Empowerment, job satisfaction and organizational commitment: a comparative analysis of nurses working in Malaysia and England

Ahmad, Nora; Oranye, Nelson Ositadimma

doi:10.1111/j.1365-2834.2010.01093.x

Cited by 159 publications

(179 citation statements)

References 37 publications

Supporting

Mentioning

157

Contrasting

Unclassified

Order By: Relevance

“…The general consensus is that poor job satisfaction is the primary predictor of nursing turnover. A great deal of empirical evidence supports this conclusion (Ahmad & Oranye, 2010;Hwang et al, 2009;Larrabee et al, 2003;MacKusick & Minick, 2010), and an enormous literature focuses on predicting job satisfaction (Casey, Saunders, & O'Hara, 2010;Chen, Lin, Wang, & Hou, 2009;Cortese, Colombo, & Ghislieri, 2010;Kalisch, Tschanen, & Lee, 2011;Mary, Diane, & Ranya, 2010;Murrells, Robinson, & Griffiths, 2009;Seed, Torkelson, & Alnatour, 2010;Tran, Johnson, Fernandez, & Jones, 2010;Wilson, Squires, Widger, Cranley, & Tourangeau, 2008;Zurmehly, 2008). The chief predictors of job satisfaction in this literature are communication issues that are captured by SD theory.…”

Section: Nursing Workplace Difficultiesmentioning

confidence: 75%

Structurational Divergence Theory as Explanation for Troublesome Outcomes in Nursing Communication

Nicotera¹,

Zhao²,

Mahon

et al. 2014

Health Communication

View full text Add to dashboard Cite

Structurational divergence (SD) theory captures negative communication cycles resulting from interpenetration of incompatible meaning structures. It is estimated that 12-15% of practicing nurses suffer from a problematic level of SD. With a sample of 713 nurses (57 departments) in a large hospital, this study tests a model positing SD as a root explanation of nursing job satisfaction and turnover. A number of variables long presumed to be explanations for job satisfaction and turnover were hypothesized as mediators between SD and those outcomes. Path analysis showed support for burnout, role conflict, bullying, and organizational identification as useful mediators, explaining 68% of the variance in job satisfaction, and 45% in intentions to leave. The study also explores relationships between SD and hospital quality indicators. SD is a concern because it powerfully explains a number of poor outcomes and provides an underlying explanation for a number of factors that predict job satisfaction and turnover.

show abstract

Section: Nursing Workplace Difficultiesmentioning

confidence: 75%

Structurational Divergence Theory as Explanation for Troublesome Outcomes in Nursing Communication

Nicotera¹,

Zhao²,

Mahon

et al. 2014

Health Communication

View full text Add to dashboard Cite

show abstract

“…Since CIs in Rwanda are responsible for the preparation of future nurses in this country, it is important to understand how CIs' perceptions of the practice environment influence their ability to engage in their role, a role that impact students' professional development. If nurses perceive themselves as empowered in their jobs, they will be more confident in their skills and knowledge, be more engaged in their role, and experience increased job satisfaction (Ahmad & Oranye, 2010;Wang & Liu, 2013 (Gaberson & Oermann, 2010).…”

Section: Manuscriptmentioning

confidence: 99%

Nursing Clinical Instructor Experiences of Empowerment in Rwanda: Applying Kanter’s and Spreitzer’s Theories

Thuss

Babenko-Mould

Andrusyszyn

et al. 2016

International Journal of Nursing Education Scholarship

View full text Add to dashboard Cite

Clinical instructors (CIs) play a vital role in students' development by facilitating learning in various health care practice environments. Quality nursing education hinges on the CI's ability to enact his or her professional role. The purpose of this study was to explore Rwandan nursing clinical instructors' experiences of structural and psychological empowerment.A descriptive qualitative method was used to obtain an understanding of CIs empowerment experiences in practice settings. Kanter's (1993) Theory of Structural Power in Organizations and Spreitzer's (1995) Psychological Empowerment Theory were used as a theoretical framework to interpret their experiences. Interview data from 21 nursing CIs in Rwanda were used to complete a secondary data analysis for this study.Most study participants perceived the structural components of informal power, resources, and support while formal power and opportunity were limited, diminishing their sense of structural empowerment. Psychological empowerment for the CIs in Rwanda stemmed from a sense of competence, meaning, impact and self-determination they had for their teaching roles and responsibilities in the practice setting. Implications and recommendations for CIs and administration are suggested to support, recruit and retain clinical instructors.

show abstract

“…Indywidualne upodmiotowienie jest rozumiane jako wyobrażenia i postawy pracowników o ich własnej pracy i rolach, jakie pełnią w organizacji [21]. Jest to percepcja, odbiór bycia wspieranym, wzmocnionym i upodmiotowionym [20], reakcja pracownika na warunki pracy stworzone na podstawie upodmiotowienia strukturalnego [10].…”

Section: Upodmiotowienie Strukturalneunclassified

“…Zależności między upodmiotowieniem strukturalnym a dopasowaniem sfery rodzinnej i zawodowej Teoria upodmiotowienia opisana przez Kanter była wielokrotnie stosowana w badaniach dotyczących funkcjonowania zawodowego pielęgniarek [1,6,7,[9][10][11][12]21]. Dotychczas jednak nie są znane zależności między sto- tym niższy konflikt praca-rodzina (hipoteza 1 -H1) oraz konflikt rodzina-praca (hipoteza 2 -H2).…”

Section: Dopasowanie Sfery Rodzinnej I Zawodowejunclassified

Structural empowerment and work–family fit in nurses

Orłowska

Łaguna

2016

Med Pr

View full text Add to dashboard Cite

StreszczenieWstęp: Celem badania było poznanie związku między upodmiotowieniem strukturalnym a dopasowaniem sfery rodzinnej i zawodowej wśród pielęgniarek. Upodmiotowienie strukturalne to strategia zarządzania poprzez dostarczenie pracownikom możliwości, informacji, zasobów i wsparcia niezbędnych do efektywnego wykonywania obowiązków służbowych. Na dopasowanie sfery rodzinnej i zawodowej składają się 2 rodzaje oddziaływania między tymi sferami -konfliktowe (funkcjonowanie w jednej roli utrudnia wypełnianie obowiązków w drugiej roli) i facylitujące (wypełnianie obowiązków związanych z jedną rolą ułatwia/ubogaca wypełnianie drugiej roli). Materiał i metody: Badaniami objęto 159 pielęgniarek zatrudnionych w szpitalach. W badaniu wykorzystano polską wersję Kwestionariusza Warunków Efektywności Pracy oraz Kwestionariusz Dopasowania Pracy i Rodziny. Do analizy wyników wykorzystano hierarchiczną analizę regresji liniowej. Wyniki: Wyniki badań potwierdzają istnienie związku między upodmiotowieniem strukturalnym a dopasowaniem sfery rodzinnej i zawodowej wśród pielęgnia-rek. W środowisku szpitalnym, charakteryzującym się wysokim stopniem upodmiotowienia, pielęgniarki odczuwają niższy poziom konfliktu praca-rodzina i wyższy poziom facylitacji w obu kierunkach. Wnioski: Strategia zarzadzania szpitalem oparta na koncepcji upodmiotowienia strukturalnego pielęgniarek jest związana z łatwiejszym godzeniem ról zawodowych i rodzinnych. Dlatego ważne jest, żeby w szpitalach tworzono odpowiednie warunki pracy, dzięki czemu pielęgniarki będą mogły efektywnie godzić obowiązki w obu sferach. Med. Pr. 2016;67(6):787-800 Słowa kluczowe: pielęgniarki, konflikt praca-rodzina, konflikt rodzina-praca, upodmiotowienie strukturalne, facylitacja praca-rodzina, facylitacja rodzina-praca Abstract Background: The goal of the study was to investigate the relationship between structural empowerment and work-family fit in Polish nurses. Structural empowerment is a strategy for managing by providing the employees with opportunities, information, support and resources essential for the effective performance of work duties. Work-family fit takes 2 forms of relationships between these 2 spheres: conflict (functioning in one role is more difficult because of participation in the other role) and facilitation (fulfilling the duties associated with one role enriches filling up the other role). Material and Methods: A total of 159 nurses employed in hospitals took part in the study. The Polish versions of the Conditions of Work Effectiveness Questionnaire and the Work-Family Fit Questionnaire were used. Hierarchical linear regression analysis was applied for data analysis. Results: The results show statistically signifficant relationships between structural empowerment and work-family fit in nurses. In the hospital environment, characterized by a high degree of empowerment, nurses experience a lower level of work-family conflict and a higher level of facilitation in both directions. Conclusions: Hospital management strategy based on structural empowerment o...

show abstract

Empowerment, job satisfaction and organizational commitment: a comparative analysis of nurses working in Malaysia and England

Abstract: Nursing management should always take into consideration cultural differences in empowerment, job satisfaction and commitment of nursing staff while formulating staff policies.

Cited by 159 publications

References 37 publications

Structurational Divergence Theory as Explanation for Troublesome Outcomes in Nursing Communication

Structurational Divergence Theory as Explanation for Troublesome Outcomes in Nursing Communication

Nursing Clinical Instructor Experiences of Empowerment in Rwanda: Applying Kanter’s and Spreitzer’s Theories

Structural empowerment and work–family fit in nurses

Contact Info

Product

Resources

About