http://hdl.handle.net/10755/158334
Type:
Presentation
Title:
Influence of Empowerment factors on Work Satisfaction
Abstract:
Influence of Empowerment factors on Work Satisfaction
Conference Sponsor:Midwest Nursing Research Society
Conference Year:2006
Author:Martin, Patricia, PhD, RN
P.I. Institution Name:Wright State University-Miami Valley
Title:Dean
Contact Address:College of Nursing, 3640 Colonel Glenn Highway, Dayton, OH, 45435, USA
Contact Telephone:937-775-3133
Co-Authors:David E. Uddin, PhD, Director
PURPOSE of the study was to identify the relationship between empowerment and work satisfaction among acute care nurses. FRAMEWORK: Laschinger's framework, based on Kantor's (1979) Structural Theory of Power in Organizations, indicates a nurse's location in both formal and informal systems influences the access to important structures like opportunities, resources, information, and support which in turn lead to work satisfaction and organizational commitment which ultimately result in client satisfaction and other key outcomes. SUBJECTS. From a 1-year sample of 216 usable surveys completed by acute care nurses, 125 randomly selected surveys were the training set and the remaining 91 for cross-validation. A second-year sample was compared to the original model building year. SETTING: An 800-bed Midwest not-for-profit teaching hospital had an RN workforce of approximately 1300. METHODS: A secondary data analysis used data from a multi-year study of nurses' perceptions of their work environment to examine the validity of Laschinger's framework. Laschinger's Conditions of Work Effectiveness and Stamps' Index of Work Satisfaction instruments were used. RESULTS: Model selection methods and cross-validation were used to determine the final model (67.64716+11.23906*SUPPORT+10.51577*OPPORT+14.44846*RESOURCE), which indicates that opportunities (p=0.0004), support (p<0.0001), and resources (p<0.0001) were found to explain 51% of the variance in total satisfaction (p<0.0001). Comparisons of predicted and actual outcomes for the second data set will also be shared. Information subscale did not show a fit as predicted by the framework. CONCLUSIONS: Considering the influence of nurses' work satisfaction on patient satisfaction makes examining the validity of the framework very important. Knowing the influences on work satisfaction is key to nurse administrators. In this time of nurse shortage, retention (an outcome of organizational commitment) is an important consideration. The ability of nurse administrators to purposively influence access (to opportunities, support, and resources as precedents to work satisfaction) makes the model very practical.
Repository Posting Date:
26-Oct-2011
Date of Publication:
17-Oct-2011
Sponsors:
Midwest Nursing Research Society

Full metadata record

DC FieldValue Language
dc.typePresentationen_GB
dc.titleInfluence of Empowerment factors on Work Satisfactionen_GB
dc.identifier.urihttp://hdl.handle.net/10755/158334-
dc.description.abstract<table><tr><td colspan="2" class="item-title">Influence of Empowerment factors on Work Satisfaction</td></tr><tr class="item-sponsor"><td class="label">Conference Sponsor:</td><td class="value">Midwest Nursing Research Society</td></tr><tr class="item-year"><td class="label">Conference Year:</td><td class="value">2006</td></tr><tr class="item-author"><td class="label">Author:</td><td class="value">Martin, Patricia, PhD, RN</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">Wright State University-Miami Valley</td></tr><tr class="item-author-title"><td class="label">Title:</td><td class="value">Dean</td></tr><tr class="item-address"><td class="label">Contact Address:</td><td class="value">College of Nursing, 3640 Colonel Glenn Highway, Dayton, OH, 45435, USA</td></tr><tr class="item-phone"><td class="label">Contact Telephone:</td><td class="value">937-775-3133</td></tr><tr class="item-email"><td class="label">Email:</td><td class="value">patricia.martin@wright.edu</td></tr><tr class="item-co-authors"><td class="label">Co-Authors:</td><td class="value">David E. Uddin, PhD, Director</td></tr><tr><td colspan="2" class="item-abstract">PURPOSE of the study was to identify the relationship between empowerment and work satisfaction among acute care nurses. FRAMEWORK: Laschinger's framework, based on Kantor's (1979) Structural Theory of Power in Organizations, indicates a nurse's location in both formal and informal systems influences the access to important structures like opportunities, resources, information, and support which in turn lead to work satisfaction and organizational commitment which ultimately result in client satisfaction and other key outcomes. SUBJECTS. From a 1-year sample of 216 usable surveys completed by acute care nurses, 125 randomly selected surveys were the training set and the remaining 91 for cross-validation. A second-year sample was compared to the original model building year. SETTING: An 800-bed Midwest not-for-profit teaching hospital had an RN workforce of approximately 1300. METHODS: A secondary data analysis used data from a multi-year study of nurses' perceptions of their work environment to examine the validity of Laschinger's framework. Laschinger's Conditions of Work Effectiveness and Stamps' Index of Work Satisfaction instruments were used. RESULTS: Model selection methods and cross-validation were used to determine the final model (67.64716+11.23906*SUPPORT+10.51577*OPPORT+14.44846*RESOURCE), which indicates that opportunities (p=0.0004), support (p&lt;0.0001), and resources (p&lt;0.0001) were found to explain 51% of the variance in total satisfaction (p&lt;0.0001). Comparisons of predicted and actual outcomes for the second data set will also be shared. Information subscale did not show a fit as predicted by the framework. CONCLUSIONS: Considering the influence of nurses' work satisfaction on patient satisfaction makes examining the validity of the framework very important. Knowing the influences on work satisfaction is key to nurse administrators. In this time of nurse shortage, retention (an outcome of organizational commitment) is an important consideration. The ability of nurse administrators to purposively influence access (to opportunities, support, and resources as precedents to work satisfaction) makes the model very practical.</td></tr></table>en_GB
dc.date.available2011-10-26T20:56:50Z-
dc.date.issued2011-10-17en_GB
dc.date.accessioned2011-10-26T20:56:50Z-
dc.description.sponsorshipMidwest Nursing Research Societyen_GB
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