Workplace empowerment and organizational commitment among nurses working at the Main University Hospital, Alexandria, Egypt

Abstract

Overall psychological empowerment achieved a higher mean score percentage compared with overall structural empowerment. Changing workplace structures is within the mandate of nurses' managers in their roles as advocates for and facilitators of high-quality care. The most significant opportunity for improvement is in the area of formal power, including flexibility, adaptability, creativity associated with discretionary decision-making, visibility, and centrality to organizational purpose and goals.

Influence of Psychological Empowerment on Organizational Commitment among Medical Employees in a Hospital Setting

“…In line with some other studies [30][31][32][33] and inconsistent with others ones, 21,34,35 in our study staffs' psychological empowerment was higher than average. Yet some plans to raise employees' perceptions of empowerment need to be initiated.…”

Investigation of the relationship between structural empowerment and organizational commitment of nurses in Zanjan hospitals

“…In our study, the total structural empowerment had relatively strong correlation with organizational commitment of nurses (r=0.444). This result was in agreement with Ibraham et al study entitled "work place empowerment and organizational commitment of nurses at the Egypt University Hospital", which showed a significant direct intermediate correlation between nurses' perceptions of overall structural empowerment and their overall organizational commitment 26 . In this study, overall structural empowerment with the working department (P=0.031), and overall organizational commitment with nursing experience (P =0.025) was significant.…”

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

“…The initial search revealed 204 studies which after applying the inclusion criteria where reduced to 23, after checking the title, abstract, and full texts (Aggarwal et al, 2018;Ahmad & Oranye, 2010;Chang, Shih, & Lin, 2010;Cho, Laschinger, & Wong, 2006;Choi & Ahn, 2016;Church, He, & Yarbrough, 2018;Cowden & Cummings, 2015;Dahinten et al, 2014;DeCicco, Laschinger, & Kerr, 2006;Eskandari, Siahkali, Shoghli, Pazargadi, & Tafreshi, 2017;Freire & Azevedo, 2015;Ibrahem et al, 2013;Laschinger & Finegan, 2005;Laschinger et al, 2002Laschinger et al, , 2009McDermott et al, 1996;Park, Park, Yom, & Kim, 2006;Smith, Andrusyszyn, & Spence laschinger, 2010;Spence Laschinger, Leiter, Day, & Gilin, 2009;Wilson & Laschinger, 1994;Yang et al, 2014;Yang, Liu, Huang, & Zhu, 2013;Young-Ritchie, Spence Laschinger, & Wong, 2009). One study was further excluded during analysis, because of an extremely small standard deviation (Park et al, 2006).…”

“…Based on the systematic review, private or public hospitals moderate the effect of empowerment to commitment while psychological empowerment was a strong mediator of structural empowerment to commitment (Aggarwal et al, 2018). More experienced nurses (having worked longer at one place) were more likely to be more empowered which led to more commitment (Chang et al, 2010;Eskandari et al, 2017;Ibrahem et al, 2013). Structural empowerment increases organizational commitment through job satisfaction (Cowden & Cummings, 2015) but also affects organization commitment directly and possibly moderated by educational interventions (Dahinten et al, 2014).…”

“…Finally, impact is the sense of ability to influence important work outcomes (Avolio et al, 2004). Various studies have shown that high psychological empowerment level is associated with low stress, burnout and turnover intention, and high organizational commitment and job satisfaction (Abel & Hand, 2018;Ibrahem, Elhoseeny, & Mahmoud, 2013;Ouyang, Zhou, & Qu, 2015;Oyeleye, Hanson, O'Connor, & Dunn, 2013). The Psychological Empowerment Scale is a 12-item scale measuring the four constructs competence (e.g., 'I am confident about my ability to do my job'), impact (e.g., 'My impact on what happens in my department is large'), meaning (e.g., 'The work I do is very important to me'), and self-determination (e.g., 'I can decide on my own how to go about doing my work') (Spreitzer, 1995).…”