Date of Conferral







Mary Martin


AbstractThe nursing shortage is one of the most challenging issues in global healthcare. While not an all-encompassing solution, labor force retention could alleviate the crisis. The purpose of this study, guided by Kanter’s structural theory of organizational behavior, was to determine the relationships between access to power, opportunity for growth, structural empowerment (SE), and employee commitment among millennial newly registered nurses (NRNs) and to determine if there is a difference in SE between male and female millennial NRNs. Survey data collected from 148 participants were analyzed using Spearman rank-order correlation tests and showed statistically significant correlations between access to power and SE, opportunity for growth and SE, and employee commitment and SE. Regression analysis showed statistically significant relationships between access to power and SE, p < .001, opportunity for growth and SE, p < .001, and between affective commitment and opportunity for growth, p < .001. The results of a Wilcoxon–Mann–Whitney test indicated an absence of gender differences in SE and employee commitment. The results demonstrate millennial NRNs’ need for recognition of their talents and ability to advance professionally. Future research should focus on the effect of the remaining dimensions of Kanter’s framework on the perceptions of SE among millennial NRNs. Structured professional development plans and consistent managerial support will help retain millennial NRNs. Adequate human resources to care for the influx of patients will mitigate the healthcare crisis, promoting positive social change.

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Nursing Commons