Abstract
This study proposed that the transformational style of nursing staff supervisors inculcate commitment amongst nurses. Moreover, psychological empowerment and psychological well-being were posited as multiple meditators in the above-mentioned association, based on the tenant of conservation of resource (COR) theory. The authors have collected the survey data from the sample of (n = 299) hospital nurses working in Sargodha district of Pakistan. The bootstrap results have supported the direct, as well as indirect relationships. These findings imply that when the nursing staff perceives their leader as transformational, their psychological empowerment is enhanced, and they have higher well-being, which in turn increases their commitment to their hospitals. This study offers a better understanding of psychological states that mediate transformational leadership and organizational commitment linkage.
Highlights
Nursing is considered as the central component of the healthcare sector in all parts of the world
We propose that transformational leadership is linked with psychological well-being and that psychological well-being is positively related to organizational commitment
Transformational leadership was found to be significantly correlated to psychological empowerment (r = 0.575, p < 0.01), psychological well-being (r = 0.621, p < 0.01)
Summary
Nursing is considered as the central component of the healthcare sector in all parts of the world. Nurse to population ratio improved from 1:32,000 in 1960 to 1:5199 by 1997 [1], it is still very low, compared to developed nations. Improvement in quality of patient care is a primary goal of health care organization [2]. Nurses’ commitment to their hospitals is critical for the maintenance of high-quality safety and health care environment [3]. Because nurses work closely with patients in hospitals, their commitment to their hospital is highly crucial for quality assurance. According to [5], committed employees put more effort into achieving organizational goals and objectives. Organizational commitment has been associated with several employee attitudes and behaviors, for instance, job performance [6], job satisfaction [7] and job turnover [8]
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