ABSTRACT
AIMS: The aim of this systematic review and meta-analysis is to explore the relationship between structural empowerment and organizational commitment and to examine a theoretical model under which empowerment could potentially affect organizational performance. DESIGN: PRISMA guidelines for systematic reviews and meta-analyses were used and quality assessment of articles was performed. DATA SOURCES: Electronic database searches were conducted in Google Scholar, PubMed/Medline, CINAHL, Scopus, and EMBASE from January 1950-1 January 2019, which resulted in 204 retrieved studies, published between 1994-2018. REVIEW METHODS: A random effects model was used to produce a pooled estimate of effect sizes (correlation coefficient, Cronbach's alpha), with analysis of heterogeneity and publication bias. A meta-analytic structural equation model of the constructs analysed was also performed. RESULTS: The final review included 22 studies. The meta-analytic means of structural empowerment, organizational commitment, job satisfaction, and psychological empowerment alpha reliabilities were 0.87, 0.84, 0.85, and 0.87, respectively. Heterogeneity but no publication bias was present in these outcomes. Structural empowerment was strongly correlated with organizational commitment (r = 0.43). The meta-analytic correlation coefficients of organizational commitment with psychological empowerment and job satisfaction were 0.53 and 0.47, respectively. Structural empowerment was correlated with job satisfaction and psychological empowerment with correlation coefficients of 0.57 and 0.44, respectively. Finally, job satisfaction was correlated with psychological empowerment with a correlation coefficient of 0.53. A meta-analytic structural equation model was tested with good fit which predicted performance (commitment and job satisfaction) from empowerment (structural and psychological). CONCLUSION: Structural empowerment is strongly correlated to organizational commitment and with psychological empowerment, they increase organizational performance. Organizations should attempt to make structural empowerment as widespread as possible to create an effective workplace culture. IMPACT: Structural empowerment in nurses is important to help deliver an effective workplace culture where nurses can be committed and have reduced intention-to-leave. Structural empowerment was strongly correlated with organizational commitment. Organizational commitment was significantly correlated with psychological empowerment and job satisfaction. Structural empowerment was correlated with job satisfaction and psychological empowerment as well. A meta-analytic structural equation model with good fit predicted performance. These results will affect nursing researchers and practitioners. Results indicate a need for organizational restructuring that promotes empowerment and formation of theoretical models that connect empowerment to performance.
