心理授权对护士创新行为的影响

目的：探讨心理授权对护士创新行为的影响。方法：采用心理授权量表和创新行为量表对346例临床女护士进行问卷调查,采用Pearson相关分析法和分层回归分析法探讨心理授权对护士创新行为的影响。结果：①护士心理授权和创新行为均分分别为（3.56±0.40）分和（4.32±0.71）分;②不同职称和工作年限护士的创新行为评分比较,差异有统计学意义（P〈0.05）;③Pearson相关分析显示,护士创新行为与心理授权总分（r=0.425,P=0.023）、自我效能（r=0.488,P=0.011）、工作意义（r=0.396,P=0.035）、工作自主性（r=0.477,P=0.018）、工作影响（r=0.384,P=0.039）均呈显著正相关;④分层回归分析显示,工作年限、职称及心理授权中的自我效能和工作自主性均为护士创新行为的影响因素。结论：心理授权中的自我效能和工作自主性为护士创新行为的影响因素。     

家庭赋权方案在肺癌患者呼吸功能锻炼中的应用

目的探讨家庭赋权方案在肺癌患者呼吸功能锻炼中的应用效果。方法采用便利抽样法,选择2018年7月-2019年6月在商丘市第一人民医院接受肺癌手术治疗的患者90例为研究对象。将2018年7-12月住院的45例患者分配至对照组,2019年1-6月的患者45例分配至试验组。对照组给予常规护理,试验组采用家庭赋权方案进行干预。采用呼吸功能锻炼依从性调查表、照顾者积极感受量表、照顾者准备度量表比较干预的效果。结果干预过程中,试验组获得44份有效问卷,对照组获得42份有效问卷;干预后试验组患者呼吸功能锻炼依从性优于对照组,差异有统计学意义(P<0.05);干预后试验组患者的照顾者积极感受、准备度得分均高于对照组,差异有统计学意义(P<0.05)。结论采用家庭赋权方案可以提高肺癌患者呼吸功能锻炼的依从性,还可以提高照顾者的积极感受和照顾准备度,建议推广应用。     

Workplace empowerment, job satisfaction and job stress among Italian mental health nurses: an exploratory study

Aim  The purpose of the present study was to investigate the relationship between staff nurses' structural empowerment, work stress and job satisfaction in two health care settings in Italy using Kanter's Empowerment Theory.
Background  With the current scarcity of economic resources and shortage of nurses, it is essential to empower nurses to perform at a high level to ensure high-quality patient care. Structural empowerment is a process that can optimize use of nursing skills and professional expertise, thereby increasing job satisfaction among nurses.
Method  A convenience sample of 77 nursing staff employed in the Department of Mental Health in central Italy was used in this study (return rate 64%).
Results  Structural empowerment was significantly related to their job satisfaction ( r  = 0.506, P  < 0.001), as was global empowerment ( r  = 0.62). Empowerment also had a significant negative relationship to nurses' work stress ( r  = −0.28, P  < 0.05).
Conclusion  The results of this study support Kanter's theory of structural empowerment in an Italian nursing sample – a previously unstudied population.
Implications for nursing management  Organizational administration must make every effort to create organizational structures and systems that empower nurses to practice according to professional standards and optimize the use of their knowledge and expertise.     

Action research: A mechanism for active engagement of clinical nurses in a program of research

This study aimed to explore the outcomes of active participation in an action research project on building the research capacity of clinical nurses. In this qualitative research study, six registered nurses volunteered to participate in the action research team. None of the nurses reported having any prior research experience. This study was part of a larger three‐phase project. The nurses were required to reflect on the data about their medication practice of phase 1, develop and implement a bundle of interventions in phase 2 to improve medication safety, and evaluate the effectiveness of these interventions in phase 3. We report the nurses' participation in Action Research during phase 2. Meeting minutes and six semistructured interviews were thematically analyzed. The results showed that after receiving support to enhance their research skills from the research team, the nurses were empowered to perform and lead clinical nursing research project. Nurses were able to take ownership of the research process and outcomes and were then able to translate their new research knowledge and skills into their clinical practice by building their own research capacity.     

Structural empowerment and anticipated turnover among critical care nurses

hauck a, quinn griffin mt. & fitzpatrick jj. (2011) Journal of Nursing Management 19 , 269–276
Structural empowerment and anticipated turnover among critical care nurses Aim This study examines the relationship between perceptions of structural empowerment and anticipated turnover among critical care nurses. Background The literature revealed that work environments that provide access to information, resources, support and opportunity create an environment of more satisfied employees, ultimately reducing turnover. Method A sample of 257 nurses completed a background data questionnaire, the Conditions of Work Effectiveness Questionnaire-II (CWEQ-II) and the Anticipated Turnover Scale (ATS). Results Nurses in five critical care units perceive themselves to be moderately empowered. Structural empowerment was inversely related to anticipated turnover; those who were more empowered had a lower anticipated turnover score. Conclusion Nurses who perceive themselves as empowered have higher levels of organizational commitment. Organizations that support and recognize these characteristics may experience improved retention rates. Implications for Nursing Management This study is the first to demonstrate a relationship between structural empowerment and anticipated turnover among critical care nurses. Research has demonstrated that workplace behaviours and attitudes are determined by social structures within the workplace. Nurses are responsible for a large portion of health care provided in this country. A serious nursing shortage is expected in the future and will exert pressure on both the supply and the demand of nurses.     

Interplay between economic empowerment and sexual behaviour and practices of migrant workers within the context of HIV and AIDS in the Lesotho textile industry

Abstract

Economic empowerment brings with it a wide range of consequences, both positive and negative. The objective of this paper was to examine the relationship between economic empowerment and the sexual behaviour and practices of migrant workers within the context of HIV and AIDS in the Lesotho textile industry. Data for this paper were extracted from the findings of a larger study which had been conducted concerning HIV and AIDS in the textile industry in Lesotho. Using in-depth interviews, data were collected from 40 participants who were purposively selected from five factories which had been chosen randomly. Empowerment theory was used as a lens to provide meanings for the experiences of the participants. The findings show that the participants were empowered only in certain respects in terms of Kabeer's empowerment model of ‘power to’ and ‘power within’, on one hand, and in terms of Malhotra's comprehensive empowerment framework at the household level, on the other, as being employed in the industry enabled them to participate in the economy. Employment in the sector provided the participants with the means to be able to acquire basic needs and the ability to participate in household decision-making: for the female participants, the ability to make independent sexual decisions was also enhanced. These improvements were greeted enthusiastically, particularly by the female participants, given their previously disadvantaged status as a result of coming from rural patriarchal villages with gender-defined hegemonic notions of respectability. The findings also indicate that environmental factors and others, such as meagre salaries, encouraged some of the female workers to engage in transactional sex, while some of the male participants tended to increase their sexual relationships as a result of acquiring employment and income from the industry. It is the contention of the authors of this study that true empowerment requires both vital resources and individual and collective participation, particularly for the women, who are more vulnerable than men. Finally, we conclude that the opportunities provided by economic empowerment have given the participants a new social meaning for their situation and an awareness about their place in power relations.     

Structural empowerment and anticipated turnover among behavioural health nurses

smith t., capitulo k.l., quinn griffin m.t. & fitzpatrick j.j. (2012) Journal of Nursing Management  20, 679–684 Structural empowerment and anticipated turnover among behavioural health nurses Aim The aim of this pilot study was to examine the relationship between structural empowerment and anticipated turnover among behavioural health nurses. Background There have been several studies relating structural empowerment to a range of organizational characteristics and personal attributes of nurses themselves. There are also previous studies linking the key variables in the present study, but no previous research of behavioural health nurses was available. Methods A quantitative design was used for this cross-sectional pilot study. All registered nurses (RN) working on inpatient units in the study facility were invited to participate (n = 97). An anonymous survey was sent to all potential participants. Results The response rate was 53% (n = 50). The majority of participants perceived themselves as moderately empowered. There was a significant negative correlation between empowerment and anticipated turnover. Conclusion The results of this pilot study among behavioural health nurses are similar to the results among nurses working in other clinical areas. Implications for nursing management Nurse managers should be cognizant of the factors that enhance nurses’ perceptions of empowerment, particularly related to issues of retention and anticipated turnover among behavioural health nurses.