Level Of Psychological Empowerment Research Articles

The factors of job crafting in emergency nurses: regression models versus qualitative comparative analysis

BackgroundJob crafting is defined as a series of proactive behaviors exhibited by employees in order to balance work resources and needs, which has a significant positive impact on the nurses. It is necessary to find the core factors that influence the job crafting, as emergency nurses deal with the most complex tasks, so as to improve their job satisfaction.ObjectivesTo investigate the core factors of job crafting among emergency nurses.MethodsA cross-sectional design was used in the study. A total of 255 nurses were recruited from two hospitals in Zhengzhou and Shenzhen, China in December 2021. 255 nurses completed an online questionnaire. Hierarchical regression models and fsQCA models were used to explore the factors influencing job crafting among emergency nurses and helped us to identify core factors.ResultsThe hierarchical regression model and the fsQCA model found that the occupational benefit, psychological empowerment, and research experience were the core factors affecting their job crafting. Job involvement was not significant in the regression model, but the QCA model indicated that it needs to be combined with other factors to impact on job crafting. The QCA model uncovered seven key conditional configurations that led to high and low job crafting among emergency nurses, explaining 80.0% of the results for high job crafting and 82.6% of the results for the low job crafting, respectively.ConclusionsThe results of this study provide valuable insights into the job crafting experienced by emergency nurses. Junior emergency nurses should be granted a high level of psychological empowerment without assigning them overly complex tasks, such as research tasks, as these challenges can stop their job crafting. Intermediate and senior emergency nurses, on the other hand, can be assigned research tasks coupled with high psychological empowerment to enhance their job crafting.

Effects of transformational leadership on psychological empowerment and employee engagement: a comparative study of Bangladesh and Thailand

Purpose Grounded in the transformational leadership theory, conservation of resource theory and job demands-resources model, this paper aims to examine the effect of transformational leadership on psychological empowerment and employee engagement of faculty members in Bangladesh and Thailand. This study also integrates Hofstede’s cultural dimensions theory to justify whether transformational leadership could affect psychological empowerment of faculty members in these two countries differently. Design/methodology/approach Survey data were collected from a total of 457 faculty members from two universities in Bangladesh (n = 243) and two universities in Thailand (n = 241). This study used partial least squares structural equation modeling for analyzing the proposed model. Findings The evidence shows that faculty members who worked for department heads and who exhibited transformational leadership demonstrated high level of psychological empowerment and employee engagement. Psychological empowerment also mediates the effect of transformational leadership on employee engagement. Moreover, the degree to which transformational leadership positively affects psychological empowerment is stronger for faculty members in a higher power distance culture (Thailand) than for those faculty members in a lower power distance culture (Bangladesh). Practical implications Because human capital plays a crucial role in determining the potential of universities to achieve superior performance, universities should provide leadership training to help department heads understand the key elements of transformational leadership and apply them in their management practices to promote empowerment and engagement of their faculty members. Originality/value The finding provides new evidence that broadens the knowledge from existing research about the cross-cultural effectiveness of transformational leadership, which has not been explored in the area of psychological empowerment.

Psychological empowerment and its relationship to organizational anomie and enhancing creative behavior among employees in the Saudi Ministry of sports

The purpose of this study was to examine the relationship between psychological empowerment, organizational deviation and creative behavior among employees of the Saudi Ministry of sports. The researchers employed a descriptive approach specifically using a survey study method to collect data. The study sample consisted of 1480 participants who were deliberately selected from different categories within the study population. Data was collected using the psychological empowerment scale and questionnaires. The findings revealed that the level of psychological empowerment among employees of the Saudi Ministry of sports was determined to be 60.60%. Additionally, the level of organizational deviation was found to be 52.40% while the level of creative behavior was measured at 51.20%. The study also identified a significant relationship between psychological empowerment, organizational deviation and creative behavior. The study proposes several recommendations based on its findings. Firstly, it suggests promoting a culture of psychological empowerment within sports institutions to enhance organizational effectiveness and encourage employee creative behavior. This can be achieved through initiatives that empower individuals, give them autonomy and involve them in decision-making processes. Secondly, the study recommends the implementation of development and training programs for employees in sports institutions and departments. These programs should focus on reducing organizational disintegration and fostering creative behavior. Organizations can create an environment that supports innovation and collaboration by providing employees with the necessary skills and knowledge. Furthermore, the study highlights the importance of respecting and considering employee motivations and behaviors in organizational management.

Psychometric evaluation of the Chinese version of the service user psychological empowerment scale in a sample of youth service users

ABSTRACT This study aimed to evaluate the psychometric properties of the translated Chinese version of the Service User Psychological Empowerment Scale (C-SUPES) in a youth service setting in Hong Kong. Data were collected from a cross-sectional survey of 381 youth residing in Hong Kong and participating in services provided by community-based children and youth services centres. The results of confirmatory factor analysis indicate a good fit for the proposed threefold factor structure with the original Positive Attitude and Involved Attitude subscales combined. The scale’s criterion validity was supported by significant correlations between creative self-efficacy, youth – adult partnerships, and civic engagement in the community, and its internal consistency reliability was satisfactory. Overall, youth service users with a higher level of participation in youth services reported a higher level of psychological empowerment. Altogether, the results suggest that C-SUPES is a reliable, valid instrument for measuring psychological empowerment among youth service users in Hong Kong.

The Relationship Between Psychological Empowerment and Clinical Decision-Making Among Staff Nurses in Governmental Hospital in Al-Baha, Saudi Arabia.

Background The Saudi Arabian government has published its 2030 vision for improving health care to meet worldwide standards for the nursing profession. To fulfill this vision, building large-scale healthcare facilities is necessary. Among the most common occupations, nursing is vital to health care systems. Although working in health care institutions is challenging, demanding, and comprehensive, they are created to save lives and enhance patient satisfaction. Therefore, health care organizations must seek to develop psychologically empowered and decision-making nurses who can help meet clients' demands and enhance patient care, safety, quality, and outcomes. This study aims to determine the association between psychological empowerment (PE) and clinical decision-making (CDM) among staff nurses. Methods This study employed a quantitative cross-sectional correlation design. Three Saudi Ministry of Health-affiliated hospitals in the Al-Baha region were included. The sample size was calculated using the Raosoft online sample size calculator, with a total of 318 participants. The study sample included nurses working in inpatient, outpatient, and critical care departments. Convenience sampling techniques with inclusion and exclusion criteria were employed. An online survey with three sections was used for data collection: sociodemographic characteristics, the psychological empowerment instrument, and the nursing decision-making instrument. Data collection began at the beginning of February 2023 and was completed by the beginning of April 2023. Results The participants were 318 nurses working in critical areas, inpatient, and outpatient departments at three governmental hospitals in the Al-Baha region. Overall, 285 participants (89.6%) had a high level of PE, and the majority, 263 participants (82.7%), exhibited flexible-oriented decision-making. Approximately three-quarters of the sample, 281 participants (88.4%), were female, and more than half of the staff nurses, 187 participants (58.8%), were married. The majority of participants, 250 (78.6%), had a bachelor's degree. Regarding professional experience, most staff nurses, 134 participants (42.1%), had between one and five years of experience, and the majority worked in inpatient units, 160 participants (50.3%), while 104 (32.7%) worked in critical care. Conclusion The current study found a significant association between nurses' PE and CDM. Nurses with the highest PE were the most flexible in their CDM. Moreover, the findings of this study offer some points that nurse managers and leaders can use to generate empowerment and make their staff better decision-makers. One recommendation is to develop training and coaching programs to enhance PE among staff nurses, thereby raising their work meaningfulness, which would reflect in better CDM. Additionally, this study recommends that future research be conducted to examine how PE affects CDM.

Structural and psychological empowerment among newly graduated nurses and related factors: A mixed methods study.

To discuss the levels of structural empowerment (SE) and psychological empowerment (PE) and the factors that influence perceptions of empowerment among newly graduated nurses (NGNs). Mixed methods study. The quantitative part of the study was conducted with 220 NGNs with <1 year of job experience. The study was conducted between February and May 2023. Focus group discussions were conducted with 30 NGNs. Data were collected by using the Conditions for Work Effectiveness Questionnaire (CWEQ-II), the Psychological Empowerment Scale (PES) and a Semi-Structured Interview Form. Quantitative data were analysed using stepwise regression analysis. Content analysis was used to analyse qualitative data. CWEQ-II and PES were moderate. The regression analysis showed that NGNs' SE scores increased in association with the following factors, including an increase in the total score on the PES, being married/having a partner, working a day shift, having career planning, increased satisfaction with the orientation programmes of the institution and increased satisfaction with the employing institution. As a result of the descriptive analysis of the focus group interviews conducted to determine the empowerment perceptions of NGNs, we identified three contexts along with the associated themes and subthemes. These three contexts were the 'concept of power', 'professional impression' and 'empowerment process'. The results of this study indicate that the SE and PE levels of NGNs are moderate, and their empowerment perceptions are influenced by many factors that can be individual, organizational and work environment relevant. This study's findings will guide policymakers, educators, researchers and administrators in empowering NGNs essential to the healthcare workforce. The paper adheres to the COREQ checklist. No patient or public contribution.

Social networks, empowerment, and wellbeing among Syrian refugee and Jordanian women: Implications for development and social inclusion

In response to large-scale refugee crises, frameworks for development assistance have promoted women’s empowerment, wellbeing, and social inclusion. A productive research agenda lies in analyzing social networks: it is unknown how women structure their social ties within refugee and host communities, and whether social networks matter for their sense of empowerment and wellbeing. In 2022, we surveyed Syrian refugee (n = 106) and Jordanian (n = 109) women from poor households across five neighborhoods in Amman. We implemented a standard network survey instrument (PERSNET) to assess network structure and composition. We tested associations with six measures (PE, MRS, MTL, Cantril, PWB, MSPSS) of psychological empowerment and wellbeing. We then conducted participatory network mapping (Net-Map) to assess local meanings of empowerment and visually map the pathways between social actors, community-based work, and psychological outcomes. Survey data show that networks were highly homogeneous, smaller for Syrians than Jordanians (p = 0.0001), and smaller for women in very poor households (p < 0.0001). As network size increased, so did levels of psychological empowerment (p = 0.02), motivation to lead (p = 0.007) and perceived social support (p = 0.001). Notably, as networks became increasingly kin-based, empowerment levels decreased (p = 0.003). Networks were more diverse for community volunteers, who named fewer female, married, and kin-based peers (p ≤ 0.05), and reported higher levels of resourcefulness (p = 0.01) and psychological wellbeing (p = 0.002). Qualitative data show that women, who described empowerment as “ability” and “proof of existence,” drew upon volunteering work to diversify their networks outside the home. Such evidence matters for development initiatives that build programs for women to work, learn, and socially interact. We conclude that expanding opportunities for volunteer work is one way of diversifying social networks and empowering urban poor women. Our research helps better understand how women can be supported to diversify their social ties, take community leadership roles, and respond to social change.

What drives perceived internal reputation? Empirical evidence from Chile

PurposeThis study aimed to examine the impact of servant leadership on employees' perception of organizational reputation by investigating the sequential mediating effects of employee psychological empowerment and employee thriving at work.Design/methodology/approachA quantitative online survey with 357 employees from Chile was conducted in this study.FindingsFindings of this study showed that servant leadership both directly and indirectly relates to perceived organizational reputation. Employees perceiving servant leadership behaviors from the employees' supervisors report higher levels of psychological empowerment and, in turn, feel a greater sense of vitality and learning at work that eventually leads to higher ratings of perceived organizational reputation.Originality/valueThis study's novelty lies in extending the internal drivers of organizational reputation by adding behavioral and psychological factors rarely explored in past research.

Faculty Members' Level of Psychological Empowerment and Its Relation to Job Performance and Satisfaction: Basis for a Proposed Faculty Development Program

Faculty Members' Level of Psychological Empowerment and Its Relation to Job Performance and Satisfaction: Basis for a Proposed Faculty Development Program

Factors Related to Accessing Postsecondary School Supports by English Learners With Disabilities

This study examined the relationship between demographic, disability-related, and transition planning experiences and accessing disability-specific and universally available supports at 2- and 4-year colleges by postsecondary students identified in secondary school as English learners with disabilities. Findings were based on secondary analysis of a nationally representative sample of approximately 160 English learners with disabilities included in the National Longitudinal Transition Study-2 (NLTS2). Logistic regression results identified two potentially malleable factors linked to increased likelihood of English learners with disabilities accessing postsecondary supports. If these students had a high school transition plan that indicated postsecondary supports as a needed post-high school service, when they attended college they were more likely to access both postsecondary disability-specific supports ( p &lt; .01), and supports universally available to the full postsecondary student body ( p &lt; .001). Aspects of self-determination also were related to an increased likelihood of seeking postsecondary supports. Higher levels of personal autonomy were positively related to accessing disability-specific ( p &lt; .001) and universally available help ( p &lt; .05), and higher levels of psychological empowerment were related to receipt of universally available supports ( p &lt; .01). These findings demonstrate that high school professionals can support the postschool success of English learners with disabilities by influencing their likelihood of accessing beneficial supports in postsecondary school.

Psychological empowerment for the future of work: Evidence from Portugal

AbstractIn the competitive global marketplace, it is becoming important for organizations to empower employees for productivity reasons. One of the organizational empowerment models with greater support and consistency in the various studies in which it has been used is Spreitzer's Model of Psychological Empowerment in the Workplace, published in 1995. The model is composed of four dimensions that allow the measurement of the components of meaning, competence, self‐determination and the impact of work on individual empowerment. The present study aims to evaluate the psychometric properties, in the Portuguese context, of the referred model. After the translation and adaptation of the psychological empowerment scale, the questionnaire was applied to a sample of 545 workers from Portuguese industrial organizations. The results of the application of structural equation modeling allow identifying the same components defined by the Spreitzer model, so it can be considered a reliable and valid instrument to measure organizational empowerment in the Portuguese context. However, we consider that complementary studies are necessary to analyze the psychometric properties of the scale and to further advance the research. The results obtained allow us to affirm that empowerment will be a basic strategy to improve the organizational transformations that companies constantly face. It is therefore important for Portuguese organizations to analyze the level of psychological empowerment of their employees, in order to find solutions to problems such as turnover, talent attraction, performance, work demotivation and improve human resource management practices. This is particularly important following the COVID‐19 pandemic in which the psychology of employees was tested due to working from home and social distancing requirements.

서번트 리더십이 지식공유와 혁신업무행동에 미치는 영향

Innovation has been recognized as one of the main strategies for organizations to remain competitive in increasingly complex and dynamic environments. Employees’ innovative work behavior is the primary driver for organizational-wide innovation. Management and scholars have paid increasing attention to the role of humble leadership in innovation activities. The underlying mechanisms through which leader humility influences team innovation and outcomes, however, remain unclear. This study proposes and tests a moderated mediation model that examines the hypothesized positive influence of servant leadership on employee IWB via knowledge sharing as well as the moderating role of psychological empowerment in this process. we found that employees’ knowledge sharing mediate the relationship between servant leadership and IWB. Moreover, the relationship of knowledge sharing with innovative work behavior is moderated by psychological empowerment such that the relationship was stronger at the high level of psychological empowerment than that of the low levels of psychological empowerment. This study suggests that knowledge sharing and psychological empowerment are important factors that influence the relationship between servant leadership and innovative work behavior.

Psychological Empowerment of Nurses Working in Pediatric Units in Saudi Arabia.

Background: This study investigated the psychological empowerment (PE) of nurses in pediatric units and examined the significant difference between the level of PE and the personal work profiles of nurses working in pediatric units in Saudi Arabia. Methods: A quantitative descriptive study design was employed between May and July 2020 using a self-administered electronic survey that collected personal work profile data and applied the Psychological Empowerment Scale. The data were analyzed using SPSS 22.0 software for descriptive statistics, t-tests, and ANOVA. Results: Most of the study participants (69.6%) were non-Saudi nurses, and 71.9% worked in specialized areas. The mean PE score of the four dimensions across the 12 items was high. The mean score for the dimension meaning was the highest, whereas the lowest mean score was for the dimension self-determination. Nurses from different nationalities had significantly different PE levels. Conclusions: Expatriate nurses were more psychologically empowered. The findings will be of interest to all who wish to attract and retain local nurses by fostering PE in the work environment and involving nurses in decision-making processes, thus enabling them to act as leaders for increased work motivation.

How Is Professional Identity Associated with Teacher Career Satisfaction? A Cross-Sectional Design to Test the Multiple Mediating Roles of Psychological Empowerment and Work Engagement.

(1) Purpose: Previous studies investigated the positive relationship between professional identity and career satisfaction in teachers, but the underlying reasons were not explored. Therefore, the present study explores the mediating effects of two variables, namely, psychological empowerment and work engagement on the relationship between professional identity and career satisfaction. (2) Method: The present study used the professional identity scale, psychological empowerment scale, Utrecht Work Engagement scale and career satisfaction scale to investigate 2104 teachers (Mage = 39.50 years, SD = 8.74) in a province in China. The demographic variables (e.g., gender, age, teaching age) were controlled as covariates to conduct conservative predictions. (3) Result: (a) professional identity is positively related to career satisfaction; (b) psychological empowerment and career satisfaction play parallel mediator roles between professional identity and career satisfaction; (c) psychological empowerment and career satisfaction play serial mediator roles between professional identity and career satisfaction. (4) Limitations: Data were collected by participant self-report. This method may lead to recall bias. Further, we adopted a cross-sectional rather than experimental or longitudinal design, thus precluding causal conclusions. Lastly, it would be useful to validate our findings with a national sample. (5) Conclusions: The present study indicates that the relationship between professional identity is positively associated with teacher career satisfaction. More importantly, professional identity can indirectly make an impact on teacher career satisfaction through the single mediating effects of psychological empowerment and work engagement, and the chain mediating effect, by improving the level of psychological empowerment, and thereby increasing work engagement.

Structural and psychological empowerment of students obtaining continuing leadership education in Finland–a national survey

BackgroundIn nursing, empowerment may be deemed one's potential to gain power, achieve goals and promote one's skills to advance positive changes in the working environment, or decentralization of authority. Empowerment is associated with nurses' and nurse leaders' satisfaction, performance and organizational commitment, as well as burnout, emotional exhaustion and intentions to leave the profession. Research on nurse empowerment in relation to continuing education is sparse. ObjectivesThis study describes the structural and psychological empowerment levels of students beginning a collaboratively implemented continuing leadership education program. DesignCross-sectional electronic survey. SettingsNational, continuing nursing leadership education program (37 ECT) organized by five universities that provide masters level education to nurse leaders in Finland. ParticipantsStudents (N = 85) working at nine healthcare organizations across the service system as current or prospective nurse leaders and enrolled in the continuing leadership education program. MethodsThe Conditions of Work Effectiveness Questionnaire and the Work Empowerment Questionnaire were each used to measure structural and psychological empowerment, respectively. The data were collected between October 2019 and February 2020. ResultsA total of 69 students participated (response rate 81 %). Moderate levels of both structural and psychological empowerment were observed. In structural empowerment, the strongest dimension was access to opportunity (4.1, SD 0.7), whereas access to support was the weakest (2.7, SD 0.7). The strongest psychological empowerment dimension was verbal empowerment (8.5, SD 1.9) and the weakest was outcome empowerment (7.0, SD 1.6). ConclusionsNurses and nurse leaders seem to lack the status and power required to impact their organizations, possibly causing them to apply for nursing leadership education. Nurse leaders should be given opportunities for continuing leadership education to improve empowerment and, as a result, staff outcomes.

Association between work‐related psychological empowerment and quality of nursing care among critical care nurses

This study aimed to examine the association between work-related psychological empowerment and quality of nursing care in Jordanian critical care nurses. Nurses' work-related empowerment is the essential element to enhance nurses' quality of care. There are few studies about this area among critical care nurses. A cross-sectional design was used, and data were collected from critical care registered nurses (N = 480) from different health sectors. The mean scores of work-related psychological empowerment and quality of nursing care were 5.22 (SD = 0.92) and 3.75 (SD = 0.62), respectively. The nurses had agreement level of psychological empowerment and very good level of quality of nursing care. There was a positive relationship between quality of nursing care and psychological empowerment. The need to enhance work psychological empowerment is necessary to improve quality of nursing care. The results reflect the need for policy-makers and nursing managers to develop and implement strategies to promote psychological empowerment to provide high quality of nursing care among critical care nurses.

Structural and psychological empowerment and its influencing factors among nursing students in Oman.

This study explored the empowerment of nursing students to contribute to nursing education and recommend ways of increasing the engagement of nursing students in their training. The development of empowerment among nursing students leads to the maximum achievement of learning competencies and enables them to eventually become competent nurses. This study examined the relationship between student nurses' characteristics, structural empowerment, and psychological empowerment. A total of 185 nursing students were recruited through systematic sampling at Sultan Qaboos University, with a 92% response rate. Nursing students' level of psychological empowerment, in terms of meaning, competence, self-determination, and impact, and their level of structural empowerment, in terms of access to opportunity, support, information, and resources were investigated using a self-designed questionnaire. The results showed that "access to support" was rated as the highest dimension by the students, followed by "access to information," "informal power," "access to opportunity," "access to resources," and "formal power." The global empowerment mean score was 3.64 (SD=1.01), and the total structural empowerment score was 20.58 (SD=3.62). The multivariate multiple regression analysis revealed that students' year level and involvement in school organizations had multivariate effects on the four dimensions of psychological empowerment. Students who were involved in school organizations had higher scores for the dimensions of "meaning," "competence," and "impact" than students who were not involved in any school organization. Power can be either developed or acquired, and its definition is expressed based on the achievement objective. Age is not a barrier, as it had little or no impact on nursing student experiences and no correlation with structural empowerment.

What makes organization-assigned expatriates perform in the host country? A moderated mediation analysis in the India-China context

While drawing from the convergence/divergence debate in international human resource management, this study applies goal-setting theory (GST) to investigate how does organizationally assigned expatriates' level of psychological empowerment is influenced by the organizational culture in an international assignment to impact their job performance. Further, it also explores the moderating role of host country language ability in this connection. Consistent with GST, the results indicated a positive and partial mediating role of psychological empowerment in the relationship between organizational culture and job performance. Further, the findings suggested for the moderating advantage of expatriate’s host country language ability in enhancing their job performance. The implication and contribution of the study has been discussed in the context of international human resource management (IHRM) and international management (IM).

Psychological empowerment and professional well-being of Chinese kindergarten teachers: The mediating effect of professional pressure

We examined the relationship between teachers’ psychological empowerment and professional well-being, and the mediating effect of professional pressure thereon. The participants were female Chinese kindergarten teachers (n = 225; mean age = 26.79 years; SD = 5.78 years). The minority (19.6%) worked in formal settings. The teachers completed self-report measures of psychological empowerment, professional well-being, and professional pressure. The path analysis results indicated that psychological empowerment predicted greater professional well-being. Teachers’ sense of professional pressure mediated the relationship between psychological empowerment and professional well-being. Kindergarten teachers with a higher level of psychological empowerment had lower professional pressure, and a higher sense of professional well-being experiences. These findings suggest a need to reduce professional pressure on kindergarten teachers for their professional empowerment and work well-being.

Empowerment Predicting Nurses' Work Motivation and Occupational Mental Health.

Introduction:Empowering nurses is essential for improving work outcomes, and understanding the role of structural and psychological empowerment in supporting nurses’ work motivation and occupational mental health are essential to stimulate nurses’ productivity and preserve their mental health.Objectives:To evaluate nurses’ perspectives about the levels of structural and psychological empowerment in their working areas. Additionally, to evaluate nurses’ motivation and occupational mental health, and to predict the nurses’ motivation and occupational mental health through structural and psychological empowerment.Methods:A descriptive correlational design and quota sampling were used. Two hundred registered nurses were recruited from two hospitals in Jordan. Data were collected using four valid and reliable self-report questionnaires.Results:Nurses who participated in this study were young and have an average total experience in nursing of fewer than 10 years. Nurses in this study reported a moderate level of structure empowerment and a low level of psychological empowerment. Significant positive relationships were documented between both structural, psychological empowerment, and nurses’ work motivation (r = 0.85), (r = 0.83) respectively. A significant negative relationship found between both structural, psychological empowerment, and nurses’ occupational mental health (r = −0.31), (r = −0.29) respectively.Conclusions:The levels of nurses’ work motivation and occupational mental health can be predicted through the levels of structural and psychological empowerment. The higher workplace empowerment was associated with increased work motivation, as well as reduced the feeling of occupational stress among nurses. Thus, administrators should invest in fostering structural and psychological empowerment in the work environment.