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Aim: This study aimed to analyse the mediator effect of role ambiguity between social support from supervisor and colleagues and job satisfaction in Portuguese nursing staff. Background: Few studies have analysed the processes through which social support increases job satisfaction in the nursing context. Design: A cross‐sectional design using questionnaires. Method: A total of 124 registered nurses and 130 certified nursing assistants participated in the study. Mediation analysis was performed by calculating percentile confidence intervals (10,000 resamples). Results: Mediation analysis revealed a partial mediation between social support and job satisfaction through role ambiguity. The direct effect was greater in the case of supervisor support. Conclusions: Social support is a crucial resource in the nursing work context with a beneficial effect on well‐being (e.g. reducing role stress) and job satisfaction. Implications for Nursing Management: Managers of hospitals and health units can establish the organizational bases to facilitate this process, considering the importance of the role of the supervisors and colleagues in the provision of high levels of instrumental and socio‐emotional support. [ABSTRACT FROM AUTHOR]

Aim: To analyse the moderating effect of role clarity on the relationship between social support (supervisor and colleagues) and job satisfaction. Background: The social support of supervisors and co‐workers and the clarity of roles are important antecedents of job satisfaction. According to the Conservation of Resources theory, the interaction of the instrumental nature of role clarity and social support would result in higher levels of job satisfaction in nursing. Methods: Through a convenience sample, a final sample of 191 participants (64.92% registered nurses, 35.08% nursing assistants) was obtained from a private hospital complex in Portugal. Hierarchical linear regression models were carried out to check the moderating function of role clarity. Results: Regression models showed the moderating effect of role clarity. Nursing staff with high social support from their supervisors and peers showed higher scores in job satisfaction when role clarity was high. Conclusion: An adequate description of roles, through clear and detailed information regarding expected functions, responsibilities and behaviour, allows the effect of social support from supervisors and co‐workers on job satisfaction to be stronger. Implications for nursing practice: Strategies such as defining responsibilities, setting clear expectations and role analysis allow a reduction in sources of uncertainty in jobs. Training in communication and feedback skills would improve the social support given by supervisors and colleagues. Implications for nursing policy: Hospital boards and nurse managers should be aware of the importance of clarifying roles, responsibilities, and functions of each professional category and hierarchical level for the provision of adequate quality of care. [ABSTRACT FROM AUTHOR]

The aim of the study was to verify the mediator role of work engagement between supervisor social support and affective organizational commitment. A cross-sectional and correlational study using questionnaires was conducted. We obtained a convenience sample of 267 participants from 403 nurses from two public hospitals (66.25% response rate). Participants were required to be registered nurses without a supervisor position and to have worked for at least 1 year in the same ward in a public hospital. The mediator role of work engagement was examined using path analysis and bootstrapping method (bias-corrected confidence intervals). Results showed that affective organizational commitment was positively and significantly predicted by supervisor support, vigor, and absorption. Supervisor support had both a direct effect and an indirect effect, through vigor and absorption, on affective organizational commitment. Social support from supervisors allows an increase both in nurses' engagement and their desire to remain in the organization. [ABSTRACT FROM AUTHOR]

According to the health organization model: 1) social resources in the working group (e.g. social support) and structural resources for the execution of tasks (e.g. autonomy) are correlated with 2) healthy, active professionals experiencing high levels of psychosocial well-being through job satisfaction. This study examines to what extent social resources in the work group (supervisor and peer social support) and employees' perception of global empowerment correlate with job satisfaction. Design: A cross-sectional and exploratory study of a descriptive and correlational nature. Methods: Following a quantitative methodology, a structural equation model was created, processed by Stata software. This study comprised a convenience sample of 370 Portuguese healthcare professionals working in five-star private hospitals, and aimed to examine the relationship between social support, global empowerment, and job satisfaction. Data were gathered from physically administered questionnaires. Results: Job satisfaction was significantly predicted by social support and global empowerment (direct and indirect effects). Conclusion: The results support the health organization model, indicating that positive outcomes, such as job satisfaction, can be predicted by perceptions of social resources (social support) and structural resources (global empowerment), but also that perceptions of global empowerment play a mediating role between perceived social support and job satisfaction. [ABSTRACT FROM AUTHOR]

In the nursing context, structural empowerment has proved to be an organizational tool leading to the prevention of stress and burnout. Structural empowerment is defined as the perception of the presence or absence of empowering conditions in the workplace. However, few studies have explored the particular relationships between power in organizations, structural empowerment, and burnout. The aim of this study was to examine the mediator role of structural empowerment (access to opportunities, information, support, and resources) in the relationship between formal and informal power, and core burnout among Portuguese nurses. We administered a questionnaire among a convenience sample of 304 nurses employed in public hospitals. Model fit and mediation analysis were conducted using path analysis and bootstrapping methods. Formal power, informal power, access to opportunities, and access to resources were significant and negative predictors of core burnout. Opportunities, resources, and informal power had a direct influence on core burnout. Formal power and informal power showed an indirect influence, mediated by opportunities and resources, on core burnout. These findings suggest that by providing nurses with high levels of formal and informal power, as well as access to resources and opportunities, their risk of core burnout can be lowered. [ABSTRACT FROM AUTHOR]

Greater effectiveness of health care does occur with a more effective management of interpersonal processes. A working management environment, which ensures sufficient access to information, support, resources, and opportunities (structural empowerment), probably can promote a personal perception of capacity and effectiveness (global empowerment) in caregivers to achieve organizational objectives and job satisfaction. This study evaluated the relationship between empowerment and job satisfaction, supported by Kanter's theory of structural empowerment. This study used a convenience sample of 151 nurses from public Portuguese hospitals. The adjustment of the model and the effect of mediation were carried out with a structural equation model (path analysis) through the statistical software STATA. The results show the mediator effect of global empowerment on the relationship between structural empowerment and job satisfaction and the direct and indirect effects of "access to opportunities" in job satisfaction. Managers of these health units should consider that the more the work environment is characterized by having the resources, opportunities, and support indispensable to the good execution of the work by the nurses, the greater the global empowerment and job satisfaction. The results obtained can be an important contribution that can be adopted as a strategy in any health institution without any harm. [ABSTRACT FROM AUTHOR]

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Aims Kanter's structural empowerment model was used to assess the influence of access to opportunities, resources, information and support on core burnout through global empowerment in a nursing sample in Portugal. Background The empowerment experience increases the levels of nursing professionals' satisfaction and performance preventing the emergence of burnout. However, the relationship between structural empowerment and burnout has been scarcely studied in Portugal. Methods We conducted a cross-sectional correlational study assessing a final sample of 297 participants (62.13% response rate, 63.64% women). Model fit and mediation test were examined using structural equation modelling (path analysis). Results Access to opportunities and access to support had direct impact, through global empowerment, on core burnout, whereas access to resources had both direct and indirect impact on core burnout. Conclusions The results validated the structural empowerment model and its application in nursing staff in Portugal. Implications for Nursing Management Professional training plans, the development of formal and informal support networks, and the availability of resources increase the levels of empowerment and decrease the likelihood of experiencing burnout in nursing professionals. [ABSTRACT FROM AUTHOR]

Role stress (ambiguity and conflict) is a major psychosocial risk at work negatively associated with job satisfaction in the nursing context. According to Kanter's empowerment theory, high levels of structural empowerment reduce role stress, so role ambiguity and conflict could be potential mediators of the relationship between empowerment and job satisfaction. The aim of this study was to analyze the relationships between structural empowerment, role stress (ambiguity and conflict), and job satisfaction, assuming the mediating role of role stress on the relationship between structural empowerment and job satisfaction. A cross-sectional design was utilized, using questionnaires for data collection and convenience sampling. : Private health care organizations in southern Portugal. One hundred and twenty-four registered nurses (sample 1) and one hundred and thirty certified nursing assistants (sample 2) completed self-report measures of structural empowerment, role stress, and job satisfaction. Mediation analysis was performed using linear regression models and the bootstrapping method. Bias-Corrected confidence intervals (95%) were calculated for the study of direct and indirect effects. In both samples, structural empowerment, role ambiguity, and role conflict were significant predictors of job satisfaction. Both ambiguity and role conflict partially mediated the effect of structural empowerment on job satisfaction. The effect mediated by ambiguity was greater than the effect mediated by role conflict in both registered nurses and certified nursing assistants. Two processes could explain the effect of structural empowerment on job satisfaction in the nursing context: a direct effect generating experiences and perceptions of power in professionals; and an indirect effect reducing role stress levels in the workplace. The creation of empowering workplaces which clarify work roles and functions of nursing staff should be a priority issue for health managers and nurse executives. [ABSTRACT FROM AUTHOR]