Perceived Leader Empowering Behaviors and Work Engagement of Staff Nurses in A Tertiary Hospital in the United Kingdom

Abstract

The empowering behavior of nursing leaders is a key factor in improving staff nurses’ work engagement. Empowering nurses to use their knowledge by recognizing their skills, supporting their career advancement, and allowing them to have control over their work improves organizational commitment, positive patient outcomes and job satisfaction, thereby increasing trust and engagement in the organization.

The purpose of this descriptive correlational study conducted at a tertiary hospital under the United Kingdom National Health Service (NHS) Trust is to describe leader empowering behavior (LEB) as perceived by staff nurses and their work engagement. This study also aims to examine the relationship of work engagement with leader empowering behavior and selected demographic profile. Sample from various units of the hospital was employed (N-100) and survey was completed online.

Overall, nurses have moderate to strong perception for the dimensions Accountability (μ=6.11), Information Sharing (μ=5.52) which means that they are given adequate information and are aware of their liability of their duties. Other LEB dimensions such as Delegation of Authority (μ=5.03), Self-Directed Decision Making (μ=5.28), Skill Development (μ=4.93), and Coaching for Innovative Performance (μ=4.65) have moderate perception among nurses. Nurses in this organization were also found to have moderate to strong work engagement, Vigor (μ=3.97), Dedication (μ=4.80), and Absorption (μ=4.50), with the overall work engagement mean (μ=4.42).

Using Pearson’s correlation test, a moderate to strong uphill linear relationship was established between LEB and the Work Engagement Subscales of vigor, dedication and absorption which demonstrates that there is a significant relationship between them.

Meanwhile, the Chi-square test was used to determine the relationship between LEB and selected Demographic Profile. At 5% level of significance, there is insufficient evidence to conclude that age, gender, years of service, and civil status of nurses have significant relationship with the work engagement subscales except level of education. The results revealed that the nurses’ level of education have a significant effect on the increase or decrease of their vigor or the amount of physical, cognitive, and emotional energy they give on their job. Conclusions and recommendations were sought on how the results of the study can be used to improve the NHS retention scheme based on analysis of the data collected.