Unit work environment, psychological empowerment and support for patient activation among nurses

Abstract

Aims To investigate the relationship between the unit work environment and psychological empowerment of nurses and their perceptions of patient activation. Background Nurses' support for active patient roles in the care process is critical for better patient outcomes. The factors influencing nurses' support for patient activation should be thoroughly investigated. Methods This study was a cross‐sectional secondary data analysis using the survey data of 1,042 nurses in 98 units at six hospitals in Korea. Results Nurses with perceptions that their work was valuable and autonomy in their work were more likely to work in units where managers had greater managerial and leadership skills and staffing and resources were sufficient. Those with confidence in their work were more likely to work in units with adequate staffing and resources. Nurses who worked with adequate staffing and resources and considered their work meaningful were more likely to perceive patient activation as more important. Conclusion Favourable work environments at unit level and psychological empowerment at nurse level can strengthen nurses' support for patient activation. Implications for Nursing Management To strengthen nurses' support for active patient roles, organisations should ensure optimal staffing and resources to each unit and help nurses find value in their work.

Facilitators for and barriers to nurses’ work-related health-a qualitative study

“…Baral and Subedi [ 45 ] presented similar findings, also in Nepal, that nurses’ experience of stress was caused by unfair judgment and lack of good interpersonal relationships with managers. A study from South Korea demonstrates that nurses who have greater managerial support and leadership skills are more likely to feel that their work is meaningful [ 46 ]. A qualitative study from Bangladesh also confirmed the adverse impact of a lack of support from nursing supervisors [ 47 ].…”

Competencies of Nurse Managers as Predictors of Staff Nurses’ Job Satisfaction and Turnover Intention

“…“Change and Resource Management” and “Personal Mastery” were not identified as significant factors predicting the job satisfaction and turnover intention of staff nurses in this study. Past relevant studies conceptualized these areas of nurse manager competency as “Staffing and Resource Adequacy” and “Nurse Manager Ability”, and conflicting findings were noted regarding their predictive effects on nurse outcomes [ 34 , 35 ]. Previous research conceptualized “Quality Monitoring and Pursuance” as “Nursing Foundations for Quality of Care” and “Patient Safety Culture”, and similarly, no conclusive findings were yielded regarding their predictive effectives on nurse outcomes [ 28 , 36 ].…”

Psikoterapi Pemberdayaan: Berbagi Tiga Hal Baik untuk Mengatasi Burnout Perawat di Era COVID-19

“…Akibat pandemi, kondisi kerja menjadi penuh tekanan dikarenakan adanya perubahan pola kerja, beban kerja yang meningkat, stres psikis akibat risiko pekerjaan serta adanya konflik interpersonal (Dall'Ora et al, 2020;Rosa et al, 2020;Shah et al, 2021). Untuk menciptakan lingkungan kerja yang positif dapat dengan menerapkan psychologycal empowerment yaitu manipulasi emosional yang mengarahkan pada peningkatan motivasi kerja (Cho et al, 2021;Grigorescu et al, 2020;Permarupan et al, 2020). Penerapannya disebut Psikoterapi Pemberdayaan (Gelfin et al, 2018).…”