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Resumo O presente estudo tem como objetivo investigar em que medida o controle burocrático e o suporte organizacional afetam o engajamento no trabalho de funcionários públicos e o papel mediador do empoderamento psicológico. Para alcançar esse objetivo, foi realizado um levantamento junto a 159 servidores públicos de dois tribunais de contas brasileiros, com posterior aplicação de análise fatorial exploratória, técnicas de parcelamento, análise fatorial confirmatória e regressão de mínimos quadrados ordinários (OLS). Os resultados evidenciam que há mediação total negativa entre controle burocrático e engajamento no trabalho por meio do empoderamento psicológico. O efeito do suporte organizacional no engajamento no trabalho é parcial e positivamente mediado pelo empoderamento psicológico. Assim, o empoderamento psicológico parece ser um importante mecanismo por meio do qual os funcionários públicos reagem a características do contexto de trabalho, sendo enfraquecido em situações de controle burocrático exacerbado ou de falta de suporte organizacional, com consequências para o nível de entusiasmo e dedicação. Os achados são discutidos à luz de suas implicações teóricas e práticas para a gestão no setor público.
Resumen El presente estudio tuvo como objetivo investigar hasta qué punto el control burocrático y el apoyo organizacional afectan el compromiso laboral de los servidores públicos y el papel mediador del empoderamiento psicológico. Para lograr este objetivo, se llevó a cabo una investigación cuantitativa, basada en datos recolectados de 159 servidores públicos de dos tribunales de cuentas brasileños, con la aplicación posterior de análisis factorial exploratorio, división de variables, análisis factorial confirmatorio y regresión de mínimos cuadrados ordinarios (OLS). Los resultados muestran que existe una mediación negativa total entre el control burocrático y el compromiso laboral a través del empoderamiento psicológico. El efecto del apoyo organizacional sobre el engagement en el trabajo está parcialmente y positivamente mediado por el empoderamiento psicológico. Así, el empoderamiento psicológico constituye un mecanismo importante a través del cual los servidores públicos reaccionan a las características del contexto de trabajo, debilitándose en situaciones de control burocrático exacerbado o falta de apoyo organizacional, con consecuencias en el nivel de entusiasmo y dedicación. Los hallazgos se discuten a la luz de sus implicaciones teóricas y prácticas para la gestión en el sector público.
Abstract The study investigates how bureaucratic control and organizational support affect the civil servant's work engagement and the mediating role of psychological empowerment. The research adopted a quantitative approach using data collected from 159 public servants of Brazilian courts of accounts, with subsequent application of exploratory factor analysis, parceling techniques, confirmatory factor analysis, and ordinary least squares regression (OLS). The results show a negative mediation of psychological empowerment in the relationship between bureaucratic control and work engagement and a partial and positive mediation between organizational support and work engagement. Thus, psychological empowerment constitutes an important mechanism through which civil servants react to characteristics of the work context, being weakened in situations of exacerbated bureaucratic control or lack of organizational support, with consequences for the level of enthusiasm and dedication. The findings are discussed in light of their theoretical and practical implications for management in the public sector.
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Background The high-pressure and high-risk nature of the police profession may consume individual resources and lead to job burnout. Objective To understand the current situation of police job burnout, and test potential mediating role of psychological empowerment between social support and job burnout. Methods From May to October 2020, a questionnaire survey was conducted among police officers in cities A and B of Sichuan Province by convenience sampling. The Perceived Social Support Scale, Psychological Empowerment Scale, and Maslach Burnout Inventory-General Survey were used to evaluate social support, psychological empowerment, and job burnout respectively. Mediation effect of psychological empowerment on the relationship between social support and job burnout was tested using bias-corrected bootstrap method. Results Of the 483 questionnaires recovered, there were 461 valid questionnaires (95.44%). The M (P25, P75) scores of social support, psychological empowerment, and job burnout were 5.00 (3.50, 5.83), 3.25 (2.00, 4.25), and 3.61 (2.43, 3.88), respectively. The positive rate of job burnout was 93.92% (433/461), of which 42.51% (196/461) and 51.41% (237/461) of the participants were at mild to moderate and severe levels of job burnout respectively. The results of Spearman correlation analysis showed that social support and psychological empowerment were negatively correlated with job burnout (r=−0.265, −0.328, P<0.01), and social support was positively corrected with psychological empowerment (r=0.390, P<0.01). The Bootstrap test results showed that social support negatively affected job burnout (β=−0.193, P<0.001) and positively affected psychological empowerment (β=0.330, P<0.001). Psychological empowerment negatively affected job burnout (β=−0.212, P<0.001) and played a partial mediating role in the relationship between social support and job burnout, and the effect value was −0.070 (95%CI: −0.097, −0.047) that accounted for 36.27% of the total effect. Conclusion Job burnout is prevalent among the police officers. Social support has a negative effect on job burnout, and psychological empowerment plays a partial mediating role between social support and job burnout.
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Abstract The study relies on the assumption that one of the main effects of phycological empowerment composed by attributes like self-esteem, locus of control, and assertiveness, is increased autonomy. The theoretical arguments are tested based on a structural equation model that allows estimating hypothetical relationships simultaneously. Additionally, differences in means between women and men are estimated for each phycological variable and the hypothetical model is tested separately to both sexes. 1,569 people (56% women) from five Mexican States compose the sample. The average age is 29 years and 59% of the sample has college degrees. The results suggest that psychological empowerment is strongly related to autonomy.
Resumen Este trabajo parte del supuesto de que uno de los principales efectos del empoderamiento psicológico es el incremento de la autonomía, y que atributos como la autoestima, el locus de control y la asertividad lo constituyen. Con base en ello, se probaron ambos planteamientos teóricos a través de un modelo de ecuaciones estructurales, ya que la técnica permite estimar relaciones hipotéticas simultáneamente. Asimismo, se estimaron las diferencias en las medias de cada una de las variables psicológicas entre mujeres y hombres y se probó el mismo modelo hipotético de forma separada para cada sexo. La muestra la conforman 1,569 personas (56% son mujeres) de cinco entidades federativas de México, la edad promedio es de 29 años y el 59% cuentan con estudios universitarios. Los resultados sugieren que el empoderamiento psicológico tiene una fuerte relación con la autonomía.
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Objective@#To explore mechanism of how nurse managers' transformational leadership affects patient satisfaction, and to examine the mediating role of nurses' psychological empowerment.@*Methods@#A total of 140 nurses and 310 patients in Sun Yat-sen University Cancer Center were surveyed. The Leadership Practice Inventory-other, the Psychological Empowerment Scale and two items from the Hospital Consumer Assessment of Healthcare Providers and Systems Survey (Chinese version) were used to measure nurse-perceived nurse managers' transformational leadership behaviors, nurses' psychological empowerment and patient satisfaction. The descriptive statistics and correlation analysis were performed using the SPSS 20.0. software package, and the structure equation modeling was performed using the MPlus 7.0.@*Results@#Higher frequencies of nurse managers adopting transformational leadership were associated with higher level of nurses' psychological empowerment (β=0.665, P < 0.05); higher level of nurses' psychological empowerment was associated with higher overall patient satisfaction (β=0.243, P < 0.05); nurses' psychological empowerment mediated the relationship between nurse managers' transformational leadership and patients' overall satisfaction (β=0.162, P=0.014); the effects of nurse managers' transformational leadership and nurses' psychological empowerment on patients' recommendation of hospital were not statistically significant (P>0.05).@*Conclusions@#Nurse managers are encouraged to adopt transformational leadership, i.e., improving clinical and leadership skills, trying to be nurses' role model, solving problems at work, empowering and motivating nurses, thus to increase nurses' senses of empowerment, and to improve patient satisfaction eventually.
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Objective@#To investigate the status of psychological empowerment and innovation ability of nurses in operating room, analyze the influence of psychological empowerment of nurses in operating room on innovation ability, and provide reference for improving the innovation ability of nurses in operating room.@*Methods@#A total of 220 nurses in the operating room of Qingdao City, Shandong Province were selected and investigated using the psychological authorization scale and the innovation ability evaluation scale.@*Results@#The average score of psychological empowerment of nurses in the operating room was 3.61±0.55, and the average score of innovation ability of nurses was 3.09±0.27. The psychological empowerment of nurses was positively correlated with the ability of innovation (P<0.05). Hierarchical regression analysis showed that the three dimensions of work significance, self-efficacy and autonomy in psychological empowerment could independently explain 23.7% variation of innovation ability.@*Conclusions@#Managers should improve the quality of operating room care services for the operating room nurses in an environment that facilitates psychological empowerment, proper authorization, and reasonable authorization to enhance the innovative ability of the operating room nurses.
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Objective To investigate the status of psychological empowerment and innovation ability of nurses in operating room, analyze the influence of psychological empowerment of nurses in operating room on innovation ability, and provide reference for improving the innovation ability of nurses in operating room. Methods A total of 220 nurses in the operating room of Qingdao City, Shandong Province were selected and investigated using the psychological authorization scale and the innovation ability evaluation scale. Results The average score of psychological empowerment of nurses in the operating room was 3.61±0.55, and the average score of innovation ability of nurses was 3.09±0.27. The psychological empowerment of nurses was positively correlated with the ability of innovation (P<0.05). Hierarchical regression analysis showed that the three dimensions of work significance, self-efficacy and autonomy in psychological empowerment could independently explain 23.7% variation of innovation ability. Conclusions Managers should improve the quality of operating room care services for the operating room nurses in an environment that facilitates psychological empowerment, proper authorization, and reasonable authorization to enhance the innovative ability of the operating room nurses.
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Objective To investigate the status and analyze the influencing factors of structural empowerment and psychological empowerment of midwives in Suzhou.Methods Using convenience sampling,totally 309 midwives from fifteen hospitals in Suzhou were investigated with the Conditions of Work Effectiveness Questionnaire-Ⅱ (CWEQ-Ⅱ) and Psychological Empowerment Scale (PES).Results The scores of structural and psychological empowerment of midwives were (18.07±3.12) and (14.82±2.01).There was a significantly positive correlation between midwives' structural and psychological empowerment (r=0.396,P＜0.01).Hospital level and whether participate in midwifery standardization training had an impact on structural empowerment score(P＜0.05).Age,parental status,job title,salary,delivery room working hours,number of night shifts per month,and whether or not participate in teaching had an impact on psychological empowerment score(P＜0.05).Conclusion Midwives' structural and psychological empowerments are at a moderate level.Administrators should take targeted intervention to create an empowerment-allowing working environment for midwives,stabilize midwives work force,strengthen midwifery discipline construction and make full specialized features of midwives.
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Objective To determine the impact of emotional intelligence, resilience and psychological empowerment of clinical nurses on self-directed learning competence. Methods Totally 270 clinical nurses from six tertiary first-class hospitals in Tianjin City were investigated with Nursing Staff Self-directed Learning Competence Scale, Emotional Intelligence Scale, the Conner-Davidson Resilience Scale and Psychological Empowerment Questionnaire, and then, the datum was analyzed by professional statistical software. Results The total score of self-directed learning competence was (124.96 ± 21.73) points, the total mean score was (3.68 ± 0.64) points, while the mean score of different dimension from high to low was self-motivational belief (3.78±0.67) points, self-monitoring and regulation (3.65 ± 0.69) points, task analysis (3.61 ± 0.76) points, self-evaluation (3.47 ± 0.72) points. The total mean score of emotional intelligence was (3.87±0.53) points, the total mean score of resilience was (2.74±0.54) points, the total mean score of psychological empowerment was (3.74±0.57) points. The total score and score of all dimensions of emotional intelligence, resilience as well as psychological empowerment were positively correlated to self-directed learning competence(r=0.269-0.650, P 0.05. Self-reliance, self-determination, emotional use, self-efficacy, perseverance were indicated as predictive factors of self-directed learning competence among clinical nurses, which explained 58.5 percent of the variance. Conclusions The self-directed learning competence of clinical nurses was at moderate level. The self-directed learning competence can be influenced by emotional intelligence, resilience and psychological empowerment. So we can enhance their self-directed learning competence by improving emotional intelligence,resilience and psychological empowerment.
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Objective To investigate the joint action mechanism of structural empowerment, psychological empowerment and job satisfaction of nursing staff in China,and probe into a joint action mechanism of such structure and empowerment on their satisfaction.Methods Totally 300 nurse specialists from secondary and tertiary hospitals in Anhui province were selected in a convenience sampling for investigation,by means of a general information questionnaire,Minnesota Satisfaction Questionnaire,Conditions of Work Effectiveness Questionnaires-Ⅱ and Psychological Empowerment Scale.Results The nurses′job satisfaction were positively associated with both their total scoring and individual dimensions of the structural empowerment and psychological empowerment.As shown in the structural equation modeling,the model (the pathway from structural empowerment to nurses′ job satisfaction and the mediating effect of psychological empowerment are significant)fitted the data well. Conclusions Nursing managers can use the empowerment theory to fully leverage their management advantages,creating a desirable environment for the nursing staff at large.
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Background: Nursing is experiencing an unprecedented shortage of skilled professionals as supply dwindles and demand escalates. For this reason, organizations are diligently trying to understand both what attracts nurses to a certain employer and what retains nurses in an organization. The purposes of this quasi-experimental design were to study the perceptive level of professional nurses and compare the pretest and posttest the use of nursing workplace empowering model on quality of nursing work life. Methods: The Quality of Nursing Work Life Scale was used with total reliability coefficient at = 0.843. Regarding to the study's model, the professional nurses of experimental group have been used for daily work. The Mann-Whitney tested for comparing the experimental group and control group. Moreover, the Wilcoxon Signed-Rank Test was used to compare the experimental group and control group and before and after implementing the nursing workplace empowering model. Results: The major findings indicated that the professional nurses who used NWEM were significantly higher scores than who did not use the NWEM at .05 level. In addition, the experimental group after implemented the NWEM was higher scores than before implementing NWEM at 0.05 level. Conclusions: The nurses' perceptions of structural and psychological empowerment are significantly increased flexibility, relaxation, free expression, and support. The structural and psychological empowerment had a direct effect on the all variables of the model.
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Objective To investigate the status quo of transformational leadership,psychological empowerment,team psychological safety and team effectiveness,and test whether the supposed structural equation is tenable.Methods Totally 380 nurses completed the Transformational Leadership Questionnaire,Psychological Empowerment Questionnaire,Team Psychological Safety Questionnaire and Team Effectiveness Questionnaire,structural equation model was used to verify the relationship of the above,Bootstrapping confidential interval and product of coefficient were used to test the mediating effect.Results Significant correlations were found between transformational leadership,psychological empowerment,team psychological safety and team effectiveness (P ＜ 0.01),transformational leadership played indirect effect on team effectiveness (Z=6.195,P ＜ 0.05),psychological empowerment and psychological safety had a totally mediation effect.Conclusions Healthcare workers should make psychological empowerment and team psychological safety as the breakthrough point,fully play the advantages of transformational leadership on team effectiveness in order to increase the working ability of nurses and make them complete the clinical work effectively and with high quality.
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Objective The study aimed to investigate the influence of head nurse's transformational leadership style on emotional labor and psychological empowerment of nurses.Methods Totally 851 staff nurses from four 3A hospitals were investigated with the Transformational Leadership Style Sub Scale of Multifactor Leadership Questionnaire,Psychological Empowerment Scale and Emotional Labor Scale.Results The head nurse's transformational leadership style scored (2.41±0.81).The psychological empowerment of nurses scored (3.27±0.47),its autonomy dimension scored (3.81±0.50),staying at medium level.The emotional labor of nurses scored (3.68±0.61),its deep acting dimension scored (4.67±0.76),which was above medium level.The indirect correlation coefficient between head nurse's transformational leadership style and emotional labor (r=-0.13) was far higher than direct correlation coefficient (r=-0.04).The psychological empowerment was the full mediation variable by which head nurse's transformational leadership style influence emotional labor of nurses.Conclusions Head nurse's transformational leadership style can enhance nurse's selfefficacy,cognition of work significance and work autonomy,so that nurse's deep acting and positive perception of emotional display can be increased,and nurse's emotional exhaustion and job burnout can be decreased to retain nurses.
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Objective to analyze the basic situation of university and college teachers′psychological empowerment,and investigate the effect of perceived organizational support,organizational identification,supervisory commitment on psychological empowerment. Methods the instruments which were used include perceived organizational support questionnaire(POS),organizational identification questionnaire(OIQ),supervisory com-mitment scale(SCS)and psychological empowerment scale(PES). A total number of 1 500 teachers were recruited conveniently from 6 university and colleges. Results the average score of psychological empowerment was 60.09±14.21. Positive correlation was found among perceived organiza-tional support,organizational identification,supervisory commitment and psychological empowerment(P < 0.05). Perceived organizational support, organizational identification and supervisory commitment explained 86.5% of variance of psychological empowerment. Conclusion Overall level of university and college teachers′psychological empowerment is in moderate or above degree. Perceived organizational support,organizational identifi-cation,and supervisory commitment can predict a deep level of psychological empowerment.
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O Empowerment Psicológico é um constructo motivacional pela garantia de condições que aumentem a motivação para a realização das tarefas, com um forte sentido de autoeficácia. O presente estudo tem como objetivo analisar a estrutura fatorial da escala de Empowerment Psicológico numa amostra portuguesa de 230 indivíduos, funcionários de universidade pública portuguesa. Os resultados da análise fatorial confirmatória, da escala de 12 itens, mostram uma estrutura de quatro fatores, com elevada consistência interna, o que sugere a sua pertinência para aplicação à população portuguesa. Reitera-se a premência em continuar a estudar esta temática, sobretudo a sua relação com os demais processos organizacionais...
Psychological empowerment is a motivational construct, by ensuring conditions that increase motivation to perform tasks, with a strong sense of self-efficacy. The present study aimed to examine the factor structure of the psychological empowerment scale in a Portuguese sample of 230 individuals, employees of a public university in Portugal. The results of the confirmatory factor analysis of the 12 items on the scale show a structure of four factors, with high internal consistency, which suggests appropriateness for application to a Portuguese population. We reiterate the urgent need to further examine this issue, namely, its relationship with other organizational processes...
El Empowerment Psicológico es un constructo motivacional, garantizando las condiciones que aumentan la motivación para llevar a cabo las tareas, con un fuerte sentido de auto-eficacia. El objetivo de este estudio es analizar la estructura factorial de la escala de Empowerment Psicológico en una muestra portuguesa de 230 trabajadores de una universidad pública portuguesa. Los resultados del análisis factorial confirmatorio, de la escala de 12 ítems, mostraron una estructura de cuatro dimensiones y una elevada fiabilidad, por lo que puede ser considerada apropiada para su aplicación en el contexto portugués. Del mismo modo, nuevos estudios son necesarios sobre esta temática especialmente por su relación con aspectos organizacionales significativos en las empresas...
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Humans , Female , Adult , Middle Aged , Adaptation, Psychological , Factor Analysis, Statistical , Workplace/psychology , Motivation , Power, Psychological , UniversitiesABSTRACT
El objetivo de este estudio es adaptar al español el Cuestionario de Condiciones para la Efectividad en el Trabajo (Conditions of Work Effectiveness Questionnaire [CWEQII]) desarrollado por Laschinger, Finegan, Shamian y Wilk (2001). Se llevó a cabo un proceso de traducción y retrotraducción de los ítems que lo componen y se exploraron sus propiedades psicométricas, en una muestra de 346 empleados de una universidad pública española. Se investigó la fiabilidad de la escala y su estructura factorial (análisis factorial confirmatorio) y las relaciones entre el empowerment estructural, el empowerment general y el empowerment psicológico en el trabajo. Los resultados revelaron una estructura multidimensional de cuatro factores (acceso a las oportunidades, a la información, al apoyo y a los recursos) conforme a la escala original, y relaciones positivas entre el empowerment estructural, general y psicológico en el trabajo. Se incluyen interpretaciones y sugerencias para futuros estudios.
The objective of this study is to adapt and translate into Spanish the Conditions for Work Effectiveness Questionnaire -CWEQ II- (Laschinger, Finegan, Shamian & Wilk, 2001). A process of translation and reverse-translation was applied to the scale's items, whose psychometric properties were then examined using a sample of 346 employees from a Spanish public university. Reliability, factor structure (confirmatory factor analysis) of the scale and relationships between structural, general and psychological empowerment are investigated. Results showed a multidimensional scale of four first-order factors (access to opportunities, information, support and resources) as the original one, and positive relations between structural, general and psychological empowerment in the workplace. Theoretical and practical implications of the findings are discussed and suggestions to further research are made.
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Psychology , Psychometrics , Power, PsychologicalABSTRACT
Objective To explore the relationships among organization climate,psychological empowerment and job embeddedness by using path analysis.Methods A total of 514 clinical nurses from 26 departments in 3 hospitals were recruited by convenience cluster sampling method and investigated with demography questionnaire,Nurses Organizational Climate Scale,Psychological Empowerment Scale and Job Embeddedness Scale.Results The mean scores of organization climate,psychological empowerment and job embeddedness was (3.01±0.46),(3.27±0.44),(3.08±0.39).The predictors of job embeddedness of nurses were resources support,work experience,human resources management,marital status,job title,management support,quality management,and self-egicacy,explained 48.9％ of its variance; organization climate,psychological empowerment had direct positive influence on nurses' job embeddedness,explained 33.3％ of its variance.Conclusions Improvement and maintenance of sound organizational climate,increase the sense of psychological empowerment of nurses,are effective ways and means to increase the degree of job embedding of nurses.
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PURPOSE: To synthesize and identify the studies that delineated the relationship between empowerment and job satisfaction in clinical nurses in Korea. METHODS: Electronic databases were searched, including KmBase, KoreaMed. riss4u, National Assembly Digital Library and National Discovery for Science Leaders (NDSL) The search terms included nurse, satisfaction and empowerment. Only papers published in Korean were included. RESULTS: Twelve studies, from 156 references screened, were included the final analysis. All studies were non-experimental and used correlational analysis. A significant positive relationship between structural or psychological empowerment and job satisfaction was found. Older nurses with longer clinical experience and higher education background were more likely to have high level of structural and psychological empowerment and job satisfaction. CONCLUSION: The study results indicate that to produce an empowering work environment, nurse managers have to create a supportive organizational culture, and provide access to resources and opportunity as well as to strengthen emotional support.
Subject(s)
Humans , Education , Job Satisfaction , Korea , Libraries, Digital , Nurse Administrators , Organizational Culture , Power, Psychological , Republic of KoreaABSTRACT
Objective To explore the relationship among structural empowerment,psychological empowerment and nurses' job burnout,and to provide new approach for relieving nurses' job burnout.Methods Conditions for Work Effectiveness Questionnaire-Ⅱ (CWEQ-Ⅱ),Psychological Empowerment Scale (PES),and Maslach Burnout Inventory (MBI) were used to investigate 233 nurses working at three general tertiary-level hospitals in Tianjin.Results The total scores of structural empowerment,psychological empowerment,and burnout were (43.498 ±9.977),(38.871 ±7.052) and (45.489 ± 11.331),respectively.Relevant Analysis results showed that structural empowerment,psychological empowerment and nurses' job burnout had significant correlation,and the absolute value of coefficient of correlation between 0.358-0.560.The structural equation modeling results showed that fit indexes for fully mediating effect model were excellent(x2 =57.703,x2/df =1.202,GFI =0.965,AGFI =0.933,NFI =0.948,RFI =0.916,IFI =0.991,TLI =0.985,CFI =0.991,RMSEA =0.030,CN =263).Structural empowerment had a positive significant influence on psychological empowerment; structural empowerment and psychological empowerment had a negative significant influence on nurses' job burnout; psychological empowerment played a fully mediating role between structural empowerment and nurses' job burnout.Conclusion Nurse psychological empowerment has direct effect on job burnout.Nurse structrual empowerment affects job burnout via the full effects of psychological empowerment.
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Objective To know about the status quo and influencing factors of undergraduate nurses' psychological empowerment at present,and provide a theoretical basis for nursing administrators so as to take measures to raise the level of psychological empowerment of undergraduate nurses.Methods General information questionnaire for nurses,Psychological Empowerment Scale were used to survey 207 undergraduate nurses in 3 first class teaching hospital of Dalian City.Results Undergraduate nurses' psychological empowerment score was (43.890±6.515) points,four dimensions whose scores from high to low were self-efficacy,job significance,autonomy and job impact.There was statistical difference in terms of ages,working length,working positions,professional titles,working purposes and training opportunities.Among them,working position and working purpose were the most important influencing factors of psychological empowerment.Conclusions Psychological empowerment of undergraduate nurses needs to be improved,managers should pay attention to the role of psychological empowerment,and actively cultivate and correctly guide undergraduate nurses in order to stimulate their potential in work,and finally,promote the sustainable development of a solid nursing career.