Structural empowerment, job satisfaction, and turnover intention of Chinese clinical nurses

Abstract

The purpose of this study was to examine the levels of workplace structural empowerment perceived by Chinese clinical nurses, as well as to identify the relationship between nurses' perceptions of empowerment and job satisfaction, and turnover intention. A total of 189 staff nurses from two hospitals in central China completed a self-administered questionnaire. The results indicated that these nurses perceived moderate levels of workplace empowerment. Structural empowerment and job satisfaction were found to be negatively related to turnover intention. These findings have important implications for administrators providing an effective work environment for clinical nurses.

The impact of psychological empowerment and organisational commitment on Chinese nurses’ job satisfaction

“…Nurses' job satisfaction is closely related to the higher rate of turnover, which has been an issue of great concern for nurse managers in the past few years. According to previous studies, Chinese nurses reported a low level of job satisfaction (Cai & Zhou, 2009;Huang, Li, Peng, Wu, & Jiang, 2008;Zheng & Liu, 2010). Previous studies also indicated that nurse job satisfaction was related to job characteristics including employment status, department of employment, income, autonomy and health-care outcomes, as well as demographic variables including age, educational level and years of experience (Emily, Elizabeth, Cindy, Janet, & Jean, 2009;Hwang et al, 2009;Lautizi, Laschinger, & Ravazzolo, 2009;Mrayyan, 2006).…”

“…Previous studies have reported that structural empowerment was correlated with employment status, job satisfaction and years of working experience (Cai & Zhou, 2009;Chang & Chang, 2009;Han, Moon, & Yun, 2009;Ning, Zhong, Wang, & Li, 2009). It has been reported that structural empowerment and organisational commitment were positively correlated with nurse's job satisfaction (Liu, Guo, Zhang, & Jin, 2011).…”

“…Previous studies reported that Chinese nurses had lower levels of job satisfaction (Cai & Zhou, 2009;Huang et al, 2008;Zheng & Liu, 2010). There was significant correlation between job satisfaction and intent to leave; namely, the higher the level of job satisfaction of the nurses, the greater likelihood they will stay in their current position (Liu et al, 2012).…”

The Impact of Perceived Organizational Justice on Turnover Intention: Evidence From an International Electronic Chain Store Operating in Turkey

“…In other words, turnover refers to employee withdrawal from an organizational position or a career path. Cai and Zhou (2009) suggest that dissatisfaction with the work environment is an important precursor of an employee's decision to leave the organization or profession concerned.…”

Selection of an instrument to evaluate the organizational environment of nurses working in intensive care: an integrative review

“…Where nurses perceived increased empowerment job satisfaction was increased (r = 0.39; p < .001) [67] , (r = 0.56; p = .01) [68] , (β = 0.22; p < .05) [26] and (r = -0.11; p < .01) [65] . Empowerment increased with professional respect (r = 0.39; p < .001) [64] and effective Nurse-Doctor collegiality (β = 0.27; p < .05) [26] , and was low when intention to leave was expressed (r = -0.31; p = .01) [68] .…”