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Relationships among Mentoring, Empow...

Weese, Meghan M.

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Relationships among Mentoring, Empowerment, and Organizational Commitment in Nurse Leaders.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Relationships among Mentoring, Empowerment, and Organizational Commitment in Nurse Leaders./
作者:	Weese, Meghan M.
出版者:	Ann Arbor : ProQuest Dissertations & Theses, : 2021,
面頁冊數:	134 p.
附註:	Source: Dissertations Abstracts International, Volume: 82-12, Section: B.
Contained By:	Dissertations Abstracts International82-12B.
標題:	Nursing. -
電子資源:	https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=28581932
ISBN:	9798728266150

Relationships among Mentoring, Empowerment, and Organizational Commitment in Nurse Leaders.
Weese, Meghan M.

Relationships among Mentoring, Empowerment, and Organizational Commitment in Nurse Leaders. - Ann Arbor : ProQuest Dissertations & Theses, 2021 - 134 p.

Source: Dissertations Abstracts International, Volume: 82-12, Section: B.

Thesis (Ph.D.)--The University of Akron, 2021.

This item must not be sold to any third party vendors.

As nearly half of nurse leaders plan to retire or choose to leave the profession in the next decade, a better understanding of organizational commitment and retention strategies is needed. A supportive work environment that provides opportunities for leadership development is essential to grow and retain competent nurse leaders. However, investing in development poses a challenge to employer return on investment in terms of cost, time, and expertise if leaders who gain knowledge and skill leave to seek better employment opportunities. The reasons why nurse leaders stay or leave an organization is an area with little research. The literature suggests mentoring is a strategy for creating an empowering work environment leading to commitment; however, there is limited empirical evidence. The study purpose was to examine relationships among mentoring, empowerment, and organizational commitment in nurse leaders.The study was conducted using an exploratory descriptive cross-sectional correlational design with survey methodology. The study employed a convenience sample of nurse leaders (n = 167) recruited from membership of a statewide nursing leadership professional organization in the Midwest. Participants completed a survey containing demographic items and five valid and reliable instruments: Conditions for Work Effectiveness Questionnaire-II, Psychological Empowerment Questionnaire, Mentoring Practice Inventory, Mentoring Benefits Inventory, and Three-Component Model Employee Commitment Survey. Survey methodology aligned with Dillman's "Tailored Design Method" was used to distribute an online survey to the professional organization email list.Findings revealed the interplay of 20 moderate or strong positive and significant relationships among study variables in support of the proposed study model and contributed new knowledge that mentoring is positively and significantly related to empowerment and organizational commitment of nurse leaders. Mentoring practices and benefits had substantial or moderate positive relationships to structural empowerment and psychological empowerment in all areas. Workplace mentoring practices had a substantial positive relationship with structural empowerment and mentoring benefits, and a high moderate positive relationship with psychological empowerment, affective organizational commitment, and normative organizational commitment. Mentoring benefits were strongly correlated with individual mentoring practices, workplace mentoring practices, structural empowerment, and psychological empowerment, and moderately correlated with affective organizational commitment and normative organizational commitment.

ISBN: 9798728266150Subjects--Topical Terms:

528444
Nursing.
Subjects--Index Terms:

Mentoring

Relationships among Mentoring, Empowerment, and Organizational Commitment in Nurse Leaders.
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