Results
Descriptive results
Means and standard deviations (SDs) for the major
study variables are presented in Table 3. Overall newlygraduated
nurses perceived their work environments to
be moderately structurally empowering, which was
somewhat higher than Cho et al.s (2006) study of new
graduates. Consistent with previous nursing research,
new graduates reported having the greatest access to
opportunity and informal power (Greco et al. 2006,
Laschinger 2008). Access to support and formal power
were perceived as least empowering.
Levels of overall psychological empowerment were
moderate, with meaning perceived to be the most psychologically
empowering factor. Impact was perceived
to be the least empowering in the present study, consistent
with previous studies of acute care nurses (Cline
2001, Laschinger et al. 2001b).
Reports of supervisor and co-worker incivility were
marginally higher than results reported in Laschinger
et al.s (2009b) study of staff nurses. These results were
difficult to compare as the rating anchors were somewhat
different. Nevertheless, both studies found coworker
incivility to be higher than perceived supervisor
incivility. In the present study 90.4% of participants
reported some degree of co-worker incivility, with
77.8% reporting some degree of supervisor incivility.
However, the majority of incivility levels were relatively
low (means = 1.50, SD = 0.56; means = 1.69, SD =
0.53 on a four-point scale, for supervisor and co-worker
incivility, respectively).
Moderate levels of affective commitment were also
reported in the present study, consistent with previous
studies of newly-graduated (Cho et al. 2006) and acute
care staff nurses (Laschinger et al. 2001a, 2009a
ResultsDescriptive resultsMeans and standard deviations (SDs) for the majorstudy variables are presented in Table 3. Overall newlygraduatednurses perceived their work environments tobe moderately structurally empowering, which wassomewhat higher than Cho et al.s (2006) study of newgraduates. Consistent with previous nursing research,new graduates reported having the greatest access toopportunity and informal power (Greco et al. 2006,Laschinger 2008). Access to support and formal powerwere perceived as least empowering.Levels of overall psychological empowerment weremoderate, with meaning perceived to be the most psychologicallyempowering factor. Impact was perceivedto be the least empowering in the present study, consistentwith previous studies of acute care nurses (Cline2001, Laschinger et al. 2001b).Reports of supervisor and co-worker incivility weremarginally higher than results reported in Laschingeret al.s (2009b) study of staff nurses. These results weredifficult to compare as the rating anchors were somewhatdifferent. Nevertheless, both studies found coworkerincivility to be higher than perceived supervisorincivility. In the present study 90.4% of participantsreported some degree of co-worker incivility, with77.8% reporting some degree of supervisor incivility.However, the majority of incivility levels were relativelylow (means = 1.50, SD = 0.56; means = 1.69, SD =0.53 on a four-point scale, for supervisor and co-workerincivility, respectively).
Moderate levels of affective commitment were also
reported in the present study, consistent with previous
studies of newly-graduated (Cho et al. 2006) and acute
care staff nurses (Laschinger et al. 2001a, 2009a
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