Greco Paula, Laschinger Heather K Spence, Wong Carol
School of Nursing, Faculty of Health Sciences University of Western Ontario, London, ON.
Nurs Leadersh (Tor Ont). 2006 Dec;19(4):41-56. doi: 10.12927/cjnl.2006.18599.
Efforts to improve nursing working conditions are critical to retaining nurses currently in the system and attracting newcomers to the profession (Laschinger et al. 2003b). The nurse leader's empowering behaviours can be pivotal in the way nurses react to their work environment. The purpose of this study was to test a model examining the relationship between nurse leaders' empowerment behaviours, perceptions of staff empowerment, areas of work life and work engagement using Kanter's theory of structural power in organizations. A cross-sectional correlational survey design tested the model in a random sample of 322 staff nurses in acute care hospitals across Ontario. Overall, staff nurses perceived their leaders' behaviours to be somewhat empowering and their work environment to be moderately empowering. Fifty-three percent reported severe levels of burnout. Leader empowering behaviour had an indirect effect on emotional exhaustion (burnout) through structural empowerment and overall fit in the six areas of work life. The final model statistics revealed a good fit (chi(2)=30.4, chi=3, chi=0.96, chi=0.95, chi=0.95). These findings suggest that the Leader's empowering behaviours can enhance person-job fit and prevent burnout. These findings have important implications in the current nursing shortage.
改善护理工作条件的努力对于留住现有护理人员以及吸引新人加入该行业至关重要（拉辛格等人，2003b）。护士长的授权行为对于护士对工作环境的反应方式可能至关重要。本研究的目的是使用坎特的组织结构权力理论来测试一个模型，该模型考察护士长的授权行为、员工对授权的认知、工作生活领域与工作投入之间的关系。一项横断面相关调查设计在安大略省急症护理医院的322名在职护士的随机样本中对该模型进行了测试。总体而言，在职护士认为他们的领导行为具有一定的授权作用，且他们的工作环境具有适度的授权氛围。53%的人报告称存在严重的职业倦怠。领导的授权行为通过结构授权和在六个工作生活领域的整体契合度对情绪衰竭（职业倦怠）产生间接影响。最终模型统计显示拟合良好（卡方 = 30.4，卡方 = 3，卡方 = 0.96，卡方 = 0.95，卡方 = 0.95）。这些发现表明，领导的授权行为可以提高个人与工作的契合度并预防职业倦怠。这些发现在当前护理人员短缺的情况下具有重要意义。
