The Role of Mediator Psychological Empowerment, the Relationship Between Professional Ethics and Work Engagement of Nurses

Abstract

Introduction:Empowerment of nurses and professional ethics in the organization and creating job engagement in nurses can be of paramount importance. This study clarifies the role of mediator empowerment of nurses in the relationship between professional ethics and nurses' job engagement. Materials & Methods:The research method is a descriptive-correlational study that is based on structural equation modeling. 300 nurses working in public hospitals in Urmia were selected by stratified random sampling method. To collect the required data, three questionnaires, namely Spritz psychological empowerment Questionnaire, Professional Ethics of Qasemzadeh and job Kebirzadeh Job Excitement have been used. To analyze the collected data, SPSS 16 and Lisrel 8.8 were used. Results:The application output shows that the values of the factor loadings for all statistical T are more than +1.96 and less than -1.96. The effect of hidden professional ethics variable on the significance was equal to 0.94, on competence equal to 0.96, on freedom equal to 0.98, and on equal effectiveness equal to 0.97. The effect of psychological empowerments on job engagement structure are as follows: the significance equal to 0.82, competence equal to 0.79, freedom equal to 0.96, and equal effectiveness equal to 0.81. Structural equation modeling was carried out in accordance with the hypothesis and all meaningful relationships between variables and structures that are approved and changing relationships of a significant amount of error is five percent more 1.96. Conclusion:The analysis of the structural findings of this model demonstrate that professional ethics, with its high path with psychological empowerment, can be a powerful factor for the empowerment of nursing and according to the results.

An optimal organizational excellence model for the public sector

“…Hence, it is necessary to understand that which model is more consistent with the characteristics of a given organization for excellence model employment. Organizational excellence depends on certain conditions such as culture, internal and external environments, the attributes of human resources, strengths and weaknesses, as well as challenges and opportunities (Zahed Babelan et al ., 2016). Various models have been provided by the practitioners and scholars of organization development, such as Burke and Litwin's model (1992), Kotter's Alignment model (2008) and Weisbord's Six-Box model (1976).…”

“…Hence, it is necessary to define the criteria to determine the model appropriateness (Burke, 2011). In order to prioritize the excellence models in the public organizations, firstly, a literature review was conducted (Zahed Babelan et al ., 2016; Tazaki et al ., 2014; Mirsepasi et al ., 2012; Mousavi et al ., 2012; Maleki and Izadi, 2010). Then, the expert opinions were sought to identify the five main criteria:Analysis level of the model: which level of the organization is analyzed by the model?…”