Psychological Empowerment Scale Research Articles

Influence of providing quality nurse's resources to the grassroots hospitals (county level) on psychological empowerment of nurses

Objective To explore the effects of providing quality nurse's resources to the grassroots hospitals (county level) on psychological empowerment of nurses. Methods A total of 123 nurses from some county hospital were investigated by convenience sampling method from October 2014 to June 2016 using general data questionnaire and Psychological Empowerment Scale before and after the training of empowerment, and the results were compared between before and after. Results Before training, in the control group and the experimental group, the total scores of psychological empowerment were (14.92±1.24) and (14.84±1.64) (t=0.107, P>0.05). After training, in the control group and the experimental group, the total scores of psychological empowerment were (14.74±1.31) and (16.44±1.68) (t= 2.312, P<0.05) . Conclusions Providing quality nurse's resources to the grassroots hospitals (county level) can help to improve nurse's psychological empowerment. Key words: Nursing; Quality resources to the grassroots level; Psychological empowerment

The Relationships between Structural and Psychological Empowerment of Teachers and Their Organizational Citizenship Behaviors

The purpose of this study is to determine the relationships between structural and psychological empowerment of teachers and their organizational citizenship behaviors. The sample of this descriptive study consists of 384 teachers employed in the province of Mugla. The data of the study were collected through the administration of the questionnaires (namely Conditions of Work Effectiveness Questionnaire, Psychological Empowerment Scale and Organizational Citizenship Behavior Scale) to the teachers in the sample. In the analysis of the data, descriptive statistics, t test, ANOVA and hierarchical multiple regression analysis were conducted. The study revealed that that the level of teachers’ organizational citizenship behaviors (OCB) is higher than the medium level. Besides, teachers’ organizational citizenship behaviors differed significantly in terms of the variables of gender, school type and school location (urban or rural) whereas there was no significant difference in terms of the variable of seniority. The level of teachers’ structural empowerment (SE) was determined to be medium. Moreover, in terms of school type and school location variables, some dimensions of teachers’ SE differed significantly, however no significant difference was found in terms of gender and seniority variables. On the other hand, the level of teachers’ psychological empowerment (PE) was high. In terms of gender and school type variables, some dimensions of teachers’ (PE) differed significantly, yet it did not differ significantly according to the variables of seniority and school location. In addition, teachers’ psychological and SE explained one third of the OCB. According to the results of regression analysis, both the dimensions of knowledge and opportunity and the dimension of individual oriented empowerment were identified to be significant predictors of OCB. In addition, some recommendations were developed in the study in order to increase teachers’ structural and psychological empowerment.

Measuring Empowerment: Development and Validation of the Service User Psychological Empowerment Scale

ABSTRACTCurrent registrations and measurements used in social services are criticized for not providing an accurate reflection of the social work practice. The Service User Psychological Empowerment Scale (SUPES) was developed with input from both service users and social workers in order to provide an alternative measure. The SUPES is a 28-item scale that can be used to measure the intrapersonal, interactional, and behavioral dimensions of psychological empowerment among service users. The SUPES was tested among a sample of 349 service users in the setting of Public Centres for Social Welfare (PCSWs) in two Belgian cities. Through factor analysis, the SUPES was found to be valid and reliable in assessing the different dimensions of psychological empowerment among service users. Future research should evaluate the effects of social work interventions by assessing developments in the psychological empowerment of service users in the course of receiving social assistance.

Factors Related To Job Satisfaction Of Professional Nurses, Hanoi, Vietnam

Background: Nurses’ job satisfaction has long been recognized as a crucial indicator of hospital because it is positively related to job performance, nurse retention, patient satisfaction, and quality of nurisng care and negatively related to job stress, burnout, absenteeism and turnover. Conditions of work and psychological empowerment are important factors that influence job satisfaction. Aim of the study: This research had examined the job satisfaction of professional nurses in public hospitals, Hanoi, Vietnam, and the contributing factors on it. Methods: A correlation study was applied in this research. The study was conducted, based on a sample of 356 nurses of Bach Mai Hospital, Viet Duc Hospital, and E Hanoi Hospital from September to October 2015. Research instrument were four self-administered, including 1) the 7 items personal factors; 2) the 44-items of the Index of Work satisfaction; 3) the 12-items perceived empowerment of the Conditions of Work Effectiveness Questionnaire-II (CWEQ-II); 4) the 12-items of the Psychological Empowerment scale . Data was analyzes using percentages, means, and standard deviation. Pearson’s correlation coefficient and Chi-square test were applied to determine the relationships among the study variables. Results: The level of satisfaction of professional nurses is moderate. Demographic factors including working unit, education level, and working experience were not significantly correlated with job satisfaction. However, conditions of work and psychological empowerment postively and significantly related to job satisfaction (r = .42, r = .28, p &lt; .05). Conclusion: In this study, nurses’satisfaction is not high. Nurse managers are suggested to pay more attention to professional nurses on the empowerment to promote nurse’s job satisfaction.

The association of leadership styles and empowerment with nurses' organizational commitment in an acute health care setting: a cross-sectional study.

BackgroundThe current challenges facing healthcare systems, in relation to the shortage of health professionals, necessitates mangers and leaders to learn from different leadership styles and staff empowerment strategies, so as to create a work environment that encourages nursing staff commitment to patients and their organization. This study intends to measure the effects of nurses’ overall perception of the leadership style of their managers, and psychological empowerment on their organizational commitment in acute care units, in National Guard Health Affairs, Riyadh City, Saudi Arabia.MethodsThis was a cross-sectional survey, where the data was obtained from nurses at King Abdulaziz Medical City. Hard copy questionnaires were distributed to 350 randomly selected nurses. Three hundred and thirty two (332) were completed, representing a response rate of 95 %. Three validated survey instruments were used to obtain the data: (1) The Multifactor Leadership Questionnaire (MLQ), formulated by Bass and Avolio (1997), (2) The Psychological Empowerment Scale developed by Spreitzer (1995) and (3) The Three-Component Model of Employee Commitment developed by Meyer and Allen (1997). A theoretical model that conceptually links leadership, empowerment, and organizational commitment was used. The SPSS program version 19 was employed to perform descriptive and inferential statistics including correlation and stepwise multiple regression analysis.ResultsOverall most nurses perceived their immediate nursing managers as not displaying the ideal level of transformational leadership (TFL) behaviors. Nurses’ commitment appeared to be negatively correlated with TFL style and perceived psychological empowerment. However, commitment was positively correlated with the Transactional Leadership (TAL) style. Analysis, also, showed that commitment is significantly associated with the nurse’s nationality by region: North American (P = 0.001) and Arab (p = 0.027). The other important predictors of commitment include TAL (P = 0.027), Laissez-faire Leadership (LFL (P = 0.012), and autonomy (P = 0.016). The linear combination of these predictors explained 20 % of the variability of the nurses’ commitment.ConclusionThe study findings suggest that leadership styles and employee empowerment could play an instrumental role in promoting organizational commitment of nurses working in acute health care settings, at least in the Saudi Arabian context.

Current status and influencing factors analysis of the quality of work life among pediatric nurses

Objective The current status of the quality of work life(QWL)among pediatric nurses was investigated and its influencing factors were analyzed, in order to supply references for improving work efficiency and quality. Methods Two hundred and eighty-two pediatric nurses from 2 children′s hospitals in Jiangsu province were selected by the simple random sampling method. Self-administered questionnaires were carried out by using the socio-demographic information questionnaire, the quality of work life questionnaire (QWL7-32), the occupation stress inventory-revised questionnaire and the psychological empowerment scale. The main influencing factors related with the quality of work life among pediatric nurses were statistically analyzed. Results The total QWL score of pediatric nurses was (101.39±15.14) points. The percentage of pediatric nurses with a worse quality of work life was 29.8%. The percentage of pediatric nurses with a medium quality of work life was 52.8%. The percentage of pediatric nurses with a better quality of work life was 17.4%. The multiple regression analysis showed that the main factors, which were related to QWL in pediatric nurses, were working years of pediatric nursing, monthly night shift, work mode, workload, psychological strain, social support, the meaning of work. Conclusions The QWL of pediatric nurses is worse. Appropriate interventions related to different influencing factors should be carried out to increase the QWL of pediatric nurses, which is an effective method to improve work enthusiasm of nurses and ensure nursing of high quality. Key words: Hospital, Department of Pediatrics; Nurses; Mental processes; Fatigue; Quality of work life

Construction of a new model of job engagement, psychological empowerment and perceived work environment among Chinese registered nurses at four large university hospitals: implications for nurse managers seeking to enhance nursing retention and quality of care.

To explore the relationships among perceived work environment, psychological empowerment and job engagement of clinical nurses in Harbin, China. Previous studies have focused on organisational factors or nurses' personal characteristics contributing to job engagement. Limited studies have examined the effects of perceived work environment and psychological empowerment on job engagement among Chinese nurses. A cross-sectional quantitative survey with 923 registered nurses at four large university hospitals in China was carried out. Research instruments included the Chinese versions of the perceived nurse work environment scale, the psychological empowerment scale and the job engagement scale. The relationships of the variables were tested using structural equationmodelling. Structural equationmodelling revealed a good fit of the model, χ(2) /df=4.46, GFI=0.936, CFI=0.957. Perceived work environment was a significant positive direct predictor of psychological empowerment and job engagement. Psychological empowerment was a significant positive direct contributor to job engagement and had a mediating effect on the relationship between perceived work environment and job engagement. Perceived work environment may result in increased job engagement by facilitating the development of psychological empowerment. For nurse managers wishing to increase nurse engagement and to achieve effective management, both perceived work environment and psychological empowerment are factors that need to be well controlled in the process of nurse administration.

Customer Empowerment to Co-Create Service Designs and Delivery: Scale Development and Validation

ABSTRACTThis study developed a scale to measure customer psychological empowerment. Focus group and in-depth interviews were used to generate items. Three separate studies were undertaken with different sampling methods in different service industries to refine the scale. Exploratory and confirmatory factor analyses were performed to identify and confirm the factor structure. Convergent, discriminant, nomological, and criterion validities were reported prior to testing internal and external validities. The customer psychological empowerment scale was determined to be a second-order factor model consisting of three subdimensions: service choice, information attainment, and impact. The scale generates high reliability and validities.

Empowerment Perceptions of Employees in Hotel Enterprises

The concept of empowerment, which is applicable for any social group that the person belongs to, is an essential phenomenon for continuity and success of the organization. The main purpose of this study is to determine the empowerment perceptions of employees in hotel industry. The research was conducted in four and five star hotels that operate in the city of Bishkek, Kyrgyzstan, and 170 employees were reached at those hotels. Empowerment perceptions of the employees were measured using the scales “Conditions of Work Effectiveness Questionnaire-II, CWEQ-II” and “Psychological Empowerment Scale, PES”. As a result of factor analysis made on the scales, it was observed that structural empowerment and psychological empowerment perceptions were grouped into three sub-dimensions. And in comparisons based on demographic factors; it was observed that perceptions of empowerment have clearly differentiated according to level of education, level of income, hotel class, tourism education position, employee position.

Political Empowerment of Women through Literacy Education Programmes in EDO and Delta States, Nigeria

The study examined the political empowerment of women through literacy education programmes in Edo and Delta States in the South-South Geopolitical zone of Nigeria. A sample of 1022 women was randomly drawn from the different levels of literacy classes organised by the Agency of Adult and Nonformal Education and non-governmental and private organisations in the area under investigation. Psychological empowerment scale and socio-political scale were used for data collection. These were complemented by four sessions of Focus Group Discussion (FGD). The results of the study revealed that literacy education programmes correlated with women participation in political activities and leadership roles. Women were able to participate more actively in decision-making processes and social interactions at home, in a public gathering and in the community at large. The FGD result showed that women gained self-esteem and self-confidence as a result of their participation in literacy programmes.

The impact of psychological empowerment and organizational commitment on Chines nurses' job satisfaction.

Abstract Background: Research findings have shown that job satisfaction of Chinese nurses is at a low level. Limited studies have focused on the impact of psychological empowerment and organizational commitment on job satisfaction of Chinese nurses. Aims: The aim of this study is to describe job satisfaction, psychological empowerment and organizational commitment of Chinese nurses and to explore the impact of psychological empowerment and organizational commitment on the nurses' job satisfaction. Methods: A total of 726 nurses were recruited in a convenience sample from 10 tertiary hospitals. Data were collected using four questionnaires including Job Satisfaction Survey, Psychological Empowerment Scale, Organizational Commitment Scale and Demographic Questionnaire. Descriptive analysis, correlation and stepwise multiple regression were used for data analysis. Results: Nurses' job satisfaction, psychological empowerment, and organizational commitment were identified at moderate levels. Nurses' job satisfaction and psychological empowerment were significantly different in terms of age and length of service; nurse job satisfaction varied with respect to marital status. Findings further indicated that nurse job satisfaction was positively correlated with psychological empowerment and organizational commitment. Psychological empowerment, organizational commitment, and marital status were significant predicting factors of nurse job satisfaction. Conclusions: This study provides evidence to help nursing managers and health policy-makers to develop intervention programs aimed at enhancing nurse job satisfaction and retaining nurses.

The impact of head nurse's transformational leadership style on emotional labor and psychological empowerment of nurses

Objective The study aimed to investigate the influence of head nurse's transformational leadership style on emotional labor and psychological empowerment of nurses. Methods Totally 851 staff nurses from four 3A hospitals were investigated with the Transformational Leadership Style Sub Scale of Multifactor Leadership Questionnaire, Psychological Empowerment Scale and Emotional Labor Scale. Results The head nurse's transformational leadership style scored (2.41±0.81). The psychological empowerment of nurses scored (3.27±0.47), its autonomy dimension scored (3.81±0.50), staying at medium level. The emotional labor of nurses scored (3.68±0.61), its deep acting dimension scored (4.67±0.76), which was above medium level. The indirect correlation coefficient between head nurse's transformational leadership style and emotional labor (r=-0.13) was far higher than direct correlation coefficient (r=-0.04). The psychological empowerment was the full mediation variable by which head nurse's transformational leadership style influence emotional labor of nurses. Conclusions Head nurse's transformational leadership style can enhance nurse's self-efficacy, cognition of work significance and work autonomy, so that nurse's deep acting and positive perception of emotional display can be increased, and nurse's emotional exhaustion and job burnout can be decreased to retain nurses. Key words: Leadership; Nurses; Transformational leadership style; Psychological empowerment; Emotional labor

The impact of psychological empowerment and organisational commitment on Chinese nurses’ job satisfaction

Background: Research findings have shown that job satisfaction of Chinese nurses is at a low level. Limited studies have focused on the impact of psychological empowerment and organisational commitment on job satisfaction of Chinese nurses.Aims: The aim of this study is to describe job satisfaction, psychological empowerment and organisational commitment of Chinese nurses and to explore the impact of psychological empowerment and organisational commitment on the nurses’ job satisfaction.Methods: A total of 726 nurses were recruited in a convenience sample from 10 tertiary hospitals. Data were collected using four questionnaires including Job Satisfaction Survey, Psychological Empowerment Scale, Organisational Commitment Scale and Demographic Questionnaire. Descriptive analysis, correlation and stepwise multiple regression were used for data analysis.Results: Nurses’ job satisfaction, psychological empowerment and organisational commitment were identified at moderate levels. Nurses’ job satisfaction and psychological empowerment were significantly different in terms of age and length of service; nurse job satisfaction varied with respect to marital status. Findings further indicated that nurse job satisfaction was positively correlated with psychological empowerment and organisational commitment. Psychological empowerment, organisational commitment and marital status were significant predicting factors of nurse job satisfaction.Conclusions: This study provides evidence to help nursing managers and health policy-makers to develop intervention programs aimed at enhancing nurse job satisfaction and retaining nurses.

The relationships among organization climate, psychological empowerment and job embeddedness

Objective To explore the relationships among organization climate,psychological empowerment and job embeddedness by using path analysis.Methods A total of 514 clinical nurses from 26 departments in 3 hospitals were recruited by convenience cluster sampling method and investigated with demography questionnaire,Nurses Organizational Climate Scale,Psychological Empowerment Scale and Job Embeddedness Scale.Results The mean scores of organization climate,psychological empowerment and job embeddedness was (3.01±0.46),(3.27±0.44),(3.08±0.39).The predictors of job embeddedness of nurses were resources support,work experience,human resources management,marital status,job title,management support,quality management,and self-egicacy,explained 48.9％ of its variance; organization climate,psychological empowerment had direct positive influence on nurses' job embeddedness,explained 33.3％ of its variance.Conclusions Improvement and maintenance of sound organizational climate,increase the sense of psychological empowerment of nurses,are effective ways and means to increase the degree of job embedding of nurses. Key words: Organization climate; Psychological empowerment; Job embeddedness; Path analysis

Revision of Chinese version of the Psychological Empowerment Scale

Objective To adapt the Chinese version of Psychological Empowerment Scale （ PES ） among staff nurses and to evaluate the psychometric properties .Methods Based on the translation of PES , the evaluation of experts and investigation of 750 staff nurses was accomplished among 6 hospitals , aiming to finishing the linguistic adaptation , analysis of the validity and reliability .Statistical analysis included exploratory factor analysis, content validity, Cronbach ’ s αand item-to-total correlation.Results A total of 750 questionnaires, 710 questionnaires were effective , the effective recovery rate was 94.7%.In the factor analysis of PES, 4 factors were found to be reasonable , which were psychological empowerment-related meaning problems （3 items）, competence problems （3 items）, self-determination （3 items） and impact problems （3 items）, respectively.The Cronbach’sαcoefficient for the total score was 0.85 and varied between 0.82-0.89 for the 4 factors.The item-to-total correlation coefficients were higher than 0.40, the difference was statistically significant （P＆lt;0.01）.Conclusions The Chinese version of the Psychological Empowerment Scale seems to be reliable and valid .Although the cultural differences exist , PES still can be used to evaluate staff nurses ’ empowerment related psychological response in clinical situations . Key words: Psychology; Nurse; Nursing; Psychological Empowerment Scale; Psychological response

Factors related to academic success among nursing students: A descriptive correlational research study

The current rise in employment is improving forecasts for the future supply of registered nurses; however sizeable shortages are still projected. With the intention of improving academic success in nursing students, related factors need to be better understood. The purpose of the correlational study was to describe the relationship between emotional intelligence, psychological empowerment, resilience, spiritual well-being, and academic success in undergraduate and graduate nursing students. A descriptive correlational design was utilized. The study was set in a private Catholic university. There were 124 participants. There were 59% undergraduate and 41% graduate students. Background data, in addition to the Spreitzer Psychological Empowerment Scale, the Wagnild and Young Resilience Scale, and the Spiritual Well-Being Scale and the Mayer-Salovey-Caruso Emotional Intelligence Test, was collected from students who met study criteria. In a combined sample, academic success was correlated with overall spiritual well-being, empowerment and resilience. Although academic success was not correlated with overall emotional intelligence, it was correlated with the emotional intelligence branch four (managing emotions) score. When undergraduate and graduate students were considered separately, only one correlation was found to be significantly related to academic success in the undergraduate sample, namely, emotional intelligence branch one (perceiving emotions). When examining the data from just graduate level nurses, significant relationships were found between total emotional intelligence with academic success, resilience with academic success, and psychological empowerment with academic success. The significant relationship between psychological empowerment, resilience, spiritual well-being and academic success in this study supports the statements in the literature that these concepts may play an important role in persistence through the challenges of nursing education. Research is needed to examine if strategies to enhance empowerment, resilience, and spiritual well-being can increase academic success in a test-retest design.

Impact of professional nursing practice environment and psychological empowerment on nurses' work engagement: test of structural equation modelling

This study aimed to investigate the influence of professional nursing practice environment and psychological empowerment on nurses' work engagement. Previous researchers have acknowledged the positive influence that nurse work environment and psychological empowerment have on engagement. However, less is known about the mechanisms that explain the links between them. A predictive, non-experimental design was used to test the model in a random sample of 300 clinical nurses from two tertiary first class hospitals of Tianjin, China. The Utrecht Work Engagement Scale, the Practice Environment Scale of the Nursing Work Index and the Psychological Empowerment Scale were used to measure the study variables. Structural equation modelling revealed a good fit of the model to the data based on various fit indices (P = 0.371, χ(2) /df = 1.056, goodness of fit index = 0.967), which indicated that both professional practice environment and psychological empowerment could positively influence work engagement directly, and professional practice environment could also indirectly influence work engagement through the mediation of psychological empowerment. The study hypotheses were supported. Psychological empowerment was found to mediate the relationship between practice environments and work engagement. Administrators should provide a professional nursing practice environment and empower nurses psychologically to increase nurse engagement.

The power of goal internalization: studying psychological empowerment in a Venezuelan plant

This study, based in a manufacturing plant in Venezuela, examines the relationship between perceived task characteristics, psychological empowerment and commitment, using a questionnaire survey of 313 employees. The objective of the study was to assess the effects of an organizational intervention at the plant aimed at increasing productivity by providing performance feedback on key aspects of its daily operations. It was hypothesized that perceived characteristics of the task environment, such as task meaningfulness and task feedback, will enhance psychological empowerment, which in turn will have a positive impact on employee commitment. Test of a structural model revealed that the relationship of task meaningfulness and task feedback with affective commitment was partially mediated by the empowerment dimensions of perceived control and goal internalization. The results highlight the role of goal internalization as a key mediating mechanism between job characteristics and affective commitment. The study also validates a Spanish-language version of the psychological empowerment scale by Menon (2001).

Relationship of nurse structural empowerment, psychological empowerment and job burnout

Objective To explore the relationship among structural empowerment, psychological empowerment and nurses’ job burnout, and to provide new approach for relieving nurses’ job burnout. Methods Conditions for Work Effectiveness Questionnaire-Ⅱ(CWEQ-Ⅱ), Psychological Empowerment Scale (PES), and Maslach Burnout Inventory (MBI) were used to investigate 233 nurses working at three general tertiary-level hospitals in Tianjin. Results The total scores of structural empowerment, psychological empowerment, and burnout were (43.498±9.977), (38.871±7.052) and (45.489±11.331), respectively. Relevant Analysis results showed that structural empowerment, psychological empowerment and nurses’ job burnout had significant correlation, and the absolute value of coefficient of correlation between 0.358-0.560. The structural equation modeling results showed that fit indexes for fully mediating effect model were excellent(χ2=57.703, χ2/df=1.202, GFI =0.965, AGFI=0.933, NFI=0.948, RFI=0.916, IFI=0.991, TLI=0.985, CFI=0.991, RMSEA=0.030, CN=263). Structural empowerment had a positive significant influence on psychological empowerment; structural empowerment and psychological empowerment had a negative significant influence on nurses’ job burnout; psychological empowerment played a fully mediating role between structural empowerment and nurses’ job burnout. Conclusion Nurse psychological empowerment has direct effect on job burnout.Nurse structrual empowerment affects job burnout via the full effects of psychological empowerment. Key words: Nurse; Structural empowerment; Psychological empowerment; Job burnout; Mediating effect

The Development of the Psychological Empowerment Scale for middle managers in Organizations

The Development of the Psychological Empowerment Scale for middle managers in Organizations