Predictors of Empowerment in New Nurse Residents: Factors to Increase Retention

Lewandowski, Linda A.

Friday, July 15, 2011: 3:45 PM

Linda A. Lewandowski, PhD, RN
College of Nursing, Wayne State University/Children's Hospital of Michigan, Detroit, MI
Lynne Hillman, BScN, BEd, MEd, RN
Nursing Administration, Children's Hospital of Michigan, Detroit, MI
Lisa Chiodo, PhD
College of Nursing, Wayne State University, Detroit, MI
Rhonda Foster, EdD, RN
Vice President, Patient Care Services, Children's Hospital of Michigan, Detroit, MI

Learning Objective 1: 1. Discuss the importance of a sense of empowerment in new nurse residents.

Learning Objective 2: 2. Describe at least 4 factors that are predictive of self-perceived empowerment.

Background: Previous studies have identified a relation between nurse empowerment , job satisfaction, and higher retention. The purpose of this presentation is to identify factors predictive of empowerment that can be areas of focus for retention programs. The target audience is nurse administrators/managers, educators, and preceptors.

Methods: Data were collected from a sample of 61 new nurse graduates in a 16-week RN residency program at program’s beginning and end. All analyses below are from post-program data collection. Nurse perception of empowerment was obtained using the Conditions of Work Effectiveness Questionnaire (CWEQ). Analyses specifically examined two items that measure overall global empowerment.

Analysis: Multiple regression analysis was performed to identify the unique predictors of global empowerment: workplace empowerment (WE) and accomplishment empowerment (AE). For both outcomes, all scales on the Graduate Nurse Experience Survey were simultaneously entered into the regression equation to identify which areas of the Nurse Resident’s experience best predicted perceived empowerment. A similar strategy was used to identify which areas of nursing work life (Areas of Worklfe Survey) most influenced self-reported empowerment.

Results: Although all Areas of Worklife Scales were significantly correlated with both empowerment measures (WE & AE), only Control (increased employee decision making and autonomy on the job) uniquely predicted overall WE, while Control and Values (congruence of organizational and employee priorities and values) uniquely predicted AE. In analyses of nurse Areas of Worklife, increased support, nurse self-perception of safe care, and reduced transition difficulty predicted increased WE. While there were no significant predictors of AE, increased support was marginally related (p=.057).

Conclusions: Results found that Control, Congruent Values, Support, and Perception of safe care were most predictive of nurse self-reported empowerment in new Nurse Residents. Strategies that increase these factors may lead to higher satisfaction and retention.

See more of: Student and New Graduate Experiences
See more of: World Academy of Nursing Science: Oral Paper & Posters