| Krebs, Madigan, Tullai-McGuinness(18)
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2008/ EUA |
Analytical observational study/ Level VI |
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Ninety-seven (63%) nurses filled in the questionnaires. Of these professionals, 33 (34%) corresponded to the emergency sector.
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Objective: to examine the working environment of nurses in rural areas in all settings, describing the relationship between structural empowerment and the characteristics of the nurse's working environment.
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The mean score for the measuring instrument was 18.60, with a standard deviation of 2.86 among the professionals working in the emergency department.
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There was no statistically significant difference between emergency nurses and the other two sectors analyzed in the study - home care and medical/surgical unit nurses.
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There was a positive correlation between the working environment of emergency nurses and their level of structural empowerment. In relation to the domains of these same professionals, the following values were obtained (mean; standard deviation):
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Opportunity (3.94; 0.80); Information (2.86; 0.94); Support (2.66; 0.66); Resources (2.88; 0.64); Formal power (2.85; 0.58); Informal power (3.41; 0.71); and Overall empowerment (3.18; 0.76).
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Conclusion: The findings of this study showed a positive correlation between the working environment of nurses in rural areas (in various sectors, including the emergency room) and their level of structural empowerment.
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| Young-Ritchie, Spence Laschinger, Wong(4)
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2009/ Canada |
Non-experimental predictive research to test the hypothetical model/ Level VI |
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Random sample of 300 nurses from emergency departments (EDs) in acute care hospitals.
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Objective: To test a model about nurses' perceptions of their line leaders' emotionally intelligent leadership behavior in relation to structural empowerment and organizational commitment.
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Emergency team nurses perceived their work environment as only moderately empowering (M=18.36, SD=3.22).
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With regard to the dimensions of empowerment, the nurses in this sample perceived (mean; standard deviation): Opportunity (4.26; 0.70); Informal power (3.48; 0.77); Information (2.76; 0.85); and Support (2.72; 0.91). The least empowering dimensions were Access to Formal Power (2.50; 0.82) and Resources (2.67; 0.73).
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Emotionally intelligent leadership behavior had a strong effect on structural empowerment (β=0.54) which, in turn, had a direct effect on affective commitment (β=0.61).
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Access to Support and Formal Power were more strongly related to general managerial emotional intelligence (r=0.53 and p=0.40, respectively), and access to Opportunities less strongly (r=0.16, p<0.05).
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Conclusions: Nurses' perceptions of empowerment were strongly influenced by emotionally intelligent leadership behaviour and consequently had an impact on their organizational commitment.
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| Fitzpatrick, Campo, Gacki-Smith(11) |
2014/ USA |
Descriptive study/ Level VI |
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The total sample consisted of 2,633 participants.
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Objective: To determine the differences between certified and non-certified emergency nurses in the perception of structural empowerment, turnover, intention to leave the current position and intention to leave the nursing profession.
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There was a statistical difference between nurses who had emergency certification and those who did not, with regard to formal power (t=-3.24, p=0.001). However, there were no statistically significant differences in the other subscales (Opportunity, Information, Support, Resources and Informal power) and total empowerment scores.
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Participants who reported working full-time had higher levels of empowerment than those who worked part-time in the Opportunity (t = 2.01, p=0.04), Information (t=4.58, p<0.001), Support (t=1.96, p=0.05), Formal Power (t=3.87, p<0.001) and Total Empowerment (t=3.18, p=0.001) subscales.
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The only significant difference in empowerment scores based on gender was in the Opportunity subscale (t=-2.68, p=0.01); women perceived more opportunities.
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The role of emergency nurses was assessed and delineated into four categories: team nurses, manager/supervisor/director, advanced practice nurse and other. There were significant differences between the groups in all subscales and total scores of empowerment, except for resource, with team nurses scoring higher in all subscales except the resource subscale.
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Conclusions: There were statistically significant differences between emergency nurses considering certification, in various dimensions of empowerment.
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| Connolly, Jacobs, Scott(19)
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2018/ New Zealand |
Descriptive study mixed method/ Level VI |
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Out of a total of 112 nurses from an emergency department invited to take part in the study, only a total of 37 professionals completed the questionnaires.
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Objective: To examine the clinical leadership of nurses in an emergency department and the importance of nurses feeling psychologically and structurally empowered to act as clinical leaders.
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There was no statistically significant relationship between clinical leadership and structural empowerment.
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In relation to the domains of these same professionals, the following values were obtained (mean; standard deviation): Opportunity (3.92; 0.66); Information (2.77; 0.87); Support (2.61; 0.85); Resources (2.41; 0.65); Formal power (2.35; 0.71); Informal power (3.21; 0.53); and Total score of the Structural Empowerment scale (13.36; 2.38).
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Conclusions: The overall results showed that most emergency nurses felt that they performed clinical leadership behaviors, but that their ability to act as clinical leaders was limited by a lack of structural empowerment.
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| Alhalal, Alrashidi, Alanazi(20)
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2020/ Saudi Arabia |
Analytical observational study/ Level VI |
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Random sample of 255 nurses from five acute care hospitals in Saudi Arabia, 96 (37.6%) of whom are “emergency nurses”.
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Objective: To assess the predictors of patient-centered care among nurses working in an acute care setting, including structural empowerment.
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The mean score for the empowerment instrument was 14.83, with a standard deviation of 3.47 for nurses working in emergency units. Multiple linear regression revealed that structural empowerment (β=0.273 [95%]; CI: [0.462-1.427]) together with compassion satisfaction and burnout explained the significant variation (27.5%) in the provision of patient-centered care by nurses.
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Conclusions: In a more global aspect of the study, multiple linear regression showed that lower burnout, higher compassion satisfaction and structural empowerment increase the provision of patient-centered care by nurses.
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| Torquetti, Camponogara, Schneider, Freitas, Moura, Miorin(12) |
2021/ Brazil |
Mixed-method descriptive study/ Level VI |
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Nurses who carry out care activities in the adult emergency room (21 nurses in the quantitative study and 14 in the qualitative study).
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Objective: to assess the structural empowerment of nurses working in emergency rooms.
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Considering the dimensions of empowerment, the following were observed (mean; standard deviation): Opportunity (4.54; 0.6); Informal power (3.12; 1.0); Resources (2.82; 0.8); Support (2.58; 1.1); Formal power (2.56; 1.0); and Information (2.54; 1.0). The instrument as a whole had a mean=18.16 and SD=0.9, thus denoting a moderate level of empowerment.
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From the perspective of the qualitative data, negative points were noted that need to be improved.
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On the other hand, there were positive points that favored empowerment: the opportunity to take part in projects at the unit; the nurses’ good relationship with the health team; access to support, in terms of guidance offered by management in situations considered more complex; and the ability to make decisions regarding direct user care and issues related to the unit’s routine.
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Conclusions: quantitative data: nurses had a moderate level of structural empowerment. The "access to opportunity" dimension was the construct with the highest value; qualitative data: the informal power dimension was perceived positively, while the opportunity, information, resources, support and formal power dimensions were perceived as insufficient.
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