Connection between organizational culture and climate and empowerment: The perspective of nurse managers

Trus, Marija; Galdikienė, Nijolė; Balčiūnas, Sigitas; Helminen, Mika; Suominen, Tarja

doi:10.1111/nhs.12549

Cited by 26 publications

(31 citation statements)

References 30 publications

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“…Based on eta-squared values and ICC analysis, variations between organizations and groups seemed to be more within rather than between the groups. 30,40 The extent of negative ICC values both at the organizational and group level differed considerably. Only climate stress and cultural resistance differed significantly at group level.…”

Section: Discussionmentioning

confidence: 98%

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The organizational social context in public healthcare as viewed by first-line nursing managers: A cross-sectional study

Viinikainen

Rostila

Asikainen

et al. 2019

Nordic Journal of Nursing Research

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Different organizational climates and cultures appear within healthcare organizations and vary within their associated subgroups. The healthcare and nursing work environments have been studied from the individualistic perspectives rather than from organizational or nurse managers’ group perspectives. The aim of this cross-sectional study was to examine the differentiation of organizational social contexts in hospitals. The organizational social context (OSC) measurement system was used to assess characteristics of culture, climate and morale. The data have been statistically analyzed using within-group consistency (rwg), ANOVA-based eta-squared values and interclass correlation coefficient (ICC). The results revealed that at the divisional level, the organization’s social context is different.

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Section: Discussionmentioning

confidence: 98%

“…29 As Trus et al. 30 mentioned, organizational culture and climate seemed to be connected with nurse manager work-related empowerment but at the same time Trus’s 31 research showed that nurse managers’ structural empowerment is only displayed on a moderate level.…”

Section: Introductionmentioning

confidence: 99%

The organizational social context in public healthcare as viewed by first-line nursing managers: A cross-sectional study

Viinikainen

Rostila

Asikainen

et al. 2019

Nordic Journal of Nursing Research

Self Cite

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“…These findings are consistent with a previous study of Boyd (2017), which revealed that autonomy is an essential aspect of RNs' OC in the United States, involving self-determined controlled actions without any authorization by others. Nurse managers from Europe perceived that they were empowered both structurally and psychologically when the climate was engaged and functional (Trus et al, 2019).…”

Section: Discussionmentioning

confidence: 99%

Nurses’ Qualitative Descriptions of the Organizational Climate of Hospitals

Myint

Kunaviktikul

Akkadechanunt

et al. 2021

J of Nursing Scholarship

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Purpose To explore nurses’ perceptions of the organizational climate in general hospitals in Myanmar. Design and Methods Using a qualitative descriptive design, data were purposively collected from all levels of registered nurses in eight general hospitals across Myanmar during August to October 2019. Seventeen individual in‐depth interviews and eight focus group discussions with 65 nurses were undertaken and analyzed using Graneheim and Lundman’s qualitative content analysis. Findings Four categories of organizational climate from a Myanmar nursing context emerged: organizational uniqueness, organizational alignment, sense of empowerment, and the reinforcing organization. Organizational uniqueness included the subcategories of perception of features and orientation of the organization, whilst organizational alignment comprised the three subcategories of the values inherent in the management process, the criteria of success, and strategic emphasis. The sense of empowerment category embraced the subcategories of the perceptions of the decision making and roles of leaders or managers; the last category, the reinforcing organization, incorporated the subcategories of bonding and recognition of the organization. Conclusions This was the first qualitative nursing study on nurses’ perceptions of organizational climate in Myanmar hospitals. Participants revealed a rich source of information that needs to be considered by hospital administrators and other policymakers to enhance quality clinical care by nurses, and their overall well‐being and working conditions. The emphasis on the holistic nature of this concept points to further investigations of working conditions, the lives of nurses, and management of nurses within the hospital environments in Myanmar hospitals, and can inform other countries. Clinical Relevance Nurses revealed a rich understanding of what an organizational climate represents or should represent, and they need to work with hospital administrators and managers to contribute to the development of positive organizational climate, which in turn should increase nurse retention and the efficacy of health care provided in hospitals.

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“…These are some of the strategies that may result in higher professional motivation and consequently, greater empowerment in the workplace. [22][23] One of this study's limitations refers to its cross-sectional design, which is related to confounding variables that may affect the relationships between the study variables. The study design is also sensitive to certain biases, such as desirability bias or a tendency in the responses of those people who voluntarily collaborated with the study.…”

Section: /14mentioning

confidence: 99%

Empowerment of Nurses From a Hospital in the South of Chile

Masias

Santos

Erdmann

2020

Texto contexto - enferm.

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Objective: to identify the level of empowerment among the nurses from a hospital located in the south of Chile and verify its potential association with personal and professional characterization variables. Method: cross-sectional and descriptive study conducted with 117 nurses from a hospital in the south of Chile. Data were collected in 2018 using a personal and professional characterization form and the Spanish version of the Conditions of Work Effectiveness Questionnaire II. Data were analyzed using descriptive and inferential statistics. Results: the means of the factors of the empowerment scale were: Opportunity (4.11±0.82); Information (3.81±0.90); Support (3.81±0.86), and Resources (3.13±0.97). Statistically significant differences were found between empowerment and having greater professional experience, working in the medical-surgical unit, having from 3 to 10 patients under responsibility, job satisfaction, and intention to quit their jobs. Conclusion: the nurses reported a positive perception of empowerment in their roles, especially concerning having opportunities to perform tasks that contribute to acquiring new knowledge and skills at work.

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Connection between organizational culture and climate and empowerment: The perspective of nurse managers

Cited by 26 publications

References 30 publications

The organizational social context in public healthcare as viewed by first-line nursing managers: A cross-sectional study

The organizational social context in public healthcare as viewed by first-line nursing managers: A cross-sectional study

Nurses’ Qualitative Descriptions of the Organizational Climate of Hospitals

Empowerment of Nurses From a Hospital in the South of Chile

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