Structural empowerment and anticipated turnover among critical care nurses

Hauck, Antoinette; Griffin, Mary T. Quinn; Fitzpatrick, Joyce J.

doi:10.1111/j.1365-2834.2011.01205.x

Cited by 74 publications

(76 citation statements)

References 28 publications

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“…In a study with CWEQ-II, whose objective was to evaluate the management capacity of a group of managing and practical nurses, the Cronbach's Alpha was 0.91 (16) ; in another one, authors examined the relation between the perception of 257 nurses of critical areas among empowerment by means of CWEQ-II and the Anticipated Turnover Scale, the result of the Alpha was 0.82 (17) ; on empowerment and satisfaction of teaching nurses, the alpha was 0.84 (18) . Such results indicate lower values than the obtained ones in this research.…”

Section: Discussionmentioning

confidence: 99%

Transcultural adaptation and validation of the Conditions of Work Effectiveness - Questionnaire-II instrument

Bernardino

Dyniewicz

Carvalho

et al. 2013

Rev. Latino-Am. Enfermagem

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Section: Discussionmentioning

confidence: 99%

Transcultural adaptation and validation of the Conditions of Work Effectiveness - Questionnaire-II instrument

Bernardino

Dyniewicz

Carvalho

et al. 2013

Rev. Latino-Am. Enfermagem

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“…Structural empowerment is the perception of the presence or absence of empowering conditions in the workplace, [32] while psychological empowerment is the employees' psychological interpretation to these conditions. [33] Hauck, Quinn Griffin and Fitzpatrick [34] report an inverse relationship between structural empowerment and anticipated turnover in critical care nurses. Fostering environments that enhance perceptions of empowerment can have lasting positive effects on nursing personnel.…”

Section: High-involvement Hrm Systemmentioning

confidence: 99%

Human resource management practices and nursing turnover

Rondeau¹,

Wagar

2016

JNEP

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Background: The objective of this study is to explore the nature of the association of discrete systems of human resource management practices and the rate of voluntary turnover of registered nurses (RNs) in a large sample of Canadian acute care hospitals and nursing homes. Healthcare quality, cost and access are impacted by excessive turnover of nursing staff. The rate of annual turnover for registered nurses has been estimated to be about 20 percent in Canada, with a total cost of almost $27,000 for each RN. Healthcare organizations that employ large numbers of registered nurses are keen to learn more about the role that organizational policies and practices play in reducing voluntary turnover. The relationship of human resource management (HRM) practices and employee turnover has generally been under-investigated. Three HRM systems, composed of bundles of discrete workplace or employment practices, were conceptualized in order to assess the relationship of HRM practice systems with the rate of RN turnover, at the establishment or facility level. Three HRM practice systems were constructed to test their systemic impact on nursing turnover: a technical HRM system that focuses on bureaucratic policies and practices that regulate the employee-employer relationship; a quality-of-worklife HRM system that includes a variety of employee-centered and family-friendly employment practices; and a high-involvement HRM system that utilize workplace arrangements that increase the commitment, engagement, accountability and participation of nurses. Methods and analysis: The chief nursing officers of 2,208 Canadian hospitals and long-term care facilities received the study questionnaire, generating responses from a total of 705 establishments. Each of the three HRM practice systems is estimated at each facility and comprised eight (8) discrete employment or workplace practices. Using estimates of voluntary RN turnover as the dependent variable, a step-wise ordinary least squares (OLS) regression was performed on each HRM practice system. Results: After controlling for facility characteristics and for local labour market conditions, the quality-of-worklife HRM employment system (p < .05) and high-involvement HRM work system (p < .05) are found to be related with lower voluntary turnover, yet their overall relationship with facility RN turnover appears to be quite modest. Our technical HRM practice system is not found to be associated with facility RN turnover. Conclusion: HRM systems comprising employee-friendly employment practices and high-involvement work practices may play an important (but modest) role in reducing RN turnover.

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“…It is further anticipated that the nursing shortage will increase to 20% (508,000 nurses) between 2010 and 2015 and reach 29% (800,000 nurses) by the year 2020 (Hauck et al 2011). The nurse shortage is related to declining numbers of nursing graduates, an ageing workforce, and a decline in relative earnings (Hauck et al 2011). Although there are factors contributing to the nursing shortage, an increase in registered nurse turnover is considered a major contributor.…”

Section: Introductionmentioning

confidence: 99%

“…Although there are factors contributing to the nursing shortage, an increase in registered nurse turnover is considered a major contributor. According to Hauck et al,(2011) an average turnover rate for nurses in hospitals is 21.3% with critical care nursing turnover at 14.6%. The significance of the nursing shortage is the impact it has on hospitals at the operations level and on patients at the patient care level.…”

Section: Introductionmentioning

confidence: 99%

“…The US Department of Health and Human Services, Health Resources and Services Administration (HRSA) predicted that a national shortage, which was six percent in 2000 (110,000 nurses), will continue to increase at a relatively constant rate until 2010 when it is expected to reach 12% (275,000 nurses) (Hauck, Griffin, & Fitzpatrick, 2011). It is further anticipated that the nursing shortage will increase to 20% (508,000 nurses) between 2010 and 2015 and reach 29% (800,000 nurses) by the year 2020 (Hauck et al 2011). The nurse shortage is related to declining numbers of nursing graduates, an ageing workforce, and a decline in relative earnings (Hauck et al 2011).…”

Section: Introductionmentioning

confidence: 99%

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Impact of Organizational Commitment on Intention to Quit Among Psychaitric Nurses: Evidence from Pakistan

Yasmin¹,

Marzuki²

2015

IJLD

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Shortage of the nurses is an important issue in the developing and developed countries. The aim of this paper is to determine the impact of organizational commitment on intention to quit among psychiatric nurses. Based on the model of casual turnover this study assessed the direct effect of organizational commitment on nurse"s intention to quit. The cross sectional data was collected from three hundred five nurses of psychiatric hospitals in Punjab, Pakistan. Structural equation modeling was applied to achieve the objectives. The results revealed that affective commitment and normative commitment have significant impact while continuous commitment has not significant effect on nurse"s intention to quit. So, the commitment of nurse to hospital goals, missions, and values is not enough to predict her intention to quit from job in the hospital. This study recommends that, the government and policy makers should look beyond forces in their internal and external environment, when considering how to reduce employee"s turnover intentions. This study recommends that future researchers should examine the impact of work environment on intention to quit though burnout as a unit variable. This study contributes socially and economically.

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Structural empowerment and anticipated turnover among critical care nurses

Cited by 74 publications

References 28 publications

Transcultural adaptation and validation of the Conditions of Work Effectiveness - Questionnaire-II instrument

Transcultural adaptation and validation of the Conditions of Work Effectiveness - Questionnaire-II instrument

Human resource management practices and nursing turnover

Impact of Organizational Commitment on Intention to Quit Among Psychaitric Nurses: Evidence from Pakistan

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