AIM: The aim of this pilot study was to examine the relationship between structural empowerment and anticipated turnover among behavioural health nurses. BACKGROUND: There have been several studies relating structural empowerment to a range of organizational characteristics and personal attributes of nurses themselves. There are also previous studies linking the key variables in the present study, but no previous research of behavioural health nurses was available. METHODS: A quantitative design was used for this cross-sectional pilot study. All registered nurses (RN) working on inpatient units in the study facility were invited to participate (n = 97). An anonymous survey was sent to all potential participants. RESULTS: The response rate was 53% (n = 50). The majority of participants perceived themselves as moderately empowered. There was a significant negative correlation between empowerment and anticipated turnover. CONCLUSION: The results of this pilot study among behavioural health nurses are similar to the results among nurses working in other clinical areas. IMPLICATIONS FOR NURSING MANAGEMENT: Nurse managers should be cognizant of the factors that enhance nurses' perceptions of empowerment, particularly related to issues of retention and anticipated turnover among behavioural health nurses.
AIM: The aim of this pilot study was to examine the relationship between structural empowerment and anticipated turnover among behavioural health nurses. BACKGROUND: There have been several studies relating structural empowerment to a range of organizational characteristics and personal attributes of nurses themselves. There are also previous studies linking the key variables in the present study, but no previous research of behavioural health nurses was available. METHODS: A quantitative design was used for this cross-sectional pilot study. All registered nurses (RN) working on inpatient units in the study facility were invited to participate (n = 97). An anonymous survey was sent to all potential participants. RESULTS: The response rate was 53% (n = 50). The majority of participants perceived themselves as moderately empowered. There was a significant negative correlation between empowerment and anticipated turnover. CONCLUSION: The results of this pilot study among behavioural health nurses are similar to the results among nurses working in other clinical areas. IMPLICATIONS FOR NURSING MANAGEMENT: Nurse managers should be cognizant of the factors that enhance nurses' perceptions of empowerment, particularly related to issues of retention and anticipated turnover among behavioural health nurses.
Authors: Samantha L Rosman; Christine Daneau Briscoe; Samuel Rutare; Natalie McCall; Michael C Monuteaux; Juliette Unyuzumutima; Agnes Uwamaliya; Janvier Hitayezu Journal: PLoS One Date: 2022-06-22 Impact factor: 3.752