Workplace empowerment, incivility, and burnout: impact on staff nurse recruitment and retention outcomes.

By H. S. Spence Laschinger, Michael Leiter, A. Day, Debra Gilin. Journal of Nursing Management, 2009

688 citations recorded by the source corpus.

AIM The aim of this study was to examine the influence of empowering work conditions and workplace incivility on nurses' experiences of burnout and important nurse retention factors identified in the literature. BACKGROUND A major cause of turnover among nurses is related to unsatisfying workplaces. Recently, there have been numerous anecdotal reports of uncivil behaviour in health care settings. METHOD We examined the impact of workplace empowerment, supervisor and coworker incivility, and burnout on three employee retention outcomes: job satisfaction, organizational commitment, and turnover intentions in a sample of 612 Canadian staff nurses. RESULTS Hierarchical multiple linear regression analyses revealed that empowerment, workplace incivility, and burnout explained significant variance in all three retention factors: job satisfaction (R(2) = 0.46), organizational commitment (R(2) = 0.29) and turnover intentions (R(2) = 0.28). Empowerment, supervisor incivility, and cynicism most strongly predicted job dissatisfaction and low commitment (P < 0.001), whereas emotional exhaustion, cynicism, and supervisor incivility most strongly predicted turnover intentions. CONCLUSIONS In our study, nurses' perceptions of empowerment, supervisor incivility, and cynicism were strongly related to job satisfaction, organizational commitment, and turnover intentions. IMPLICATIONS FOR NURSING MANAGEMENT Managerial strategies that empower nurses for professional practice may be helpful in preventing workplace incivility, and ultimately, burnout.

Subfields: General Health Professions, Research and Theory, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/91709761a39cfc439fd0176e6ad4bd0221b939ee

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Citations in the corpus

Workplace incivility: A review of the literature and agenda for future research (2016, background): “Work by Spence Laschinger et al. (2009) showed that both supervisor and coworker incivility explained incremental variance in employees’ job satisfaction, commitment, and turnover intentions.”
A STUDY ON DETERMINING FACTORS EMPLOYEE RETENTION (2016, background): “They observed that autonomy is predictor of job satisfaction [57].”
The Relationship between Coworker Incivility, Emotional Exhaustion, and Organizational Outcomes: The Mediating Role of Emotional Exhaustion (2015, background): “…incivility can have a significant negative effect on organizational outcomes through burnout, self-reported withdrawal behavior, and psychological health problems (Laschinger et al., 2009; Lim & Cortina, 2005; Sliter, Jex, et al., 2010; Sliter, Pui, et al., 2011; Sliter, Sliter, et al., 2012).”
Escaping bullying: The simultaneous impact of individual and unit-level bullying on turnover intentions (2012, background): “It is also congruent with past studies showing that injustice directed toward an individual in a group impacts others in that group more when those others are not also experiencing injustice (Colquitt et al., 2002; Spencer, and Rupp, 2009).”
Burnout Among Health Care Professionals: A Call to Explore and Address This Underrecognized Threat to Safe, High-Quality Care (2017, background): “Similarly, in studies of nurses, burnout and job dissatisfaction were associated with plans to leave the current job or nursing field [30-32].”
The Relationship of Coworker Incivility to Job Performance and the Moderating Role of Self-Efficacy and Compassion at Work: The Job Demands-Resources (JD-R) Approach (2017, result): “Previous findings have shown the link between coworker incivility and occupational stress, psychological strain, and depersonalization (Laschinger et al. 2009; Sliter et al. 2012), thus corroborating our proposition.”