Hemşirelerin Ekip Güçlendirme Düzeyi ve İlişkili Faktörlerin Belirlenmesi

Abstract

This study was conducted in two stages: metadological design to adapt the Sieloff-King Assessment of Work Team/Group Empowerment within Organizations scale into Turkish and descriptive relational design to determine the level of team empowerment of nurses and related factors. The population of the study consisted of nurses working in hospitals affiliated to Ankara Provincial Health Directorate and university hospitals. Since the first stage of the study was methodological, 260 nurses, which is 10 times the number of scale items, and the second stage was conducted with 205 nurses. The data of the study were collected between December 15, 2022, and September 30, 2023 using the Nurse Descriptive Information Form, Organizational Empowerment Scale, Sieloff-King Scale for Assessment of Work Team/Group Empowerment in Organizations Turkish Version (SKAWTGEO-TR). In the first stage of the study, Davis technique was used for content validity, Confirmatory Factor Analysis (CFA) and criterion-dependent validity for construct validity, Cronbach's α value and test-retest reliability, Pearson correlation coefficient for reliability analysis. While evaluating the data of the second phase of the study, the difference in scores between two independent groups was analyzed by Independent Sample T Test, the difference in scores between more than two independent groups was analyzed by One-Way Analysis of Variance (ANOVA), and the difference between which groups was analyzed by Tukey Test. Pearson Correlation Coefficient was used to determine the factors associated with nurses' team empowerment levels. The Content Validity Index (CVI) of the SKAWTGEO-TR scale was 94%. The construct validity of the scale was achieved in 20 items and 7 sub-dimensions with χ²/sd=1.990, GFI=0.901, AGFI=.861, NFI=.931 NNFI (TLI)= 954 CFI= .964 RMSEA=.062 SRMR=.045 fit indices. Criterion-dependent validity between the scale adapted into Turkish and the Organizational Empowerment scale was found to be statistically significant at a moderate positive level (r=0.657; p<0.001). The Cronbach's α values of the sub-dimensions of the SKAWTGEO-TR scale ranged between 0.81 and 0.93 and the overall Cronbach's α value was 0.94. Test-retest scores showed highly significant linear relationships (r=0.792-0.954; p<0.001). The mean team empowerment level score of the nurses was found to be high (78.25±11.658). A significant correlation was found between educational status and the mean scores of Controlling the Effects of Environmental Forces and Empowerment Capacity, between the unit of employment and Position and Resource sub-dimension, between satisfaction with the position and Empowerment Perspective, Goals/Outcomes Competency, Group Leader's Empowerment Competency, Position, Resource, Empowerment Perspective and Empowerment sub-dimensions, and between managers' training on management and Empowerment Perspective (p<0.05). In conclusion, SKAWTGEO-TR is a valid and reliable tool to determine team empowerment levels of nurses in Turkey. In addition, it is recommended to employ nurses with bachelor's degree, to create opportunities for nurses to work in positions they are satisfied with, to provide management training for nurse managers before coming to the management position, and to improve the team empowerment level of nurses by examining the team empowerment level of nurses and related factors specific to the unit they work in.