Structural empowerment is a strong predictor of organizational commitment in nurses: A systematic review and meta‐analysis

Abstract

Aims The aim of this systematic review and meta‐analysis is to explore the relationship between structural empowerment and organizational commitment and to examine a theoretical model under which empowerment could potentially affect organizational performance. Design PRISMA guidelines for systematic reviews and meta‐analyses were used and quality assessment of articles was performed. Data sources Electronic database searches were conducted in Google Scholar, PubMed/Medline, CINAHL, Scopus, and EMBASE from January 1950–1 January 2019, which resulted in 204 retrieved studies, published between 1994–2018. Review Methods A random effects model was used to produce a pooled estimate of effect sizes (correlation coefficient, Cronbach's alpha), with analysis of heterogeneity and publication bias. A meta‐analytic structural equation model of the constructs analysed was also performed. Results The final review included 22 studies. The meta‐analytic means of structural empowerment, organizational commitment, job satisfaction, and psychological empowerment alpha reliabilities were 0.87, 0.84, 0.85, and 0.87, respectively. Heterogeneity but no publication bias was present in these outcomes. Structural empowerment was strongly correlated with organizational commitment (r = 0.43). The meta‐analytic correlation coefficients of organizational commitment with psychological empowerment and job satisfaction were 0.53 and 0.47, respectively. Structural empowerment was correlated with job satisfaction and psychological empowerment with correlation coefficients of 0.57 and 0.44, respectively. Finally, job satisfaction was correlated with psychological empowerment with a correlation coefficient of 0.53. A meta‐analytic structural equation model was tested with good fit which predicted performance (commitment and job satisfaction) from empowerment (structural and psychological). Conclusion Structural empowerment is strongly correlated to organizational commitment and with psychological empowerment, they increase organizational performance. Organizations should attempt to make structural empowerment as widespread as possible to create an effective workplace culture. Impact Structural empowerment in nurses is important to help deliver an effective workplace culture where nurses can be committed and have reduced intention‐to‐leave. Structural empowerment was strongly correlated with organizational commitment. Organizational commitment was significantly correlated with psychological empowerment and job satisfaction. Structural empowerment was correlated with job satisfaction and psychological empowerment as well. A meta‐analytic structural equation model with good fit predicted performance. These results will affect nursing researchers and practitioners. Results indicate a need for organizational restructuring that promotes empowerment and formation of theoretical models that connect empowerment to performance.

Structural empowerment of nurses in the hospital setting

“…Thus, the empowerment of nurses contributes to greater professional satisfaction, decreased burnout rates, and increased autonomy and organizational commitment. In addition, it positively impacts patient safety and quality of care in the health services ( 3 - 4 , 6 - 8 ) . As a result, it is necessary for the managers to be attentive to their organizational practices, since just ensuring the quality of the technical aspects of processes or services is no longer sufficient to maintain the efficiency of organizations, and it is also necessary to invest in the involved people ( 9 ) .…”

An Examination of Nurses’ Empowerment and Speaking Up During Postanesthesia Clinical Hand Overs

“…6,62 Available research supports the positive association between worker engagement and job resources, 66 and structural empowerment is a positive predictor for psychological empowerment. [67][68][69][70][71] Adequate job resources increase the likelihood that employees will feel engaged, 72 and engaged employees more often participate actively in their workplaces than unengaged employees. 26 Building on these findings, our study has revealed strong positive and significant correlations between nurse empowerment and engagement and between nurse empowerment and teamwork.…”

Implementing Organizational WHP Into Practice: Obstructing Paradoxes in the Alignment and Distribution of Empowerment

“…Theories of empowerment touch the "power" field and need to be complemented with theories of structural power relations involving both formal and informal power (11,12). This may also yield results from WHP projects as structural empowerment is strongly correlated to health dimensions such as organizational commitment and psychological empowerment in public health care organizations (39). Thus, considering structural empowerment in organizational WHP program support increased effective workplace culture and organizational performance.…”