Testing the effects of an empowerment-based leadership development programme: part 2 – staff outcomes
Article first published online: 16 AUG 2013
© 2013 John Wiley & Sons Ltd
Journal of Nursing Management
Special Issue: This issue: Global nursing leadership Issue editors: Pamela Thompson and Kristiina Hyrkas
Volume 22, Issue 1, pages 16–28, January 2014
How to Cite
2014) Journal of Nursing Management 22, 16–28. Testing the effects of an empowerment-based leadership development programme: part 2 – staff outcomes, , , , , , , (
- Issue published online: 13 JAN 2014
- Article first published online: 16 AUG 2013
- Manuscript Accepted: 17 DEC 2012
- Canadian Health Services Research Foundation. Grant Number: RC2-1612
- British Columbia Ministry of Health Nursing Directorate
- Vancouver Coastal Health Authority and Fraser Health Authority
- Chief Nursing Officers
- leader empowering behaviours;
To determine if nurse leaders' attendance at a leadership development programme based on an empowerment framework would increase staff perceptions of organisational support and organisational commitment.
Leadership empowering behaviours are teachable relational competencies that have been associated with quality leader-staff relationships and positive staff outcomes.
A quasi-experimental, pre-test–post-test design was used to compare perceptions of staff whose leaders participated in a year-long leadership programme with staff of similar leaders who did not attend the programme. A series of multiple regression analyses were used to test the conceptual model of programme effects.
Leaders' programme participation was directly associated with greater staff organisational commitment 1 year after the programme. Both programme attendance and leader-empowering behaviours were found to act as independent catalysts for staff empowerment, with structural empowerment partially mediating the effects of leader empowering behaviours on organisational commitment.
Leader participation in a development programme based on an empowerment framework may be an important means of increasing staff organisational commitment, a key predictor of staff turnover.
Implications for nurse management
Leadership development programmes should emphasize relational competencies, including leader empowering behaviours, given their potential for enhancing organisational commitment.