Understanding the autonomy–meaningful work relationship in nursing: A theoretical framework

Abstract

Background: Within nursing literature, the value and contribution of autonomy to nurse work satisfaction has been consistently demonstrated. Given the current forms of work and today's technology, the scope of freedom a nurse has over and in work has expanded in many different ways. However, although autonomy is viewed as an important antecedent to meaningful work (MW), no formal theory exists attempting to explain the relationships between the various different forms of autonomy and MW. Such a theoretical framework would guide health care organizations to direct resources specifically toward those types of autonomy that are most likely to cultivate the MW and its associated outcomes such as job satisfaction. Purpose: To address this important gap, this article introduces a theoretical, empirically testable model of autonomy-MW that is suitable for the contemporary work environment of nurses. Method: Drawing from research and theory in nursing literature, organizational sciences, and business ethics on autonomy and MW, the model is presented in four parts: the proposed relationships between perceived (1) professional autonomy, (2) individual autonomy, (3) group autonomy with core dimensions of MW, and (4) the proposed relationships between these three forms of autonomy with the dimensions "inspiration" and "facing reality." Findings: By using a multidimensional MW construct, our model offers fine-tuned propositions regarding how different types of autonomy influence different dimensions of MW. Discussion: The model proposes that the three forms of autonomy relate differently to the dimensions of MW. This model can be used as starting point for empirical research on autonomyÀMW relationships.

Effect of Workplace Violence on Turnover Intention: The Mediating Roles of Job Control, Psychological Demands, and Social Support

“…Despite encountering violence and frustrating situations, clinical nurses remain capable of acting autonomously; for example, nurses are capable of saving lives in emergency situations. 60 Therefore, job control cannot have a mediating effect on WV and turnover intention.…”

Creating Empowering Conditions for Nurses with Workplace Autonomy and Agency: How Healthcare Leaders Could Be Guided by Strengths-Based Nursing and Healthcare Leadership (SBNH-L)

“…When nurse managers and leaders create conditions that both support and encourage nurses to exercise control over their own practice, nurses feel they have a greater degree of autonomy. [31][32][33] Where structural empowerment exists, that is, where work structures are put in place that promote empowerment, 34 it has been shown to promote job satisfaction 35 and reduce burn-out in nurses. 36 Further, where nurses are provided with the resources and emotional support that address their psychological, physical, and emotional needs to deal with and mitigate stress, nurses report greater job satisfaction and less burnout which in turn translates into patient-centered care and improved patient outcomes.…”

What makes a nurse today? A debate on the nursing professional identity and its need for change

“…Remarkable enough, in those hospitals and nursing practices in which nurses do have more autonomy and work in teams with a skill mix that is fitting for the demands of the patient care needed, quality of care standards are higher and mortality rates lower (Aiken et al, 2017). Moreover, when nurses have autonomy they experience their work as meaningful and subsequently experience job satisfaction (Both-Nwabuwe et al, 2020).…”

“…Remarkable enough, in those hospitals and nursing practices in which nurses do have more autonomy and work in teams with a skill mix that is fitting for the demands of the patient care needed, quality of care standards are higher and mortality rates lower (Aiken et al, 2017). Moreover, when nurses have autonomy they experience their work as meaningful and subsequently experience job satisfaction (Both‐Nwabuwe et al, 2020). This supports the idea that when nurses are able to explore and fulfil their full capacities and competencies, they are less prone of leaving the profession and, maybe even more important, will certainly thrive and flourish in their profession (Sanders, 2020).…”