医院环境中护士的结构性赋权。
Structural empowerment of nurses in the hospital setting.
作者信息
Moura Lenize Nunes, Camponogara Silviamar, Santos José Luís Guedes Dos, Gasparino Renata Cristina, Silva Rosângela Marion Da, Freitas Etiane De Oliveira
机构信息
Universidade Federal de Santa Maria, Santa Maria, RS, Brazil.
Scholarship holder at the Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES), Brazil.
出版信息
Rev Lat Am Enfermagem. 2020 Nov 6;28:e3373. doi: 10.1590/1518-8345.3915.3373. eCollection 2020.
OBJECTIVE
to measure the level of structural empowerment of nurses working in a university hospital.
METHOD
a descriptive, analytical, and cross-sectional study, carried out with 237 nurses, who developed care and management activities. Data collection took place through a self-administered questionnaire with questions on the personal and professional characterization and the Work Effectiveness Conditions Questionnaire II. Data analysis used descriptive and inferential statistics.
RESULTS
it was identified that nurses have a moderate level of structural empowerment (18.06±SD 0.9). The greatest value was obtained in the Opportunity dimension (4.08±SD 0.8), followed by the Resources (3.17±SD 0.8) and Informal power (3,04±SD 0.9) dimensions; while the scores of Support (2.67±SD 1.0), Formal power (2.59±SD 0.9), and Information (2.51±SD 0.9) were lower.
CONCLUSION
the level of structural empowerment of the nurses was moderate, which means partial access to opportunities, resources, support, and information of the institution.
目的
测量在一所大学医院工作的护士的结构赋权水平。
方法
开展一项描述性、分析性横断面研究，研究对象为237名从事护理和管理活动的护士。通过一份自填式问卷进行数据收集，问卷内容包括个人和职业特征问题以及工作有效性条件问卷II。数据分析采用描述性和推断性统计方法。
结果
确定护士的结构赋权水平为中等（18.06±标准差0.9）。在机会维度（4.08±标准差0.8）获得的分值最高，其次是资源维度（3.17±标准差0.8）和非正式权力维度（3.04±标准差0.9）；而支持维度（2.67±标准差1.0）、正式权力维度（2.59±标准差0.9）和信息维度（2.51±标准差0.9）的得分较低。
结论
护士的结构赋权水平为中等，这意味着部分能够获取机构的机会、资源、支持和信息。
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