Structural empowerment and anticipated turnover among critical care nurses.

TLDR: This study is the first to demonstrate a relationship between structural empowerment and anticipated turnover among critical care nurses, and nurses who perceive themselves as empowered have higher levels of organizational commitment.

Abstract: hauck a, quinn griffin mt. & fitzpatrick jj. (2011) Journal of Nursing Management19, 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.