Arthur Labatt Family School of Nursing, The University of Western Ontario, London, Ontario, Canada.
J Nurs Manag. 2010 Nov;18(8):1004-15. doi: 10.1111/j.1365-2834.2010.01165.x.
The purpose of the present study was to test an expanded model of Kanter's theory by examining the influence of structural empowerment, psychological empowerment and workplace incivility on the organizational commitment of newly-graduated nurses.
The first years of practise represent an important confidence-building phase for newly-graduated nurses, yet many new nurses are exposed to disempowering experiences and incivility in the workplace.
A predictive non-experimental design was used to examine the impact of structural empowerment, psychological empowerment and workplace incivility on the affective commitment of newly-graduated nurses (n=117) working in acute care hospitals.
Controlling for age, 23.1% of the variance in affective commitment was explained by structural empowerment, psychological empowerment and workplace incivility [R²=0.231, F(5,107) =6.43, P=0.000]. Access to opportunity was the most empowering factor, with access to support and formal power perceived as least empowering. Perceived co-worker incivility was greater than perceived supervisor incivility.
Results offer significant support for the use of Kanter's theory in the newly-graduated nurse population.
Without specific strategies in place to combat incivility and disempowerment in the workplace, attempts to prevent further organizational attrition of new members may be futile.
本研究旨在通过检验结构授权、心理授权和工作场所粗言秽语对新毕业护士组织承诺的影响，来检验坎特理论的扩展模型。
执业的头几年对新毕业护士来说是一个建立信心的重要阶段，但许多新护士在工作场所会遇到赋权不足和粗言秽语的情况。
采用预测性非实验设计，检验结构授权、心理授权和工作场所粗言秽语对急性护理医院新毕业护士（n=117）情感承诺的影响。
控制年龄后，结构授权、心理授权和工作场所粗言秽语对情感承诺的解释方差为 23.1%[R²=0.231，F(5,107)=6.43，P=0.000]。获得机会是最具赋权的因素，获得支持和正式权力被认为是最不具赋权的因素。感知到的同事粗言秽语大于感知到的主管粗言秽语。
结果为坎特理论在新毕业护士群体中的应用提供了重要支持。
如果没有具体的策略来应对工作场所的粗言秽语和赋权不足，试图防止新成员进一步的组织离职可能是徒劳的。
