Perceptions of empowerment among part-time nursing students

Abstract

Objective: Empowerment is an important construct because it offers the potential to positively influence outcomes that benefit individuals and organisations. The purpose of the study was to examine the characteristics of individual perceptions of empowerment among part-time nursing students in their workEmpowerment is defined as the motivational concept of self-efficacy (8), as well as being multifaceted and unable to be captured by the single concept (7). Empowerment is defined more broadly as increased intrinsic task motivation manifested in a set of four cognitions reflecting an individual´s orientation to his or her work role: meaning, competence (which is synonymous for self-efficacy), self-determination and impact. When nurses' values, beliefs and behaviours are congruent with the workplace requirements, there is meaning. Confidence in the ability to perform job requirements is competence. Feeling that one has the autonomy to have control over one's work is selfdetermination, and impact is when one feels that he or she is able to influence the organisation's outcomes (5, 9-10). Meaning is the value of the work goal or purpose, judged in relation to an individual´s own ideals or standards (11). Meaning involves the requirements of a work role matching beliefs, values and behaviours (12). Competence or self-efficacy is an individual's belief in his or her capability to perform activities with skill (13). Competence is analogous to agency beliefs, personal mastery, or effort-performance expectancy (13). This area is labelled competence because it focuses on efficacy that is specific to a work role. Where competence is a mastery of behaviour, selfdetermination is an individual's sense of having a choice in initiating and regulating actions. Self-determination reflects autonomy in the initiation and contribution of work behaviours and processes; examples include making decisions about work methods, pace and efforts (14). Impact is the degree that an individual can influence strategic, administrative or operating outcomes at work. Impact is the converse of learned helplessness (14). Furthermore, impact is different from locus of control; it is a global personality characteristic that endures across situations (14). These four cognitions reflect an active rather than a passive orientation to a work role. Active orientation means an orientation in which an individual wishes and feels able to shape his or her work role and context. Empowerment is not an enduring personality trait that is generalisable across situations, but rather a set of cognitions shaped by the work environment (11). Thus, empowerment reflects the flow of people's

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