Browsing by Author "Read, Emily A."

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    How do authentic, empowering leaders influence new graduate nurses’ burnout development, job satisfaction, and quality of care? Examining the role of short-staffing and work-life interference
    (Wiley, 2017) Boamah, Sheila A.; Read, Emily A.; Laschinger, Heather K. Spence
    Aim: To test a hypothesized model linking new graduate nurses’ perceptions of their manager’s authentic leadership behaviours to structural empowerment, short-staffing, and work-life interference, and subsequent burnout, job satisfaction, and patient care quality. Background: Authentic leadership and structural empowerment have been shown to reduce early career burnout among nurses. Short-staffing and work-life interference are also linked to burnout and may help explain the impact of positive, empowering leadership on burnout, which in turn influences job satisfaction and patient care quality. Design: A time-lagged study of Canadian new graduate nurses was conducted. Methods: At Time 1, surveys were sent to 3,743 nurses (November 2012 to March 2013) and 1,020 were returned (27.3% response rate). At Time 2 (May to July 2014), 406 nurses who responded at Time 1 completed surveys (39.8% response rate). Descriptive analysis was conducted in SPSS. Structural equation modeling in Mplus was used to test the hypothesized model. Results: The hypothesized model was supported. Authentic leadership had a significant positive effect on structural empowerment, which in turn, decreased both short-staffing and work-life interference. Short-staffing and work-life imbalance subsequently resulted in nurse burnout, lower job satisfaction, and lower patient care quality one year later. Conclusion: The findings suggest that short-staffing and work-life interference are important factors influencing new graduate nurse burnout. Developing nurse managers’ authentic leadership behaviours and working with them to create and sustain empowering work environments may help reduce burnout, increase nurse job satisfaction and improve patient care quality.
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    The influence of authentic leadership and empowerment on nurses’ relational social capital, mental health, and job satisfaction over the first year of practice
    (Wiley, 2015) Read, Emily A.; Laschinger, Heather K.S.
    Aims: To examine a theoretical model testing the effects of authentic leadership, structural empowerment, and relational social capital on the mental health and job satisfaction of new graduate nurses over the first year of practice. Background: Relational social capital is an important interpersonal organizational resource that may foster new graduate nurses’ workplace wellbeing and promote retention. Evidence shows that authentic leadership and structural empowerment are key aspects of the work environment that support new graduate nurses, however the mediating role of relational social capital has yet to be explored. Design: A longitudinal survey design was used to test the hypothesized model. Methods: One hundred ninety-one new graduate nurses in Ontario with <2 years of experience completed mail surveys in Jan-March 2010 and 1 year later in 2011. Path analysis using structural equation modeling was used to test the theoretical model. Results: Participants were mostly female, working full-time in medicine/surgery or critical care. All measures demonstrated acceptable reliability and validity. Path analysis results supported our hypothesized model; structural empowerment mediated the relationship between authentic leadership and nurses’ relational social capital, which in turn had a negative effect on mental health symptoms and a positive effect on job satisfaction. All indirect paths in the model were significant. Conclusion: By creating structurally empowering work environments, authentic leaders foster relational social capital among new graduate nurses leading to positive health and retention outcomes
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    Workplace social capital in nursing: an evolutionary concept analysis
    (Wiley, 2014) Read, Emily A.
    Aim: To report an analysis of the concept of nurses’ workplace social capital. Background: Workplace social capital is an emerging concept in nursing with potential to illuminate the value of social relationships at work. A common definition is needed. Design: Concept analysis Data sources: The Cumulative Index to Nursing and Allied Health Literature, PubMed, PsychINFO, and ProQuest Nursing. Review methods: Databases were systematically searched using the keywords: workplace social capital, employee social capital, work environment, social capital, and nursing published between January 1937 and November 2012 in English that described or studied social capital of nurses at work were included. A total of 668 resources were found. After removing 241 duplicates, literature was screened in two phases: 1) titles and abstracts were reviewed (n = 427), and 2) remaining data sources were retrieved and read (n = 70). Eight sources were included in the final analysis. Results: Attributes of nurses’ workplace social capital included networks of social relationships at work, shared assets, and shared ways of knowing and being. Antecedents were communication, trust, and positive leadership practices. Nurses’ workplace social capital was associated with positive consequences for nurses, their patients, and healthcare organizations. Conclusion: Nurses’ workplace social capital is defined as nurses’ shared assets and ways of being and knowing that are evident in and available through nurses’ networks of social relationships at work. Future studies should examine and test relationships between antecedents and consequences of nurses’ workplace social capital in order to better understand this important aspect of healthy professional practice environments.