Psychological Empowerment Questionnaire Research Articles

Impact of psychological empowerment on job satisfaction among preschool teachers: mediating role of professional identity

The centrality of job satisfaction in fostering the stability and progression of the teaching cadre and in underpinning the effective operation of educational institutions is paramount. Drawing from motivation theory and the Job Demands-Resources model, this research delves into the influence of psychological empowerment on the job satisfaction of 533 preschool educators in China, employing the Psychological Empowerment Questionnaire, the Occupational Identity Questionnaire, and the Job Satisfaction Scale. The inquiry probes the intermediary function of occupational identity in the nexus between psychological empowerment and job satisfaction within the cohort of preschool teachers. The findings underscore that psychological empowerment substantially foretells heightened job satisfaction in preschool educators, and concurrently, occupational identity serves as a partial mediator in the association between psychological empowerment and job satisfaction. Augmenting levels of psychological empowerment and occupational identity among preschool teachers is a strategic avenue for fortifying their holistic contentment in their professional roles, thereby contributing indispensably to the fortification of a robust teaching workforce in kindergarten establishments.

Investigating the effect of spiritual leadership on the empowerment of employees in the petroleum engineering and development company

Background and purpose: Spirituality is known as one of the main forces of existence and nature of humans. Therefore, if the organization can encourage and improve spirituality in its employees, it can encourage people to use their whole being at work; Therefore, the purpose of this research is to investigate the effect of spiritual leadership on the empowerment of employees in an engineering and oil development company. Methodology: In terms of the nature of data collection, this research is a descriptive survey and based on the purpose, it is of an applied type. The statistical community in the current research is the oil engineering and development company, which has 400 people. Using Cochran's formula, a statistical sample size of 195 people was determined, and finally 185 questionnaires were returned. In this research, Spritzer and Mishra's psychological empowerment questionnaire and 18-question spiritual leadership questionnaire were used. Kolmogorov-Smirnov test was used to check normality and in the step after regression. Findings: The results showed that spiritual leadership has a significant effect on the empowerment of employees in the engineering and oil development company (P=0.05). Conclusion: Managers should strengthen the ability, spirituality and social security in their employees by learning and implementing the components of spiritual leadership in their work environment and by drawing goals and vision for employees to create a positive image of the future and a sense of competence and effectiveness of their efforts in reaching pay goals

The impact of job stress on burnout in Chinese teachers: The mediating roles of social support and psychological empowerment

AbstractThis study aimed to explore the mediation mechanism of how sources of job stress impact teacher burnout. The participants were 502 Chinese teachers (Mage = 35.51, SDage = 9.56) in primary and secondary schools. The data were collected utilizing the Maslach Burnout Inventory, Occupational Stress Scale, Social Support Scale, and Psychological Empowerment Questionnaire. A structural equation model (SEM) was conducted to analyze whether social support and psychological empowerment mediate the relationship between job stress and teacher burnout. The results showed that the dimensions of job burnout were affected by different sources of job stress. Importantly, social support and psychological empowerment mediated the relationship between job stress and burnout. This study identified the important factors of job stress that affect teachers' burnout and provided a foundation for developing interventions for teachers experiencing burnout from the perspective of social support and psychological empowerment.

Comparison of the Effect of Teaching Methods of Flipped Class and TBL in Enhancing Psychological Empowerment.

Today, it is felt as necessary to promote the psychological empowerment of individuals, especially at the postgraduate level using an appropriate educational approach. Therefore, the aim of the current study was to investigate the effect of flipped class (FC) and team-based learning (TBL) in enhancing psychological empowerment. This semi-experimental study (pretest-posttest model) was conducted on postgraduate students in the Faculty of Medicine. Ninety students were included in the study using census method. After applying the inclusion and exclusion criteria, forty students were divided into two groups of 20 in a non-random way according to their gender and educational level. The workshop teacher randomly selected one of the groups as a TBL and the other as an FC. A two-day workshop was held for each group (12 hours of training in total). The educational method was TBL in one group and FC in another. Spritzer's Psychological Empowerment questionnaire was used for data collection in pre- and post-test (one month apart). This questionnaire includes 12 questions (based on a five-point Likert scale) to assess the 4 aspects of job meaningfulness, feeling to be qualified, feeling to be effective, and feeling to have the freedom of choice. The minimum and maximum scores are 12 and 60, respectively. The experts of the field have confirmed its reliability. Its Cronbach-Alpha values were reported in previous studies at 0.86 and 0.89, respectively. Data were analyzed using statistical tests in SPSS16 and Wilcoxon and Mann-Whitney non-parametric tests. The Mann-Whitney U-test indicated no significant difference between the total mean of the two groups (FC: 35.20±1.73, TBL: 34.30±1.26) in the pre-test (P=0.157). However, there was a significant difference between the psychological empowerment scores of the two groups in the post-test (P<0.001). The Wilcoxon test showed a significant difference between pre-test and post-test scores for each group (P<0.05) and the psychological empowerment scores increased in the post-test for the two groups. However, the mean of post-test score in the TBL group (M: 42.55±1.82, P<0.001) was higher than the FC group (M: 38.45±2.64, P>0.001). Due to the influence of the TBL technique on psychological empowerment at the postgraduate level, it seems that TBL is more useful and practical for enhancing psychological empowerment.

Joint mediation of psychological empowerment and work–life balance between transformational leadership and in-role performance of accounting personnel: 360-degree feedback

Abstract The study determined whether psychological empowerment and work–life balance jointly mediate between transformational leadership and in-role performance of employees in Nigerian not-for-profit (NFP) universities using data collected through a 360-degree performance review of employees. Data were collected from the employees, their supervisors, colleagues, and customers. A sample of 360 comprising 36 faculty finance officers (the employees), 36 assistant faculty finance officers (colleagues), 36 deans of faculties (supervisors), 36 finance supervisors (supervisors), 108 undergraduate and 108 postgraduate students (customers) from Nigerian universities were surveyed using Multifactor Leadership Questionnaire, employees' in-role performance questionnaire, four dimensions of psychological empowerment questionnaire, and work–life balance questionnaire. The reliabilities of the questionnaires were estimated using Cronbach's α technique. Data collected were analyzed using descriptive statistics and correlations at the preliminary level, while three separate Hierarchical Multiple Regression and 5000 re-samples BC bootstrapping method on PROCESS macro were used to test the hypotheses to determine the total, direct, and indirect effects of the study variables. The study established that psychological empowerment and work–life balance jointly and significantly mediated the high relationship between transformational leadership and the in-role performance of the faculty finance officers. The implications for researchers and organizational practitioners, limitations, and suggestions for future research were discussed.

Clinical competency and psychological empowerment among ICU nurses caring for COVID‐19 patients: A cross‐sectional survey study

AimThis study aimed to determine clinical competency and psychological empowerment among ICU nurses caring for COVID‐19 patients.BackgroundNurses need clinical competency (skills pertaining to knowledge, reasoning, emotions and communication) and psychological empowerment (regard for one's organisational role and efforts) to deliver quality care.MethodsThis cross‐sectional study was conducted with 207 nurses working in ICUs in Iran. A clinical competency survey instrument consisting of basic demographic questions and the Spreitzer psychological empowerment questionnaire was completed online. Descriptive and inferential statistics were used to analyse the data in SPSS software version 13 to address the primary research question.ResultsThere was a significant positive relationship between clinical competency and psychological empowerment (r = .55, p < .001). Clinical competency had a significant positive relationship with work experiences (r = .17, p = .01).ConclusionClinical competency has been tied to nurse health and quality of care. Given the significant positive relationship between clinical competency and psychological empowerment, attention must be given to ways to psychologically empower nurses.Implications for Nursing ManagementNursing managers can consider the promotion of psychological empowerment related to its significant positive relationship to clinical competency. Psychological empowerment can be bolstered through the promotion of servant leadership, organisational justice and empowering leadership practices.

Effect of psychological empowerment on human resource management with the mediating role of emotional engagement in employees of selected sport federations

The purpose of this research was to investigate the effect of psychological empowerment on human resource retention in selected sports federations, with the role of emotional commitment as a mediating factor. A cross-sectional study was carried out. The statistical population of the study (270 employees) was all official staff of five selected federations (wrestling, volleyball, taekwondo, soccer and swimming). Based on the Morgan table, 175 individuals were selected as the statistical sample. In order to assess the studied variables, Spritzer's psychological empowerment questionnaire (1995), Allen and Meyer Commitment Measurement Questionnaire (1991), and Kaident’s staff retention questionnaire (2009) were used. The reliability of the questionnaires was 0.89, 0.87, and 0.84, respectively. In order to analyze the data, descriptive and inferential statistics (Kolmogorov Smirnov, Pearson Correlation Coefficient, Path Analysis Model) were used. The results showed that there is a statistically significant positive correlation between psychological empowerment and human resources maintenance (0.56). Emotional commitment with an impact factor of 0.35 plays a mediating role in relation to psychological empowerment in human resource retention. Therefore, the officials of sports federations can improve the maintenance of human resources by establishing a complete and desirable psychological empowerment and paying attention to the concept of emotional intelligence at the organization level.

Investigating Employee Perception about Job Insecurity towards Employee Engagement during The Covid-19 in “X-Hotel” in Bandung

Orientation, the inter-individual differences of employees might affect their engagement. However, job engagement might also be influenced by job insecurity. Research purposes: The objective of this study was to examine the relationship between job insecurity and job engagement. Motivation for the study: Job engagement leads to positive individual and organizational outcomes, and study on the determinants will give useful information for diagnosis and intervention. Research design, approach and method: A correlational design was used. Survey design was conducted among 110 employees in several departments in the hotel. The measuring instruments included the Psychological Empowerment Questionnaire which includes job description, job commitment, emotional exhaustion, job performance, strategic alignment and job satisfaction. Statistically significant relationships were found between job insecurity and Job engagement have an impact of 5.8%. Thus, also presenting effective information, which of all the indicators has the most effect. Therefore, the result of the research will directly present further information towards the employees’ perception during the Covid-19 Pandemic by which relates to the future improvement by the organization. The findings imply that initiatives focusing on the job engagement of workers during the pandemic (i.e., meaningfulness, competence, self-determination, and impact) will contribute to employee job engagement (vigor, devotion, and assimilation). When job instability is high, it is critical to focus on employee psychological empowerment.

Examining the relationship between psychological ability and quality of work life with job satisfaction of professors

Background and purpose: This research was conducted with the aim of investigating the relationship between psychological ability and quality of work life with the job satisfaction of professors of Islamic Azad University, Bandar Abbas branch. Methodology: The method of this descriptive research is a correlational type. To determine the reliability of the questionnaire, Cronbach's alpha method was used and it was calculated using SPSS software, which was 0.945 for Spritzer and Mishra's psychological empowerment questionnaire and 0.945 for Walton's quality of work life questionnaire. Reliability was 0.865 and for Herzberg's job satisfaction questionnaire, reliability was 0.869. The statistical methods used in this research include descriptive statistics (percentage, frequency, mean and standard deviation) and inferential statistics (simple regression and multivariate regression). Findings: The results of the research showed that there is a positive and significant relationship between psychological ability and job satisfaction of Islamic Azad University professors, Bandar Abbas branch. Also, in examining the dimensions of psychological empowerment, the results showed that there is a relationship between competence, autonomy, influence, and trust with the job satisfaction of the professors of the Islamic Azad University of Bandar Abbas branch, and there is no relationship between meaningfulness and the job satisfaction of the professors of the Islamic Azad University of Bandar Abbas branch. Further, the results showed that there is a relationship between the quality of work life and job satisfaction of the professors of Bandar Abbas Islamic Azad University; Also, in the examination of the dimensions of the quality of work life, the results showed that there is no relationship between fair and appropriate compensation, safe and healthy working conditions, integration and social cohesion in the organization, the general atmosphere of life, social dependence of work life and the job satisfaction of the professors of the Islamic Azad University, Bandar Abbas branch. and there is no relationship between providing opportunities for growth and development security, human capabilities, legalism in the organization and the job satisfaction of the professors of Islamic Azad University, Bandar Abbas branch. Conclusion: Paying attention to the concepts of psychological empowerment and organizational behavior and helping to establish them in the educational system, in a meaningful relationship with job satisfaction, can be useful in improving the performance and efficiency of educational centers.

The effects of resilience training on self-efficacy, empowerment, and social adjustment of renal transplant patients

Context: Chronic kidney disease refers to one of the chronic diseases highly affecting the quality of life (QoL) of patients.Aim: The present study investigated the effectiveness of resilience training on self-efficacy, empowerment, and social adjustment of renal transplant patients. Setting and Design: This study was a quasi-experimental interventional pre-test-post-test research with control group conducted at Shahid Modarres Hospital in 2020.Materials and Methods: From all kidney transplant patients admitted to Shahid Modarres Hospital and Shohada Tajrish Hospital who underwent kidney transplant surgery in 1398, 30 people were selected and randomly divided into two experimental groups (15 kidney transplant patients in Shahid Modarres Hospital in Tehran) and Witnesses (15 kidney transplant patients were admitted to Shohada Tajrish Hospital in Tehran). The experimental group participated in 12 sessions of 45 minutes in the resilience training program. Both groups completed the Scherer and Maddox (1982) self-efficacy questionnaires, the Spritzer (1995) psychological empowerment questionnaire, and the Wissman and Pickel (1974) social adjustment questionnaires before and after the intervention.Statistical Analysis Used: Data were analyzed using Kolmogorov–Smirnov test, t-test, and paired t-test using SPSS software version 18. Results: Resilience training was effective on self-efficacy, social adjustment, as well as the empowerment of renal transplant patients. Conclusion: The findings showed that resilience training in renal transplant patients enhances self-efficacy, empowerment, and social adjustment, thus promoting their physical, general, and psychological health. Also, it seems that the designing andresilience training can facilitate the process of empowerment, accompanied by increasing self-efficacy and social adjustment of patients.

Perceived workload and organizational citizenship behavior (OCB): The role of psychological empowerment

Organizational Citizenship Behavior (OCB) is defined as an employee's voluntary behavior which is not formally rewarded in spite of its potential to increase the effectiveness and efficiency of the organization. This study aimed to investigate the mediating effect of psychological empowerment in the relationship between perception of workload and OCB. This study used the approach-avoidance motivation as the theoretical framework. Research data were collected using the snowball sampling method that was implemented in an online survey that targeted employees of various private organizations in Indonesia (N = 201). The measures used in this study were the 9-item workload subscale of the Job Demand-Resource Scale, 12-item Psychological Empowerment Questionnaire (PEQ), and 14-item OCB subscale of the Task Performance Scale. Data were analyzed using the simple mediation regression technique of Macro PROCESS developed by Hayes for SPSS software. The results of this study showed that perceived workload has a positive effect on psychological empowerment and psychological empowerment has a positive effect on OCB. Further, results showed that psychological empowerment mediates the relationship between perceived workload and OCB.

The Relationship Between Authentic Leadership, Psychological Empowerment, Role Clarity, and Work Engagement: Evidence From South Africa.

Employees in the mining sector are faced with a demanding work environment due to external challenges impacting on the organization. Optimizing their engagement is vital in weathering a demanding environment. The aim of this study was to (a) position authentic leadership (AL) and psychological empowerment (PE) as enablers of work engagement (WE); (b) to investigate the processes (i.e., PE) through which AL exerts its effect on WE, and (c) to determine whether contextual factors [i.e., role clarity (RC)] influenced this process. A cross-sectional research design was employed to collect data from 236 employees employed by a coal-mining organization within South Africa. The AL inventory, PE questionnaire, measures of role conflict and ambiguity questionnaire, and UWES-9 was administered to collect data. A moderated-mediation investigation was employed to test the hypotheses. Results supported the value of AL to enhance WE, both directly and indirectly via PE. Results also concluded that AL exerts its influence on WE through PE, regardless of employees’ levels of RC. AL literature is limited, not only in the South African context but also in the mining sector. The study not only extends AL literature by investigating its outcomes in a South African mining organization, but it also does so by investigating the boundary conditions under which AL exerts its influence. The boundaries (i.e., moderation) within which leadership-subordinate relationships (i.e. mediation) function are often neglected in favor of simplified investigations of mediation processes only.

Relation between nurse educators' empowerment and nursing students' clinical competence

Background: nurse educators are responsible for the preparation of nursing students for their future profession; they are vital and serve as a critical driving force to lead the progression of the next generation of professional nurses. If nurse educators perceive themselves as empowered in their jobs, they will be more confident in their skills and knowledge, be more engaged in their role. Aim: the aim of this study was to determine relation between nurse educators' empowerment and nursing students' clinical competence. Design: Descriptive correlational research design was used to achieve the aim of the current study. Setting: two nursing technical institute, one affiliated to university and another one affiliated to ministry of health at Minia city. Subjects: The subject of study was include all nurse educators at Minia Nursing technical institutes (n=20) and 50% of nursing students enrolled at 2 nd academic year 2018-2019 (n=350). Tools: three tools were used to collect data pertinent to the study as: Structural Empowerment Questionnaire; Psychological Empowerment Questionnaire; and Clinical Competence checklist. Results: The study revealed that highest percentage of nursing educators had moderate level of structural empowerment and high level of psychological empowerment. Regarding the total clinical competence mean score, there was highly statistical significance difference (P=0.000) between nursing students at two institutes in favor to Health Technical Institute had higher mean score (82.7 ± 4.6). Conclusion: this study concluded that, there was a positive correlation between nurse educators' empowerment and nursing students' clinical competence. Recommendations: Periodic training courses should be provided in order to keep nursing students updating knowledge, skills, and attitudes regarding to clinical practice and conducting workshops to develop nurse educators' empowerment.

The Mediating Role of Psychological Empowerment in the Relationship Between Transformational Leadership and Organizational Identification of Employees

The study examined the association between transformational leadership and organizational identification of employees. The relationship between transformational leadership and psychological empowerment and the possible mediating role of psychological empowerment in the relationship between transformational leadership and organizational identification of employees was also studied. A hypothesized model was developed to examine the relationship between the constructs. Sample for the study comprised 199 employees from the IT sector. Instruments used were Multi-factor Leadership Questionnaire, Smidts et al.’s (2001) Organizational Identification Questionnaire and Spreitzer’s (1995) Psychological Empowerment Questionnaire. Data were analyzed using SPSS and structural equation modeling in AMOS. It was indicated that transformational leadership had positive and significant impact on organizational identification as well as psychological empowerment of employees. Psychological empowerment acting as a mediator between these two constructs was established. It was found that the developed model would pave way for more attention toward psychological empowerment among leaders and employees in organization.

The Relation between Psychological Empowerment and Job Satisfaction among Nurses

Background- Empowering employees is an essential factor to reduce workplace stress, whereas its role in enhancing job satisfaction among employees is through perceived job obligation, and reducing stress. Aim- The present study endeavored to determine the relationship between Psychological Empowerment and Job Satisfaction among nurses. Methods and Materials- Cross-sectional, descriptive and correlational study design carried out for a period from 5th of September/2017 till 30th of May/2018 at five hospitals in Mosul/Iraq. Non-probability sampling technique and accidental sampling method were depended to select (317) nurse as a sample of the study. An interview was the method through which data were gathered. Two instruments were used to collect data; Psychological Empowerment questionnaire “PE”, and Minnesota Job Satisfaction questionnaire “JS”. Mean, Standard deviation and stepwise regression analysis were used to present the findings of the study. Findings- Total Psychological Empowerment and Total Job Satisfaction and their domains had an acceptable level, from another side, Total Psychological Empowerment and its domains had significant relations with Total Job Satisfaction and its domains

Psychological Empowerment and Organizational Commitment among Nurses

Background- Psychological empowerment plays an important role in behavioral, emotional and cognitive constructs, such as Job Satisfaction and organizational citizenship behavior. Aim- The study aimed to identify the relationships between Psychological Empowerment and Organizational Commitment among nurses. Methods and Materials - A cross-sectional, descriptive and correlational study design carried out in a period from 5th of September/2017 till 30th of May/2018 at five Public Hospitals in Mosul/Iraq. Non-probability sampling technique and accidental sampling method depended to select the sample of the study, which accounted for (317) nurse. Two instruments were used to collect data via an interview method with each subject “Psychological Empowerment Questionnaire and Organizational Commitment Questionnaire”. The findings of the study presented by mean, standard deviation, while the relationships among variables presented through stepwise regression. Results- Total PE and its domains had significant relations to total OC and its Affective and Normative domains.

The Correlation between Psychological Empowerment and Job Burnout in Midwives Working in the Labor Ward of Hospitals.

Background:Job Burnout (JB) is a multifactorial psycho-cognitive syndrome that leads to physical and psychological problems and declines the efficiency and productivity. Psychological Empowerment (PE) indicates that an individual feels motivated and competent to fulfill work expectations actively. This study assessed the correlation between PE and JB in midwives.Materials and Methods:This cross-sectional correlational study was conducted on 282 midwives working in labor wards of hospitals in Isfahan (Iran). Convenience sampling was used. Psychological Empowerment Questionnaire (PEQ) with four domains (meaning, competence, autonomy, and impact) and Maslach Burnout Inventory (MBI) with three domains (emotional exhaustion, depersonalization, and personal accomplishment) were used. Partial correlation and regression analysis were used to analyze the data. p < 0.05 was considered significant.Results:None of the demographic variables had a significant association with PE and JB. There were no significant correlations between the total scores of PE and three domains of JB. However, personal accomplishment was positively correlated with the domains of meaning and competence (r = 0.16, p = 0.02; r = 0.27, p < 0.001, respectively). Autonomy was the only significant predictive variable for emotional exhaustion and depersonalization, respectively (β =0.17, t235=2.34, p = 0.020, β =0.09, t249=1.29, p = 0.020); also, competency was the only significant predictive variable for personal accomplishment (β = 0.29, t263=4.20, p < 0.001). The domains of PE were significant predictors of variance of JB in personal accomplishment domain (R2 = 0.10, F6=4.85, p < 0.001).Conclusions:Meaning and competence could be promoted through attendance in continuous training programs to increase personal accomplishment. In addition, it is suggested to promote midwives' authority to decline their emotional exhaustion and depersonalization.

Quality of Work Life and Psychological Empowerment among Employees: Malaysian Government-Linked Company

Psychological empowerment may provide more satisfaction towards a job and better productivity towards employees’ work and life. The aim of this study is to investigate the link between psychological empowerment and the quality of work life [QWL] in a government-linked company in Malaysia. Employing a cross-sectional survey research design, 182 employees from a financial sector company were recruited using simple random sampling method. The Psychological Empowerment Questionnaire [Spreitzer, 1995] and Quality of Work Life Questionnaire [Walton, 1980] were used to measure psychological empowerment and the quality of work life [QWL]. Data was analyzed using Statistical Package for Social Science [SPSS]. Results showed that, the overall level of psychological empowerment is at a high level, while the level of quality of work life [QWL] is at a moderate level. The findings also showed that the relationship between psychological empowerment and the quality of work life has a very weak relationship. It can be concluded that, psychological empowerment is associated to quality of work life among the employees in a Malaysian government-linked company

Relation between Head Nurses Empowerment and Staff Nurses Productivity in Different Sectors

Background: Psychological empowerment is definitely important and human resource managements a crucial resource in the organization survival and improved. Therefore, it is essential for nurse manager to recognize staff nurses workand implement several ways and techniques to empower them to improve quality of care and productivity. Aim: Assess the relation between head nurses’ empowerment and staff productivity at different sectors.Setting: The study was conducted at EL-Mahala General Hospital and Kafr_El-Sheikh General Hospital. Methods: A descriptive correlation design used for caring out this study. The current study was conducted in both EL-Mahala General Hospital and Kafr_El-Sheikh General Hospital which are affiliated to Ministry of Health. The study subjects consist of 35% of head nurses (n=41) and staff nurses (n=310) from different departments in both hospitals previous mentioned.Tools: Includes two tools, tool; included two parts;socio demographic sheet,part 2: psychological empowerment questionnaire and tool II:productivity scale was used. Results: The present study was revealed that the majority (87, 80%)of total empowerment of head nurses were good level and the 54.84% of staff nurses productivity were a good level. There is a statistical significant difference between total empowerment and head nurses demographic related to years of experience.Also, there is a statistical significant difference between totalstaff nurses productivity and their demographic related to marital status, age, years of experience and academic qualification respectively. In addition, there is a strong positive correlation between head nurse' empowerment and staff nurse' productivity.Conclusionand recommendation: The present study concluded that the head nurses had high level of empowerment and staff nurses resemble a good level of productivity.There is a positive significant correlation between head nurses' empowerment and staff nurses' productivity at both EL-Mahala General Hospital and Kafr_El-Sheikh General Hospital. The study recommended that nurse manager create positive work environment,established open channels of communication and conducting training program to increase awareness of all staff nurses members about importance of empowerment and productivity.They contribute and allow individual creativity, empower staff nurse to increase productivity.

Instructional Leadership Effects on Teachers’ Work Engagement: Roles of School Culture, Empowerment, and Job Characteristics

In the article, the relations between the principal’s instructional leadership, school culture, psychological empowerment, job characteristics, and teachers’ work engagement was examined on a sample of 310 elementary school teachers. The results showed no direct effects of the principal’s instructional leadership on work engagement; however, they proved the belief that the principal could have an indirect effect on teachers’ work engagement through indirect variables: school culture, teacher empowerment, and job characteristics. The research method is structural equation modelling, for the purpose of which five research tools (the Principal Instructional Management Rating Scale, the School Culture Survey, the Job Diagnostic Survey, the Psychological Empowerment Questionnaire, and the Job Engagement Questionnaire) were used for data collection. The participants were selected through a stratified sampling method. The reliability was assessed by Cronbach’s alpha. The results showed that the model fitted the data and that the relationship between instructional leadership and job engagement was established entirely through school culture, empowerment, and the job characteristics of teachers. The principals are recommended to apply the instructional leadership approach. By assisting teachers in collaboration, instilling collective leadership, and communicating a shared vision, the principals can contribute to developing a positive and participatory school culture.