Abbreviation / Long Form: CWEQ-II / Conditions of Work Effectiveness Questionnaire-II Abbreviation: CWEQ-II (>> Co-occurring Abbreviation). Long Form. The main purpose of this paper is to examine the psychometric properties of the original five-point CWEQ II using Item Response Theory (IRT) methods, followed . Background: The article presents the Polish adaptation of the Conditions for Work Effectiveness Questionnaire II (CWEQ II), developed by Laschinger et al.

Author: Akira Jujin
Country: Russian Federation
Language: English (Spanish)
Genre: History
Published (Last): 26 June 2013
Pages: 112
PDF File Size: 1.20 Mb
ePub File Size: 4.85 Mb
ISBN: 970-3-60112-374-5
Downloads: 5259
Price: Free* [*Free Regsitration Required]
Uploader: Akinolkis

Search Our Scientific Publications & Authors

The results showed that M1 was the worth fitting model, with all the fit indices out of the acceptable range. The outcome of the steps described above was the Portuguese version of the CWEQ-II, consisting of 14 items including 3 for each dimension: Our findings revealed that the original structure of the questionnaire was also replicated in the Portuguese context; however, the structure of il general second-order factor showed very similar indices to the observed ones in the original structure of four factors.

A jackknife variance estimator for unistage stratified samples with unequal probabilities. Structural empowerment; Scale; Psychometric validation; University. Access to opportunity refers to the possibility of growth and movement within the organization as well as the opportunity to increase knowledge and skills.

Items were derived from Kanter’s original ethnographic study of work empowerment and modified by Chandler for use in a nursing population. Structural empowerment in nursing: These initial researches fweq indicated the validity of the instrument. J Nurs Scholarsh ;37 4: Registered nurses RNs employed in the EDs of 6 hospitals in a major health care system in the eastern United States were surveyed regarding their perceptions of empowerment.

Health and Quality of Life Outcomes36e1-e5. The purpose of this study was to examine the effect of a renal nursing professional practice model PPM on nurses’perceptions of empowerment, characteristics of practice environments and the impact on nursing care outcomes in a university-based teaching hospital in Canada.


The two final questions of the questionnaire, referring to the evaluation of the component, were adequately identified as a seventh factor. Journal of Personality54 Thus, power is related to autonomy and mastery, instead of domination and control, and maximizes the power enjoyed by each member of the organization Armstrong et al.

Empowerment is a polysemic concept that has been used in an increasing form, mainly as from the 90’s. It is an index that assumes values between 0 and 1 and measures the homogeneity between the questions and all the correlations among the evaluated items. The first model M1 assumes that all items of the scale load on one common factor “structural empowerment” and, therefore, that the four dimensions cannot be differentiated. For identification of the respondents, the researchers had elaborated eight closed questions related to personal and professional data.

There were determined as eligibility criteria: Meanwhile, it is an easy-to-apply tool requiring minimal time to complete. Service climate as a mediator of organizational empowerment in customer-service employees.

Conditions of Work Effectiveness Questionnaire-II (CWEQ-II) – Allie: Abbreviation / Long Form Info.

The CWEQ-II could be useful in designing organizational strategies for which empowering employees may be advantageous to improve the quality of services as well as increasing employees’ well-being. Most of the sample was married The average age of the sample was Such results indicate lower values than the obtained ones in this research. Epub Feb Oxford Bulletin of Economics and Statistics70 The psychometric properties wceq the Portuguese version of the CWEQ-II were adequate, supporting the use of this questionnaire in the workplace.

Furthermore there is the component vweq global empowerment, composed of two items that validate it, one on environment and the other one on workplace. As for sample’s sociodemographic characteristics, cdeq Moreover, for the estimation of the model the technique of main components was used contrary to the traditional method of Maximum Probability, that assumes Multivariable Normality of the answers. Methods of Psychological Research Online8 2 Table 3 presents the fit statistics for the different proposed models.


Predictive validity was analyzed using a multiple regression model, with the global empowerment score as the dependent variable and the four sub-scales of the CWEQ-II as the independent variables. The model of organizational empowerment 4 is potentially used ccweq administrative nurses with respect to professional autonomy.

Instruments that measure the structural power of nurses in health institutions are rare, cwwq not absent in national literature, however, other instruments developed in foreign literature are amply translated and validated for usage in Brazil, generating knowledge about different areas cqeq nurse performance 19 – The CWEQ-II has been frequently studied and used in nursing research since and has shown consistent reliability and validity Seibert et al.

To measure the perception of structural empowerment by nurses and examine the relationship between staff registered nurse participation in organizational structures and perceived structural empowerment. Power within organizations derive from structural conditions and not from personal characteristics or the effects of socialization, it is relative and determines the behavior and the perception of impotence of the people in different hierarchical levels 3.

Exploring predictors of organizational identification: Following, contact dweq the directors of Nursing of the institutions was made, requesting authorization for development of the research. Transformational leadership and career satisfaction: A longitudinal analysis of the impact of workplace empowerment on work satisfaction.

These results might indicate different workplace perceptions and job characteristics. Preliminary analyses were conducted to ensure no violation of the assumptions of normality, linearity, multicollinearity, and homoscedasticity.