Clinical leadership, structural empowerment and psychological empowerment of registered nurses working in an emergency department

Abstract

The results show that for nurses to be able to provide clinical leadership to their patients and colleagues, management must create empowering environments.

Nurses' perception of empowerment and its relationship with organizational commitment and trust in teaching hospitals in Iran

“…This structure ranked first in Greco et al's study (Greco et al, ) and Young‐Ritchie et al's study (Young‐Ritchie, Spence Laschinger, & Wong, ). The results showed that the nurses respected learning activities and professional and personal development, and had self‐dependence in nursing profession and regard it as an opportunity to enrich their lives (Connolly et al, ). When supervisors empower nurses to do their work in efficient ways (Greco et al, ) and do their best to comply with Maslow's hierarchy of needs, nurses are more probable to experience self‐actualization and self‐esteem (Ouyang et al, ).…”

“…In Oliver's et al study conducted on the clinical nurse managers (CNMs), access to formal power showed the lowest mean (Oliver et al, ). Studies, found that emergency nurses in New Zealand (Connolly et al, ) and nurses in a teaching hospital in Turkey feel they have low levels of formal power (Dirik & Intepeler, ). These findings indicate that nurses at every level, even in management, lacked autonomy and control over nursing work.…”

“…In health care environments, the existence of nursing philosophy, values, respect for others, continuous professional development and enrichment, positive attitude in nurses towards teaching and learning, interdisciplinary communication and leadership behaviours which promote confidence and self‐efficacy in the personnel are considered as the basic requirements to create and develop empowerment (Ouyang et al, ; Yang et al, ). Nurses who are less supported by these empowering factors are less motivated, committed (Connolly, Jacobs, & Scott, ) and trusted in managers and the organizations (Oyer, ). Fostering a workplace environment that supports autonomy and evidence‐based nursing and focus on intra‐ and interprofessional collaboration is a way for promoting both organizational commitment and trust (Dahinten et al, ).…”

“…Nurses who are less supported by these empowering factors are less motivated, committed (Connolly, Jacobs, & Scott, 2018) and trusted in managers and the organizations (Oyer, 2011). Fostering a workplace environment that supports autonomy and evidence-based nursing and focus on intra-and interprofessional collaboration is a way for promoting both organizational commitment and trust (Dahinten et al, 2016).…”

“…The studies have shown that organizational empowerment had a significant impact on nurse's performance and work engagement (Cho, Laschinger, & Wong, 2006). Nurses who perceived the leaders' empowerment behaviours, have greater level of organizational commitment and motivation to do their work (Connolly et al, 2018).…”