Structural empowerment, workplace incivility, nurses’ intentions to leave their organisation and profession: A path analysis

Abstract

Aim The aim of this study is to test the theoretical model involving the relationships between nurses’ perceptions of structural empowerment, supervisor and coworker incivility, and their intention to leave both the organisations and the nursing profession. Background Studies investigating the relationships between structural empowerment, workplace incivility and nurses’ intentions to leave their organisation are increasing. However, the results of studies indicating the effects of structural empowerment on these variables are inadequate. Methods We used a cross‐sectional, correlational study to investigate relations among the variables with a sample of 574 nurses. Results Structural empowerment had significantly direct negative effects on supervisor incivility, coworker incivility and nurses’ intentions to leave their organisation, as well as indirect negative effects on intention to leave the profession through its negative influence on intention to leave the organisation. Conclusions Strong evidence points out the importance of making plans to reduce nurses’ intentions to leave their organisation and profession, to increase the structural empowerment in organisations and to reduce workplace incivility is presented. Implications for Nursing Management The results of this study can provide guidance for managers attempting to improve working conditions for nurses by drawing attention to the various factors affecting nurses’ intentions to leave.

Perceptions of nurses on access to structural empowerment in a hospital in the Western Cape

“…Professional nurses usually assist followers in a work crisis, but the responses indicated that only some support was given with limited rewards for performances. Structural empowerment through rewards and recognition for a job well done, for example, could contribute to work satisfaction (Yürümezoğl & Kocaman 2019 ). A previous study that used the CWEQ-I instrument found structural empowerment useful in designing organisational strategies, for which empowering employees may be advantageous to improve the quality of services as well as increasing employees’ well-being (Sadeghi-Gandomani, Alavi & Afshar 2019 ).…”

Reducing turnover intention to improve care outcome: A two‐wave study

“…Professional turnover intention has been consistently defined as the tendency to leave the profession (Chang, Huang, et al, 2019;Chang, Lee, et al, 2019;Yürümezoğlu & Kocaman, 2019), while organizational turnover intention is defined as the tendency to leave the organization, but perhaps remain in the profession (Yürümezoğlu & Kocaman, 2019). Compared to the intention to leave an organization, the intention to leave the nursing profession would more severely exacerbate the nurse shortage.…”

Impact of workplace incivility on compassion competence of Korean nurses: Moderating effect of psychological capital

“…Incivility is the first level of violence at workplace (Leiter, 2013) and is defined as ‘low‐intensity deviant behavior with ambiguous intent to harm the target, in violation of workplace norms for mutual respect’ (Andersson & Pearson, 1999, p 457); however, its consequences are not negligible. The consequences of workplace incivility among nurses can result in burnout, increased job stress, turnover and even intention to quit nursing (Arslan Yürümezoğlu & Kocaman, 2019; D'ambra & Andrews, 2014; Fida, Laschinger, & Leiter, 2018; Kang, Kim, & Cho, 2017; Oyeleye, Hanson, O’Connor, & Dunn, 2013; Shabir, Abrar, Baig, & Javed, 2014; Shi et al, 2018; Spence Laschinger, Leiter, Day, & Gilin, 2009). In addition, uncivil behaviours affect patient safety and outcomes and lead to organisational conflicts and lower organisational commitments (Kim, Kim, & Park, 2013; Laschinger, 2014; Pearson & Porath, 2009; Smith, Andrusyszyn, & Laschinger, 2010).…”

“…Continued psychological distress resulting from workplace incivility may result in poor work performance and deterioration of mental health, including psychological distress, depression and anxiety (Laschinger, Wong, Regan, Young‐Ritchie, & Bushell, 2013; Lim, Cortina, & Magley, 2008; Porath, Gerbasi, & Schorch, 2015; Porath & Pearson, 2013). Moreover, increasing evidence suggests that workplace incivility among nurses has negative effects including job stress, cognitive distraction, low job satisfaction and intention to quit (Arslan Yürümezoğlu & Kocaman, 2019; Cortina & Magley, 2009; Cortina, Magley, Williams, & Langhout, 2001; D'ambra & Andrews, 2014). Additionally, workplace incivility has negative consequences for workplace safety, quality of patient care and medical costs (Clark, Olender, Cardoni, & Kenski, 2011; Laschinger, 2014; Leiter, 2013; Pearson & Porath, 2009).…”