Psychological Empowerment Questionnaire Research Articles

Employee psychological empowerment: Psychometric properties of the Lithuanian questionnaire

Employee psychological empowerment is treated as a multidimensional construct manifesting in several dimensions. It has been researched for several decades using various scales depending on the definition of psychological empowerment chosen by a reasercher. However, there is a lack of widely applicable, compact instruments for a reliable and valid assessment of psychological empowerment. Furthermore, there has been a lack of empowerment research in Lithuania. Therefore, the purpose of this study is to construct a Lithuanian psychological empowerment questionnaire and to evaluate its psychometric properties (reliability and validity). The strategy of the empirical construction of a questionnaire was used. At first, statements to describe the concept of psychological empowerment were generated, using group interviews and expert evaluation. Fifteen final items were included into the Lithuanian Psychological Empowerment Questionnaire (LPEQ). Then, an empirical research was performed: 189 respondents from 8 organizations filled up the LPEQ, G.M. Spreizer (1995) Psychological Empowerment Questionnaire (PEQ), B. E. Ashforth (1990) Helplessness Scale, Intrinsic Motivation Scale (Warr et al., 1979), and socio-demografic questions. The results of the study have revealed that the LPEQ has a high internal reliability (Cronbach α = 0.909). Five factors were extracted using the exploratory factor analysis, three items each. Psychological empowerment was defined based on five dimensions: meaning, enthusiasm, decision making, authonomy, and trust in competence. The Cronbach α was between 0.755 and 0.880 for the dimension level. These five dimensions show support for the existing models of psychological empowerment (Spreitzer, 1995; Menon, 2001), but also they supplement these models with for instance, the dimension of enthusiasm. The convergent validity of the LPEQ was confirmed by strong correlations (p < 0.01) between the LPEQ and the PEQ subscales, and the Intrinsic Motivation Scale. It was supported by a negative correlation between the LPEQ subscales and the Helplessness Scale. Based on the analysis of correlations, the discriminant validity of the LPEQ dimensions’ levels was confirmed. In conclusion, the Lithuanian Psychological Empowerment Questionnaire (LPEQ) can be characterized as an instrument with appropriate psychometric properties for the use in research and practice. Directions for the future research in the field have been offered.

Study of association between management styles of head nurses with nurses' empowerment in Medical and Surgical Wards in Hospitals of NEZAJA Health and Medical Services in Tehran 1388

Abstract Background and Aim : Managers by adopting effective management styles can improve efficiency and quality of care and empowerment of personnel .The aim of present research is to examine the correlation between management styles of head nurses with nurses' empowerment in medical and surgical wards in hospitals of NEZAJA Health and Medical Services in Tehran 1388. Material and Method : This research is a descriptive correlational study.A sample of 57 sataff nurses, 26 head nurses and 5 senior managers participated in the study.A questionnaire which consisted of three sections was used for gatherind data. These sections includeds :1 (Nurse clinical competence scale for assessing nurses' empowerment 2) Psychological empowerment questionnaire to study nurses' Psychological empowerment 3) questionnaire of Leader Effectiveness and Adaptability description to study head nurses management styles. Content validity andface validity were used for assuring the validity of questionnaires.Reliability of tools was obtained by test re-test. Data were analyzed by SPSS14 software. Findings : Finding of the research showed that most head nurses(65/4%) reported that they use selling management style . The empowerment level of nurses from the three view points (nurses , head nurses , their managers) were reported at good level ( 50- 70) and at very good level ( 3/1 - 4 ) for nurses' Psychological empowerment .There was no significant association between head nurses’ management style with empowerment of nurses. Conclusion A ppropriate changes in organizational structure andrelationships are necessary for achieving a dynamic system in organizations. Key words : management styles,empowerment,nurse , Medical and Surgical Wards

Mediating Effect of Psychological Empowerment in Relationship between Professional Self-concept and Burnout in Psychiatric Nurses

Purpose: The purpose of this study was to examine the mediator role of psychological empowerment in the relationship between professional self-concept and burnout in psychiatric nurses. Methods: A cross-sectional correlational survey was conducted in S city and G province with 127 psychiatric nurses working in mental hospitals. Data were collected from March 8 to 16‚ 2012. The instruments used were the Psychological Empowerment Questionnaire, the Professional Self-concept of Nurses Instrument, and the Tedium Measurement. The collected data were analyzed using t-test, ANOVA, Pearson correlation coefficients and multiple regression with PASW 20.0. Results: Statistically significant relationships were found among professional self-concept, psychological empowerment, and burnout. Psychological empowerment functioned as a mediator between professional self-concept and burnout. Conclusion: The implication of the results is that interventions that focus on psychological empowerment will contribute to the reduction of burnout in psychiatric nurses. This study also contributes to knowledge about the conditions that precede burnout, and shows the important role of psychological empowerment in the relationship between professional self-concept and burnout.

A Survey of Effective Elements of Empowerment of the University Employees of Medical Sciences Toward a Conceptual Framework: Iran's Perspective

Abstract This Study is going to survey the effective elements of psychological empowerment among the employees of Bushehr medical Sciences University. This is a descriptive-survey research concluding 195 participants working in BMSU selected by a random and systematic method .The dependent (criterion) variable is psychological empowerment and the independent (predictive) variables are accountability, creativity and invention and self-control. The instrument for gathering data is the psychological empowerment questionnaire (PEQ) and the effective factors of empowerment questionnaire whose validity was supported by experts’ ideas and its reliability was based on the Chronbach's alpha coefficient that confirmed. Inferential and descriptive Statistics methods were used to analyze data. The results of multivariate regression showed that the most effective factors in psychological empowerment (in arrangement) are accountability, self – control, creativity and innovation.

Studying the relationship between transformational leadership and psychological empowerment of teachers in Abade Township

In this survey one-hundred fifty (150) teachers in schools of Abade Township answered to self made researcher questionnaire of transformational leadership that was compiled based on Bernard Bass view and his multi-leadership styles questionnaire (1990) and psychological empowerment questionnaire according to theory of Spreitzer (1995). Obtained results of Pierson correlation coefficient refer to the significant relationship between transformational leadership and degree of psychological empowerment and its dimensions. Results obtained from multi-correlation coefficient and step by step regression show that the best predictor of teachers’ psychological empowerment in significance and competency dimension is ideal influence, in independence dimension is inspired motivation and in dimension of being effective is personal consideration.

Psychological empowerment, job insecurity and employee engagement

Orientation: The psychological empowerment of employees might affect their engagement. However, psychological empowerment and employee engagement might also be influenced by job insecurity.Research purposes: The objective of this study was to examine the relationship between psychological empowerment, job insecurity and employee engagement.Motivation for the study: Employee engagement results in positive individual and organisational outcomes and research information about the antecedents will provide valuable information for the purposes of diagnosis and intervention.Research design, approach and method: A correlational design was used. Survey design was conducted among 442 employees in a government and a manufacturing organisation. The measuring instruments included the Psychological Empowerment Questionnaire, the Job Insecurity Inventory, and the Utrecht Work Engagement Scale.Main findings: Statistically significant relationships were found between psychological empowerment, job insecurity and employee engagement. A multivariate analysis of variance showed that affective job insecurity had a main effect on three dimensions of psychological empowerment (viz. competence, meaning and impact) and on employee engagement. Affective job insecurity moderated the effect of psychological empowerment on employee engagement.Practical implications: The implication of the results is that interventions that focus on the psychological empowerment of employees (viz. meaningfulness, competence, self-determination and impact) will contribute to the engagement (vigour, dedication and absorption) of employees. If job insecurity is high, it is crucial to attend to the psychological empowerment of employees.Contribution: This study contributes to knowledge about the conditions that precede employee engagement, and shows that the dimensions of psychological empowerment (namely experienced meaningfulness, competence, impact and self-determination) play an important role in this regard.

Psychological empowerment of employees in selected organisations in South Africa

The objective of this study was to assess the construct validity and internal consistency of the Psychological Empowerment Questionnaire (PEQ) for employees in selected organisations in South Africa. A cross-sectional survey design with a convenient sample (N = 1405) was used. The PEQ was administered. Structural equation modelling conf rmed a four-factor model for the PEQ, consisting of competence, meaning, impact and self-determination. A cross-validation study conf rmed the construct equivalence of the four-factor model for a study sample (n = 679) as well as a replication sample (n = 726) that was randomly selected for the total sample. The subscales showed acceptable internal consistencies.

Testing the Structure of Psychological Empowerment: Does Gender Make a Difference?

Psychological empowerment (PE) is presumed to be a second-order latent construct composed of four dimensions: meaning, competence, self-determination, and impact. Based on the results of two validation studies, it has been hypothesized that loadings of the four dimensions on PE could vary across gender groups. A multiple-group second-order confirmatory factor analysis was performed to verify if the factor structure of Spreitzer’s PE questionnaire was invariant between groups of 191 male and 200 female nurses. Results indicated that the structure of the PE questionnaire could be assumed invariant across genders. Directions for future research are discussed.

Testing Karasek's Demands-Control Model in restructured healthcare settings: effects of job strain on staff nurses' quality of work life.

Job strain among staff nurses has become an increasingly important concern in relationship to employee performance and commitment to the organization in current restructured healthcare settings. The purpose of this study was to test Karasek's Demands-Control Model of job strain by examining the extent to which the degree of job strain in nursing work environments affects staff nurses' perceptions of structural and psychological empowerment, work satisfaction, and organizational commitment. A predictive, nonexperimental design was used to test these relationships in a random sample of 404 Canadian staff nurses. Karasek's Job Content Questionnaire, the Conditions of Work Effectiveness Questionnaire-II, Spreitzer's Psychological Empowerment Questionnaire, Meyer and Allen's Organizational Commitment Questionnaire, and the Global Satisfaction Scale were used to measure the major study variables. Nurses with higher level of job strain were found to be significantly more empowered, more committed to the organization, and more satisfied with their work. Support for Karasek's Demands/Control theory was established in this study.

Impact of structural and psychological empowerment on job strain in nursing work settings: expanding Kanter's model.

In this study, we tested an expanded model of Kanter's structural empowerment, which specified the relationships among structural and psychological empowerment, job strain, and work satisfaction. Strategies proposed in Kanter's empowerment theory have the potential to reduce job strain and improve employee work satisfaction and performance in current restructured healthcare settings. The addition to the model of psychological empowerment as an outcome of structural empowerment provides an understanding of the intervening mechanisms between structural work conditions and important organizational outcomes. A predictive, nonexperimental design was used to test the model in a random sample of 404 Canadian staff nurses. The Conditions of Work Effectiveness Questionnaire, the Psychological Empowerment Questionnaire, the Job Content Questionnaire, and the Global Satisfaction Scale were used to measure the major study variables. Structural equation modelling analyses revealed a good fit of the hypothesized model to the data based on various fit indices (chi 2 = 1140, df = 545, chi 2/df ratio = 2.09, CFI = 0.986, RMSEA = 0.050). The amount of variance accounted for in the model was 58%. Staff nurses felt that structural empowerment in their workplace resulted in higher levels of psychological empowerment. These heightened feelings of psychological empowerment in turn strongly influenced job strain and work satisfaction. However, job strain did not have a direct effect on work satisfaction. These results provide initial support for an expanded model of organizational empowerment and offer a broader understanding of the empowerment process.

Reviews : The Government and Politics of Sport, London: (Routledge, 1991, x + 269 pp. ISBN — b 0415 05402 8, Pb 0415 05403 6; Hb £40, Pb £12.99). Barrie Houlihan

This study aimed to determine relationship between psychological empowerment and organizational commitment among khorasan Region Electric Company. In this descriptive-correlative study, 116 personels working in mashhad company were selected to the study in summer 2015. The data collection tool included the “Sprietzer psychological empowerment questionnaire” and the “organizational commitment questionnaire of Allen and Meyer”. The validity and reliability of the questionnaire were assessed through appropriate methods. its validity was confirmed by the experts and elite universities and factor analyses and its reliability was approved via Cronbach’s alpha of 0.90 for between psychological empowerment and 0.89 for organizational commitment. Data were analyzed using Pearson correlation, and linear regression method in the SPSS22. The correlation and linear regression tests indicated that psychological empowerment was statistically correlate with the organizational commitment of personels and could predicted it. Based on the findings of this study, psychological empowerment was a predictive factor for organizational commitment. Among the psychological empowerment of dimentions , meaning, self-determination, influence and competency have highest correlation with organizational commitment.