How Well Does the CWEQ II Measure Structural Empowerment? Findings from Applying Item Response Theory

Abstract

Abstract:The main purpose of this paper is to examine the psychometric properties of the original five-point CWEQ II using Item Response Theory (IRT) methods, followed by an examination of the revised three-point CWEQ II. (1) Background: The psychometric properties of the CWEQ II have not been previously assessed using more robust techniques such as IRT. (2) Methods: This is a secondary analysis of baseline data from 1067 staff nurses whose leaders had attended a leadership development program. Data were analyzed using a polytomous IRT model. (3) Results: The two versions of CWEQ II fit the SE data equally as each had only one poor-fitting item. For the five-point CWEQ II, discriminant ability was poor for a majority of the items; one item demonstrated a disordinal step difficulty parameter; and item reliability was supported for a relatively wider range of SE levels. The discriminant ability and reliability of items for the three-point CWEQ II was better than those of the five-point CWEQ II, but for a narrower range of SE levels; and the disordinal step difficulty parameter was resolved. (4) Conclusion: The appropriate use of each version of the scale depends on the conditions of the work setting targeted.

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“…Structural empowerment. Structural empowerment was assessed with an 11-item scale adapted from the conditions of work effectiveness questionnaire (Havaei and Dahinten 2017). The scale is originally made up of four sub-dimensions that is opportunity, information, support and resources, with each having three items.…”

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“…A preliminary questionnaire was adopted from previous studies for this research and consisted of five sections with a total of 33 items to examine the relationship between the independent variable, structural empowerment (adopted from [ 28 ]), the dependent variable, employee contextual performance (adopted from [ 38 ]), and the moderator, the flexible work option (from [ 31 ]) ( Table 1 ). The first section of the questionnaire is an explanation of the questionnaire and the ethical obligation of the researcher.…”

“…Access to opportunity, as described by [ 27 ], is the capacity for professional development and advancement, as well as the chance to broaden one’s knowledge and skill set. While access to support is getting advice and comments from peers, superiors, and subordinates, as well as assistance with problem-solving [ 27 , 28 ]. Whereas access to information is having the formal and informal technical knowledge and competence required to carry out duties in the workplace successfully, as well as comprehending organizational decisions, policies, and the current situation [ 29 ].…”

Identifying The Most Important Workplace Factors in Predicting Mental Health Among British Columbia Nurses Using Machine Learning Techniques

“…Building on Kanter's theory of power within organizations, Laschinger et al developed the notion of work environment structural empowerment (26). Measured by the Conditions of Work Environment Questionnaire II (CWEQ-II), structural empowerment refers to nurses' perceptions of access to six empowering work environment structures including information, resources, opportunities, supports and formal and informal channels of power (27). Another body of literature focuses on the concept of magnet hospital, which originated in the early 1980s during a severe nursing shortage in the United States.…”