Empowering LeadershipNCT07774767
Effects of a Flipped-Learning Empowering Leadership Program on Nurse Leaders, Staff, and Residents in Long-Term Care Facilities
A study testing Flipped-Learning Empowering Leadership Program and Educational Brochure (Conventional Learning) in people with Empowering Leadership and Long-Term Care, run by I-Hui-Chen at 1 site in Taiwan.
Trial summary
This pilot cluster quasi-experimental study tested a 12-week empowering-leadership training program delivered through flipped learning to nurse leaders in residential long-term care facilities, compared with a conventional brochure-based approach. Read more about this study
- Who is it for?
- Ages 20 years and older
- Conditions the study is for
- Empowering Leadership, Long-Term Care, Nurse Leaders
- What is being tested?
- Flipped-Learning Empowering Leadership Program and Educational Brochure (Conventional Learning)
- Type of treatment
- Lifestyle or therapy programme
- Could I receive a placebo?
- No, everyone receives an active treatment
- How many people
- 287 participants
- Where
- 1 siteTaiwan
- Study dates
- 1 Aug 2018to 30 May 2020
- Phase
- Interventional
- Are there results?
- None posted in the registry
Key requirements
Who can take part, as listed by the sponsor. Only the study team can confirm whether you are eligible, so take this list to your doctor.
- Ages 20 years and older
- All sexes
- No healthy volunteers
- Adult, Older adult
Who may be able to join
- Nurse Leaders:
- Age ≥ 20 years
- Employed as nursing director, supervisor, or head
- Employed at the facility for more than 6 months
- Willing to participate and able to give informed consent
- Nursing Staff:
Show all 16Show fewer
- Registered nurse, licensed practical nurse, or nursing assistant
- Employed at the facility for ≥ 3 months
- Age ≥ 20 years
- Informed consent given
- Residents:
- Resided at the facility for ≥ 3 months
- Mini-Mental State Examination (MMSE) score ≥ 24
- No severe hearing impairment
- Not terminally ill
- Written informed consent given (or via authorized representative as applicable)
Who cannot join
- Nurse Leaders:
- Indicated intent to leave the position within the next 6 months
Trial locations and contacts
1 site in 1 country.
About this study
Official title: Flipped Learning for Leader Empowering Leadership in Aged Care: A Pilot Cluster Quasi-Experimental Study
This pilot cluster quasi-experimental study tested a 12-week empowering-leadership training program delivered through flipped learning to nurse leaders in residential long-term care facilities, compared with a conventional brochure-based approach. Six facilities in central Taiwan participated: two (one public, one private) received the flipped-learning program for their leaders, and four (one public, three private) served as controls. The study examined effects at three levels: nurse leaders' own empowering leadership behaviors and facility-level nursing staff retention/turnover and resident hospitalization rates; nursing staff's perceptions of their leader's empowering behaviors, burnout, psychological empowerment, and job satisfaction; and residents' health status, quality of life, and satisfaction with care.
- Conditions
- Empowering Leadership, Long-Term Care, Nurse Leaders
- Being tested
- Flipped-Learning Empowering Leadership Program, Educational Brochure (Conventional Learning)
What participants receive
What participants receive. In a randomised study each person is assigned to one group by chance.
Flipped-Learning Empowering Leadership ProgramBehavioural
A 12-week, 24-hour empowering leadership program (one 2-hour module per week). Each week, a 60-minute instructional video was posted for asynchronous pre-class learning, followed by a 1-hour face-to-face session (small-group discussion, case studies, brief presentations, practical exercises), with instructor summary. Post-class activities included reflection and assignments.
Educational Brochure (Conventional Learning)Behavioural
Nurse leaders in the control group received a printed brochure covering the same empowerment/empowering-behavior content as the intervention group, without structured flipped-learning sessions. The research team maintained regular contact to answer questions but provided no additional training.
| Study group | Role | What they receive |
|---|---|---|
| Flipped Learning Intervention | Experimental | 2 residential long-term care facilities (1 public, 1 private): 10 nurse leaders, 40 nursing staff, 100 residents. Nurse leaders received a 12-week flipped-learning empowering leadership program. Receives: Behavioral: Flipped-Learning Empowering Leadership Program |
| Conventional Learning / Control | Active comparator | 4 residential long-term care facilities (1 public, 3 private): 11 nurse leaders, 40 nursing staff, 86 residents. Nurse leaders received a printed brochure with identical content, without structured flipped-learning sessions. Receives: Behavioral: Educational Brochure (Conventional Learning) |
What is being measured
The primary outcome is the main question the study is designed to answer.
Leader Empowerment Behavior
Leader Empowerment Behavior Scale (Chinese version), a 27-item self-report measure across 5 subscales (extending meaning of work, engaging staff in decision-making, expressing confidence, encouraging goal achievement, providing autonomy). Each item rated on a 7-point Likert scale (1=strongly disagree, 7=strongly agree); total score range 27-189, with higher scores indicating more empowering leadership behavior (better outcome). Cronbach's α=0.71; test-retest r=0.83.
Measured: Baseline and immediately post-intervention (approximately 12 weeks)
Staff-Perceived Leader Empowering Behavior
Modified version of the Leader Empowerment Behavior Scale, a 27-item measure completed by nursing staff about their leader, across 5 subscales. Each item rated on a 7-point Likert scale; total score range 27-189, with higher scores indicating more empowering behavior as perceived by staff (better outcome). Cronbach's α=0.85; test-retest r=0.71.
Measured: Baseline (at enrollment) and 3 months after intervention completion (approximately August 2019)
Secondary outcomes (10)
Occupational Burnout
Occupational Burnout Inventory Scale, a 21-item self-report measure across 4 subscales (personal burnout, work-related burnout, client-related burnout, over-commitment to work). Each item rated on a 5-point Likert scale; total score range 21-105, with higher scores indicating greater burnout (worse outcome). Cronbach's α=0.80; test-retest reliability=0.78.
Measured: Baseline (at enrollment) and 3 months after intervention completion (approximately August 2019)
Psychological Empowerment
Spreitzer's Psychological Empowerment Scale, a 12-item self-report measure across 4 subscales (meaning, competence, self-determination, impact). Each item rated on a 5-point Likert scale; total score range 12-60, with higher scores indicating greater psychological empowerment (better outcome). Cronbach's α=0.87; test-retest reliability=0.82.
Measured: Baseline (at enrollment) and 3 months after intervention completion (approximately August 2019)
Job Satisfaction
Minnesota Satisfaction Questionnaire Short Form, a 20-item self-report measure. Each item rated on a 5-point Likert scale; total score range 20-100, with higher scores indicating greater job satisfaction (better outcome). Cronbach's α=0.88; test-retest reliability=0.84.
Measured: Baseline (at enrollment) and 3 months after intervention completion (approximately August 2019)
Job Stress
Single-item self-report measure ("Do you often feel very stressed at work?"), rated on a 5-point Likert scale; score range 1-5, with higher scores indicating greater job stress (worse outcome).
Measured: Baseline (at enrollment) and 3 months after intervention completion (approximately August 2019)
Health Status (SF-36)
36-Item Short Form Health Survey (SF-36), across 8 domains (physical functioning, role limitations due to physical health, role limitations due to emotional problems, pain, emotional well-being, social functioning, energy, general health). Each domain scored 0-100, with higher scores indicating better health status (better outcome). Cronbach's α=0.78-0.90; test-retest reliability=0.86-0.91.
Measured: Baseline (at enrollment) and 3 months after intervention completion (approximately August 2019)
Quality of Life (WHOQOL-BREF)
World Health Organization Quality of Life Questionnaire, Abbreviated Version (WHOQOL-BREF), across 4 domains (physical health, psychological health, social relationships, environmental health). Domain scores range from 4 to 20, with higher scores indicating better quality of life (better outcome). Cronbach's α=0.80-0.88; test-retest reliability=0.90-0.95.
Measured: Baseline (at enrollment) and 3 months after intervention completion (approximately August 2019)
Care Quality / Customer Satisfaction
Customer Satisfaction Scale, a 25-item self-report measure across 4 subscales (comfort/cleanliness, nursing care, food services, facility care/services). Each item rated on a 5-point Likert scale; total score range 25-125, with higher scores indicating greater satisfaction with care quality (better outcome). Cronbach's α=0.94; test-retest reliability=0.75.
Measured: Baseline (at enrollment) and 3 months after intervention completion (approximately August 2019)
Nursing Staff Retention Rate
Measured: 12-month period prior to the intervention (baseline) and 12-month period beginning approximately 1 month after the 12-week intervention was completed (follow-up)
Nursing Staff Turnover Rate
Measured: 12-month period prior to the intervention (baseline) and 12-month period beginning approximately 1 month after the 12-week intervention was completed (follow-up)
Resident Hospitalization Rate
Measured: 12-month period prior to the intervention (baseline) and 12-month period beginning approximately 1 month after the 12-week intervention was completed (follow-up)
Timeline
From the start of the study to its completion; the mark is today. Estimated dates are the sponsor’s plan.
- First posted19 Aug 2026
- Study start1 Aug 2018
- Primary completion30 May 2019
- Study completion30 May 2020
Resources
- Official record on ClinicalTrials.govThe registry entry this page is built from, with its full change history.
- Other trials for Empowering LeadershipStudies of the same condition, open and under way.
- What the trial phases meanHow a treatment moves from first tests in people to approval.
More details
For doctors and researchers: how the study is designed, who runs it, and its registry IDs.
Study design
- Study type
- Interventional
- Phase
- Phase N/A
- Primary purpose
- Health services research
- Allocation
- Non-randomised
- Intervention model
- Parallel groups
- Masking
- None (open label)
- Enrolment
- 287 participants (actual)
Sponsor and investigators
- Lead sponsor
- I-Hui-Chen
- Sponsor type
- University, hospital or other
- Responsible party
- Sponsor-investigator, I-Hui-Chen, Taipei Medical University
IDs, dates and publications
- ClinicalTrials.gov ID
- NCT07774767
- Sponsor's protocol ID
- CRREC-105-002
- Status last verified
- Aug 2026
- First submitted
- 13 Aug 2026
- Last updated
- 19 Aug 2026
- Results posted
- No
- FDA-regulated drug
- No
- FDA-regulated device
- No
Study at a glance
From the registry record, last updated by the sponsor on 19 Aug 2026. Recruitment status is as the sponsor reported it: confirm with the study team.
- Official title
- Flipped Learning for Leader Empowering Leadership in Aged Care: A Pilot Cluster Quasi-Experimental Study
- ClinicalTrials.gov ID
- NCT07774767
- Acronym / sponsor ID
- CRREC-105-002
- Conditions
- Empowering Leadership, Long-Term Care, Nurse Leaders
- Study type
- Interventional
- Recruitment status
- Completed
- Enrolment
- 287 participants (actual)
- Lead sponsor
- I-Hui-ChenUniversity, hospital or other
- Study start
- 1 Aug 2018 (actual)
- Primary completion
- 30 May 2019 (actual)
- Study completion
- 30 May 2020 (actual)
- First posted
- 19 Aug 2026 (actual)
- Results
- Not posted in the source record
Clinical summary
The research question as the sponsor registered it. This describes what the study plans to test, not what it found.
This pilot cluster quasi-experimental study tested a 12-week empowering-leadership training program delivered through flipped learning to nurse leaders in residential long-term care facilities, compared with a conventional brochure-based approach. Six facilities in central Taiwan participated: two (one public, one private) received the flipped-learning program for their leaders, and four (one public, three private) served as controls. The study examined effects at three levels: nurse leaders' own empowering leadership behaviors and facility-level nursing staff retention/turnover and resident hospitalization rates; nursing staff's perceptions of their leader's empowering behaviors, burnout, psychological empowerment, and job satisfaction; and residents' health status, quality of life, and satisfaction with care.
Study design
- Primary purpose
- Health services research
- Allocation
- Non-randomised
- Intervention model
- Parallel groups
- Masking
- None (open label)
- Number of arms
- 2
| Arm | Type | Receives |
|---|---|---|
| Flipped Learning Intervention | Experimental | Behavioral: Flipped-Learning Empowering Leadership Program2 residential long-term care facilities (1 public, 1 private): 10 nurse leaders, 40 nursing staff, 100 residents. Nurse leaders received a 12-week flipped-learning empowering leadership program. |
| Conventional Learning / Control | Active comparator | Behavioral: Educational Brochure (Conventional Learning)4 residential long-term care facilities (1 public, 3 private): 11 nurse leaders, 40 nursing staff, 86 residents. Nurse leaders received a printed brochure with identical content, without structured flipped-learning sessions. |
Who may qualify
- Ages
- 20 years and older
- Sex
- All
- Healthy volunteers
- Not accepted
- Age groups
- Adult, Older adult
Key inclusion criteria (16 listed)
- Age ≥ 20 years
- Employed as nursing director, supervisor, or head
- Employed at the facility for more than 6 months
- Willing to participate and able to give informed consent
- Registered nurse, licensed practical nurse, or nursing assistant
Key exclusion criteria (2 listed)
- Indicated intent to leave the position within the next 6 months
Eligibility is decided by the study team after screening; this overview does not establish that a patient qualifies. Full inclusion and exclusion criteria.
Interventions
| Intervention | Type | Arms |
|---|---|---|
| Flipped-Learning Empowering Leadership ProgramA 12-week, 24-hour empowering leadership program (one 2-hour module per week). Each week, a 60-minute instructional video was posted for asynchronous pre-class learning, followed by a 1-hour face-to-face session (small-group discussion, case studies, brief presentations, practical exercises), with instructor summary. Post-class activities included reflection and assignments. | Behavioural | Flipped Learning Intervention |
| Educational Brochure (Conventional Learning)Nurse leaders in the control group received a printed brochure covering the same empowerment/empowering-behavior content as the intervention group, without structured flipped-learning sessions. The research team maintained regular contact to answer questions but provided no additional training. | Behavioural | Conventional Learning / Control |
Primary outcome
Leader Empowerment Behavior
Time frame: Baseline and immediately post-intervention (approximately 12 weeks)
Leader Empowerment Behavior Scale (Chinese version), a 27-item self-report measure across 5 subscales (extending meaning of work, engaging staff in decision-making, expressing confidence, encouraging goal achievement, providing autonomy). Each item rated on a 7-point Likert scale (1=strongly disagree, 7=strongly agree); total score range 27-189, with higher scores indicating more empowering leadership behavior (better outcome). Cronbach's α=0.71; test-retest r=0.83.
Staff-Perceived Leader Empowering Behavior
Time frame: Baseline (at enrollment) and 3 months after intervention completion (approximately August 2019)
Modified version of the Leader Empowerment Behavior Scale, a 27-item measure completed by nursing staff about their leader, across 5 subscales. Each item rated on a 7-point Likert scale; total score range 27-189, with higher scores indicating more empowering behavior as perceived by staff (better outcome). Cronbach's α=0.85; test-retest r=0.71.
10 secondary outcomes
Occupational Burnout
Time frame: Baseline (at enrollment) and 3 months after intervention completion (approximately August 2019)
Psychological Empowerment
Time frame: Baseline (at enrollment) and 3 months after intervention completion (approximately August 2019)
Job Satisfaction
Time frame: Baseline (at enrollment) and 3 months after intervention completion (approximately August 2019)
Job Stress
Time frame: Baseline (at enrollment) and 3 months after intervention completion (approximately August 2019)
Health Status (SF-36)
Time frame: Baseline (at enrollment) and 3 months after intervention completion (approximately August 2019)
Quality of Life (WHOQOL-BREF)
Time frame: Baseline (at enrollment) and 3 months after intervention completion (approximately August 2019)
Care Quality / Customer Satisfaction
Time frame: Baseline (at enrollment) and 3 months after intervention completion (approximately August 2019)
Nursing Staff Retention Rate
Time frame: 12-month period prior to the intervention (baseline) and 12-month period beginning approximately 1 month after the 12-week intervention was completed (follow-up)
Nursing Staff Turnover Rate
Time frame: 12-month period prior to the intervention (baseline) and 12-month period beginning approximately 1 month after the 12-week intervention was completed (follow-up)
Resident Hospitalization Rate
Time frame: 12-month period prior to the intervention (baseline) and 12-month period beginning approximately 1 month after the 12-week intervention was completed (follow-up)
Results and safety
The study is completed, but results are not available in the source record. That does not mean the treatment did or did not work.
Research links
- Official record on ClinicalTrials.govLast updated by the sponsor 19 Aug 2026.
Referral and contact
AzTrials does not enrol participants or take referrals. Contact the study team or a site listed below; they decide who can take part. This study is not recruiting at the moment.
The record lists no contact. Use the official record to reach the sponsor.
1 site in 1 country: see every site and its status.
Questions about this trial
What is this clinical trial studying?
A study testing Flipped-Learning Empowering Leadership Program and Educational Brochure (Conventional Learning) in people with Empowering Leadership and Long-Term Care, run by I-Hui-Chen at 1 site in Taiwan.
The full registered description is in the About this study section and the official record.
Who may be eligible to take part?
The sponsor lists 16 inclusion and 2 exclusion criteria. Eligibility is decided by the study team after screening, so read the full criteria and contact a listed site.
Is this clinical trial currently recruiting?
The record says: finished, as of the sponsor's last update on 19 Aug 2026. Status can change between updates, so confirm with the study contact before making plans.
Where is the study taking place?
The record lists 1 site in Taiwan. Whether a site is taking part right now should be confirmed with that site. See every site.
What are the possible benefits and risks?
They depend on the study and the treatment, and no study can promise a benefit. The study team explains the known risks during informed consent, before anyone joins; the record itself does not list them.
Are results available for this study?
The study is completed, but results are not available in the source record. That does not mean the treatment did or did not work.
How can a doctor refer a patient or contact the research team?
The record lists no contact. The official record names the sponsor, who can be asked directly. AzTrials does not enrol participants or take referrals.
What does the primary outcome measure?
Leader Empowerment Behavior (time frame: Baseline and immediately post-intervention (approximately 12 weeks)). The study lists 2 primary outcomes in all. It is what the study was designed to measure, not a finding.
Where can I read the original study information?
Does a listing mean the treatment is approved or proven to work?
No. A listing means the study is registered. It does not show that the treatment is safe, works, or is approved by a regulator.
How often is this information updated?
AzTrials copies changed records from ClinicalTrials.gov every night and reloads the whole registry every week. The sponsor last updated this record on 19 Aug 2026.