Relevant bibliographies by topics / Psychological empowerment

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Psychological empowerment'

Author: Grafiati
Published: 4 June 2021
Last updated: 20 February 2023

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Journal articles on the topic "Psychological empowerment"

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Kong, Haiyan, Ning Sun, and Qi Yan. "New generation, psychological empowerment." International Journal of Contemporary Hospitality Management 28, no. 11 (November 14, 2016): 2553–69. http://dx.doi.org/10.1108/ijchm-05-2014-0222.

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Purpose This study aims to explore the influence of psychological empowerment on the career competencies of Generation Y employees and the relationship between empowerment and career satisfaction. Design/methodology/approach Generation Y working in the hospitality industry comprised the target population of this study. A total of 500 questionnaires were distributed, and 458 valid questionnaires were obtained. Structural equation modeling was used to analyze the data and to test the causal relationships among the constructs. Findings Psychological empowerment was positively related to career competencies and career satisfaction. Moreover, the four dimensions of psychological empowerment, namely, impact, competence, self-determination and meaning, also contributed positively to the career competencies and satisfaction of Generation Y. Findings indicated that empowerment was an important predictor of career management among young employees. Research limitations/implications The limitation of this study is the use of convenience sampling method, with participants selected according to their accessibility. Future studies should collect a reasonably broad sample by using probability sampling methods. Practical implications The findings of this study provided useful guidance to manage and empower Generation Y employees. First, the importance of psychological empowerment to enhance the career competencies and satisfaction of young employees was proved. Second, this study provided detailed information on how to empower Generation Y employees. Third, this study may help to retain qualified employees by empowering and supporting their career development. Social implications This study highlighted the importance of empowerment in managing Generation Y employees. Once Generation Y employees are trusted and empowered, they tend to perform well in both their job and career. Findings indicated that the four factors of psychological empowerment had different contributions to careers of the employees. Results suggest that managers should attempt to assign challenging and meaningful tasks to young employees and to increase their responsibility and impact in the organization. To attract and retain qualified young employees, career competences should be enhanced to achieve a level of career satisfaction. Originality/value This study presented new findings on Generation Y and the outcomes of psychological empowerment. Initial evidence on the contribution of empowerment to the career issues of the new generation was proved. The findings outlined detailed information on psychological empowerment by exploring the function of its four factors. The results may serve as a foundation for future research on empowerment and career issues of Generation Y.
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Abou Hashish, Ebtsam Aly, Neveen Hassan Abdel All, and Amal Awad Mousa. "Nurses’ perception of psychological empowerment and its relationship to work engagement and job insecurity." Journal of Nursing Education and Practice 8, no. 9 (April 19, 2018): 36. http://dx.doi.org/10.5430/jnep.v8n9p36.

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Background and objective: Psychological empowerment and work engagement are vital factors to consider when managing changes in workplace and enhancing both individual and overall organizational performance and increasing nurses’ job security. This study aimed to explore how nurses perceive their psychological empowerment, work engagement, and job insecurity. Further, to investigate whether nurses’ perception of psychological empowerment is related to their work engagement and job insecurity.Methods: A descriptive correlational research design was conducted using a convenience sample of nurses (N = 400) working in Damanhur educational hospital, Egypt. Psychological Empowerment Questionnaire, Utrecht Work Engagement Scale, and Job Insecurity Inventory proved valid and reliable to measure study variables.Results: The present study revealed that nurses experienced high psychological empowerment and work engagement and perceive a lower level of job insecurity. A significant positive correlation was found between nurses’ perception of psychological empowerment and their work engagement. On the contrary, Job Insecurity was negatively correlated with each of psychological empowerment and work engagement (p < .001). In addition, psychological empowerment and work engagement can significantly predict 6.6%, and 9.3% of job insecurity respectively where the regression model is significant (p < .001).Conclusions: Nurses perceived their work environment as empowering and their work as challenging and stimulating, rending their competence, so they psychologically attached to and engaged in work and feel less job insecurity. Recommendations: Creating an atmosphere of trust and empowering nurses psychologically is inevitable. Hospital managers can adopt strategies that facilitate nurses’ engagement and reduce the levels of job insecurity. Positive empowering work climate, social support, and nurse managers leadership styles are factors that foster work engagement and job security.
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Stewart, Julie G., Rita McNulty, Mary T. Quinn Griffin, and Joyce J. Fitzpatrick. "Psychological empowerment and structural empowerment among nurse practitioners." Journal of the American Academy of Nurse Practitioners 22, no. 1 (January 2010): 27–34. http://dx.doi.org/10.1111/j.1745-7599.2009.00467.x.

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Kesawa, Agil Halis, Inas Khildah Fatmawati, Diah Pitaloka Puspitasari, Budi Prastyo, and Hujjatullah Fazlurrahman. "The Effect of Psychological Well-Being and Psychological Empowerment on Job Satisfaction in Intitusion X." International Journal of Advances in Management and Economics 8, no. 6 (October 30, 2019): 11–15. http://dx.doi.org/10.31270/ijame/v08/i06/2019/2.

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This study aims to analyze the effect of psychological well-being and psychological empowerment on job satisfaction in institutions x. The sampling technique uses saturated samples with a total of 36 educators working under 10 years. This type of research is quantitative research. The statistical analysis used in this study is the Statistical Package for the Social Sciences (SPSS) with the help of SPSS IBM Version 20.0 software. The results of this study indicate that psychological well-being has no significant effect on job satisfaction. But psychological empowerment has a significant and positive effect on job satisfaction, and psychological well-being and psychological empowerment have a significant and positive effect on job satisfaction. Keywords: Psychological well-being, Psychological Empowerment, Job Satisfaction.
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Jaiswal, Shivangi, and Pankaj Joge. "A STUDY ON IMPACT OF PSYCHOLOGICAL EMPOWERMENT ON EMPLOYEE RETENTION IN TECHNICAL INSTITUTES OF DURG AND BHILAI." International Journal of Research -GRANTHAALAYAH 6, no. 1 (January 31, 2018): 470–79. http://dx.doi.org/10.29121/granthaalayah.v6.i1.2018.1656.

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Psychological empowerment is the oil that lubricates the exercise of learning. Talented and psychological empowered human capital is becoming the prime ingredient of organizational success. If an employee is psychologically empowered, that means that he feels free to express his ideas and thus the employees would perform better in the job. Psychological empowered human capital is becoming the prime ingredient of organizational success. A critical feature of successful teams, especially in knowledge-based enterprises, is that they are invested with a significant degree of psychological empowerment, or decision-making authority. Psychologically empowered employees are always an asset to any organization because they will be self-driven and motivated to perform well in their work. This research will enable us to know what the impacts of psychological empowerment on employee retention are. For the research, the sample units were 75 faculties of 5 technical institutes in Durg and Bhilai. Questionnaire was used to collect the data. The analysis of the data was done through SPSS software, using Regression analysis. Through this research it was found that psychological empowerment does contribute to employee retention.
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Nadhira Putri, Derryna, and Wustari Mangundjaya. "Examining the Effects of Organizational Learning on Workforce Agility through Psychological Empowerment." Open Journal for Psychological Research 4, no. 2 (November 6, 2020): 85–94. http://dx.doi.org/10.32591/coas.ojpr.0402.02085n.

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This era currently has become a more competitive and volatile environment. Companies must be invariably innovative, adaptive, and open to any changes. Constant learning and being psychologically enabled at work will lead the employees to be agile. The purpose of this research is to examine the relationship between organizational learning and workforce agility with the moderation of psychological empowerment. This study used a quantitative approach by distributing an online survey to the employees that work in commerce companies with N= 138 people. The research data obtained were then analyzed using descriptive statistics, confirmation factor analysis (CFA), and structural equation modeling (SEM). The results showed that organizational learning has a positive and significant relationship with psychological empowerment. Psychological empowerment has a positive and significant relationship with workforce agility, and psychological empowerment fully moderates the relationship between organizational learning and workforce agility. Based on the results of this study, psychological empowerment has an essential role in organizational learning to increase labor agility.
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Miguel, Marta C., José H. Ornelas, and João P. Maroco. "DEFINING PSYCHOLOGICAL EMPOWERMENT CONSTRUCT: ANALYSIS OF THREE EMPOWERMENT SCALES." Journal of Community Psychology 43, no. 7 (August 12, 2015): 900–919. http://dx.doi.org/10.1002/jcop.21721.

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Amir Masoud, Mahfuzur Rahman, and Mohamed Albaity. "Psychological Empowerment Antecedents and Cognitions." International Journal of Information Processing and Management 4, no. 4 (June 30, 2013): 137–45. http://dx.doi.org/10.4156/ijipm.vol4.issue4.15.

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Sharma, Naman, and Vinod Kumar Singh. "Psychological Empowerment and Employee Engagement." International Journal of Human Capital and Information Technology Professionals 9, no. 4 (October 2018): 44–55. http://dx.doi.org/10.4018/ijhcitp.2018100103.

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There is an increasing interest in investigating antecedents of employee engagement at workplace. The present article examines the role of psychological empowerment as an antecedent of employee engagement in organizations and simultaneously explored the mediating role of constructive deviance. Data was collected from 233 Indian IT sector employees. A mediation effect was documented through multiple regression analysis suggested by Barron and Kenny. Findings suggest that both psychological empowerment and constructive deviance positively affect employee engagement while constructive deviance acts as significant mediator between them. Theoretical and practical implications of the findings are discussed.
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Jha, Sumi. "Transformational leadership and psychological empowerment." South Asian Journal of Global Business Research 3, no. 1 (February 25, 2014): 18–35. http://dx.doi.org/10.1108/sajgbr-04-2012-0036.

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Purpose – The purpose of this paper is to understand various antecedents of organizational citizenship behavior (OCB). Transformational leadership and psychological empowerment were two independent variables chosen for the study. Design/methodology/approach – Standard questionnaires were used to collect data. The sample of 319 employees of different five-star hotels formed the source of data. Frontline employees having two to three subordinates and were from hotels which were in operation at least since last two years, took part in the study. Findings – The effect of transformational leadership on OCB has been found to be significant and positive. The moderating effect of psychological empowerment on OCB was also found significant. Research limitations/implications – The theoretical development from this paper will contribute toward understanding the antecedents of OCB. The moderating effect of psychological empowerment will reinforce the importance of psychological empowerment. Practical implications – It can develop practices to enhance the feeling of psychological empowerment through several training program. Leaders at the top positions shall emphasize on OCB by bringing cultural change. Originality/value – This paper probes the OCB's antecedents. It also studied the moderating effect of psychological empowerment on the relationship of transformational leadership and OCB.
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Dissertations / Theses on the topic "Psychological empowerment"

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Hartmann, Suzette. "Psychological empowerment in a recruitment company / Suzette Hartmann." Thesis, North-West University, 2003. http://hdl.handle.net/10394/2442.

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Fjällbäck, Filippa, and Johanna Lythell. "Empowerment : Sambandet mellan empowerment, arbetstillfredsställelse och utbildningsnivåer." Thesis, Högskolan i Gävle, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-30008.

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Syfte: Tidigare forskning har undersökt sambandet mellan empowerment och arbetstillfredsställelse och funnit att empowerment ökar arbetstillfredsställelsen. Däremot saknas forskning om hur sambandet skiljer sig åt beroende på utbildningsnivåer. Syftet är att förklara om variabeln utbildningsnivå påverkar upplevd empowerment och arbetstillfredsställelse hos medarbetare i företag där styrfilosofin präglas av empowerment.   Metod: Studien utgår från en kvantitativ forskningsstrategi och en deduktiv forskningsansats. Den empiriska datainsamlingen har genomförts med en enkätundersökning där målpopulationen är företag som präglas av empowerment. Studiens urval var ändamålsenligt och bestod av totalt 503 respondenter från 31 företag. Den insamlade datan analyserades i Jamovi genom deskriptiv statistik, bivariat korrelationsanalys, och faktoranalys. SEM-analyser genomfördes sedan i SmartPLS 3. Resultatet redovisades, analyserades och utmynnade sedan till en slutsats.   Resultat & slutsats: Studiens resultat visar att det finns en skillnad mellan en hög och en låg utbildningsnivå. Respondenterna med en hög utbildningsnivå upplevde både en högre grad av empowerment och arbetstillfredsställelse än respondenterna med en låg utbildningsnivå. Resultatet uppmärksammar även att det finns ett starkt positivt samband mellan empowerment och arbetstillfredsställelse, samt att empowerment har en påverkan på arbetstillfredsställelse för de lågutbildade respondenterna. Vi kunde däremot varken bekräfta eller förkasta att empowerment ökar arbetstillfredsställelsen för de högutbildade respondenterna.   Examensarbetets bidrag: Resultatet har främst visat att högutbildade individer upplever både en högre grad av empowerment och arbetstillfredsställelse, samt att empowerment ökar arbetstillfredsställelsen till en viss del för lågutbildade individer. Därmed är studiens teoretiska bidrag en ökad kunskap om hur en låg respektive hög utbildningsnivå förhåller sig till empowerment och arbetstillfredsställelse. Studiens praktiska bidrag är att det kan vara svårare att lyckas med empowerment i företag med lågutbildade anställda jämfört med företag med högutbildade anställda. Bidraget riktar sig till ledningen i företag som syftar till att implementera empowerment eller som använder empowerment som en styrfilosofi.   Förslag till fortsatt forskning: Till framtida forskning finns det ett behov av att undersöka varför svenska högutbildade individer visade sig vara mer komplexa i hur de associerade variabler i faktoranalysen, än individerna med en låg utbildningsnivå. Det finns även ett behov att undersöka om empowerment ökar arbetstillfredsställelse för högutbildade individer då denna studie inte lyckats undersöka detta.
Aim: Previous research has examined the relationship between empowerment and job satisfaction and found that empowerment increases job satisfaction. However, there is no previous research that has examined how the relationship differs depending on the level of education. The purpose of this study is to explain if the variable educational level affects experienced empowerment and job satisfaction among employees in companies where the management philosophy is characterized by empowerment.   Method: This study is based on a quantitative research strategy and a deductive research approach. The empirical data was collected through a questionnaire survey where the target population was companies that are characterized by empowerment. The study used a judgement sample that consisted of 503 respondents from 31 companies. The data was analyzed in Jamovi through descriptive statistics, bivariate correlation analysis and factor analysis. SEM- analyzes was then performed in SmartPLS 3. The result was reported, analyzed and then concluded to a conclusion.   Result & Conclusions: The results of this study shows that there is a difference between a high and a low level of education. The respondents with a high level of education experienced both a higher degree of empowerment and job satisfaction than the respondents with a low level of education. The result also draws attention to the fact that there is a strong positive correlation between empowerment and job satisfaction, and that empowerment increases job satisfaction to a certain extent for the respondents with a low level of education. However, we could neither confirm nor reject that empowerment increases the job satisfaction for the highly educated respondents.   Contribution of the thesis: The result has mainly shown that highly educated individuals experience both a higher degree of empowerment and job satisfaction, and that empowerment increases job satisfaction to a certain extent for low-educated individuals. The theoretical contribution of this study is an increased knowledge of how the two levels of education relate to empowerment and job satisfaction. The study's practical contribution is that it can be more difficult to succeed with empowerment in companies with low-educated employees compared to companies with highly educated employees. The contribution is of interest to the management in companies that want to implement or who already use empowerment as a management philosophy.   Suggestions for future research: For further research, there is a need to examine why the Swedish individuals with a high education turned out to be more complex in how they associated variables in the factor analysis, than the individuals with a low level of education. There is also a need to examine whether empowerment increases job satisfaction for individuals with a high education, since this study failed to examine this.
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Steinberg, Jonathan J. "Factors Influencing Psychological Empowerment of Nurse Aides in Nursing Homes." Thesis, University of North Texas, 2012. https://digital.library.unt.edu/ark:/67531/metadc149666/.

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The purpose of this study is to identify predictors of psychological empowerment among nurse aides in nursing homes. Five structural factors (information exchange, decentralization of resources, co-worker support, supervisor support, and availability of training) and four control factors (age, sex, level of education, and race) are analyzed using multivariate linear regression to examine their effects on psychological empowerment. Two of the five structural factors, decentralization of resources and supervisor support, are shown to positively influence psychological empowerment. Nursing home managers can consider developing and implementing procedures that decentralize resources and demonstrate supervisor support in order to increase psychological empowerment. Based on the findings of this study theory and practice might benefit from additional study of decentralization of resources and supervisor support.
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Serrenho, Rita Beatriz Pires. "Work empowerment - A quantitative study of the leadership and psychological empowerment impact in job performance." Master's thesis, Universidade de Évora, 2021. http://hdl.handle.net/10174/29275.

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Pretende-se com esta dissertação contribuir para a caracterização da liderança empoderadora e o empoderamento psicológico no contexto profissional português. Tem três objetivos: Verificar se existe associação entre o empoderamento da liderança e o desempenho profissional; se o empoderamento psicológico tem um efeito moderador / mediador nesta relação; qual é a relação entre as dimensões de empoderamento da liderança e as dimensões de empoderamento psicológico. Dois instrumentos foram aplicados a uma amostra de 113 trabalhadores portugueses: o Empowering Leadership Questionaire e o Psychological Empowerment Instrument. Estatística descritiva, regressão linear e análises de correlação de Pearson foram utilizadas para alcançar os objetivos formulados. Os resultados revelaram que, para a amostra, não há evidências de que as dimensões Empowering Leadership estejam associadas positivamente ao desempenho individual. No entanto, os resultados corroboram a associação entre as dimensões Empoderamento Psicológico e Liderança Empoderadora, relação que ainda não tinha sido estudada no contexto profissional português; Abstract: Work Empowerment - A quantitative study of the leadership and psychological empowerment impact in job performance This dissertation intends to contribute to the characterization of empowering leadership and psychological empowerment in the portuguese work context. Its aim is three fold: to verify if there is an association between empowering leadership and professional performance; if the psychological empowerment has a moderating/mediating effect in this relationship; what is the relationship between the empowering leadership dimensions and the psychological empowerment dimensions. Two instruments were applied to a sample of 113 Portuguese workers: the Empowering Leadership Questionaire and the Psychological Empowerment Instrument. Descriptive statistics, linear regression and Pearson correlation analyzes were used to meet the formulated objectives. The results revealed that, for the sample, there is no empirical evidence that the dimensions of Empowering Leadership are positively associated with individual performance. However, the results corroborate the association between the dimensions of Psychological Empowerment and Empowering Leadership, a relationship that had not yet been studied in the Portuguese professional context.
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Gardenhour, Corey Ray. "Teachers' Perceptions of Empowerment in Their Work Environments as Measured by the Psychological Empowerment Instrument." Digital Commons @ East Tennessee State University, 2008. https://dc.etsu.edu/etd/1960.

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The purpose of this study was to investigate teacher perceptions of their empowerment. Six school systems in the Northeast Tennessee region were used in the study. Of the 600 teachers who were surveyed, 312 responded (52%). The Psychological Empowerment Instrument was used to survey the sample. Research supported the notion that teacher empowerment could be influenced by organizational structure, relationships, communication, conflict resolution, emotional intelligence, motivation, job satisfaction, and transformational leadership. Teacher empowerment also involved servant leadership. One research question guided the study. From this question, 12 null hypotheses were generated. Means were compared for the 4 dimensions of the PEI (Meaning, Competence, Impact and Self-Determination). The grouping variables were years of experience, gender, and level of education. ANOVAs and independent samples t tests were computed to evaluate the data. The results of ANOVA and Independent Samples t tests were that there were significant differences in the 4 dimensions with teacher years of experience but not with gender or level of education. Findings suggested that seasoned teachers often showed a higher level of empowerment than beginning teachers. The findings also suggested that gender and level of education did little to influence teacher empowerment in their schools. From the results of the study, conclusions and recommendations for future research were formulated. It was suggested that teachers be involved in a mentoring program. It was also suggested that administrators determine teacher empowerment through faculty assessments and follow up with professional development to ensure the continued empowerment of their staff.
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Harrillall, Savina. "Positive psychological capacities, empowerment and job performance / S. Harrillall." Thesis, North-West University, 2008. http://hdl.handle.net/10394/685.

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Nestico, Christopher. "Psychological Empowerment and Customer Orientation in the Grocery Industry." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2675.

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Organizations incur $83 billion per year in losses because of negative consumer experiences. Leadership behaviors and the various aspects of organizational life affect employee-customer interactions. With psychological empowerment theory as a theoretical framework, the purpose of this correlational study was to investigate the relationship between the independent variables of psychological empowerment (PE), dimensions of PE (e.g., meaning, self-efficacy, influence), tenure, education, and the dependent variable of customer orientation (CO). Employees of a regional grocery retailer in the northeastern United States comprised the population of the study. Data collection involved the use of paper surveys to measure individual worker levels of PE, meaning, self-efficacy, influence, and CO, as well as demographic characteristics. A correlational analysis determined that a statistically significant relationship (p < .05) existed between all independent variables and the dependent variable, with all correlations having an effect greater than .36. A hierarchical linear regression established a moderating effect of education on self-efficacy and CO (F(1,176) = 11.333, R2 = .024, p < .05) and influence and CO (F(1,176) = 25.596, R2 = .017, p < .05). No moderating effect existed for tenure. Managers may benefit from this study by enacting organizational PE initiatives to improve CO in human resources, training, and strategy. The implications for social change include improvements in organizational citizenship behavior leading to positive social outcomes for internal and external stakeholders.
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Amenumey, Edem Kwesi. "Psychological climate, psychological empowerment and empowered behaviour : a study in a luxury hotel group." Thesis, University of Surrey, 2007. http://epubs.surrey.ac.uk/843723/.

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This study examines the nature and relationship between psychological climate, psychological empowerment and empowered behaviour in a hotel setting. It collects data on employees perceptions of these constructs in a luxury hotel group located in the UK Psychological climate is measured with a questionnaire which was criterion driven (Schnieder and Salvaggio 2002) and evolved from a number of previous scales that captured different dimensions of the construct. The study focuses on psychological empowerment as a tool to manage the quality of service delivery and psychological state of the empowered individual. It uses Spreitzer's (1995) conceptualisation of the psychological empowerment construct rather than Menon's (2001) conceptualisation. Empowered behaviour is conceptualised as a one-dimensional construct and is measured with a questionnaire developed from the literature. The data revealed that the employees were relatively well educated, worked fulltime and there was a relatively low labour turn over. A series of Exploratory and Confirmatory Factor Analyses revealed that the psychological climate comprised four dimensions (customer orientation, managerial support, information and communication and internal service). These were identified to enhance employees feelings of psychological empowerment (meaning, competence and influence), and subsequently employees perception of their ability to deliver empowered service to their customers. The data also indicated that psychological empowerment was conceptualised as having three dimensions (Dimitriades 2005; Hancer and George 2003; Fulford and Enz 1995), rather than the original four dimensions (Spreitzer 1995b). It also indicated instances of perceptual differences in the perceptions of the three constructs and their dimensions. Implications of the study for theory, management and future research were advanced.
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Nováková, Šárka. "Empowerment farmaceutů v lékárnách." Master's thesis, Vysoká škola ekonomická v Praze, 2017. http://www.nusl.cz/ntk/nusl-360120.

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The diploma thesis aims on the employee empowerment, both the psychological empowerment (PE) and its antecedents - the structuctural empowerment (SE) and the leadership empowerment behaviour (LEB). The theoretical part gives a definition and an overview of the above mentioned terms including studies that deal with their relations, and also it describes consequences of the empowerment that can be on the individual, team or organizational level. Based on knowledge from the literature research the comprehensive model of the empowerment was build. In the second part there are analyzed following relations: the structural - psychological empowerment relation, the leadership empowerment behaviour - psychological empowerment relation and the structural empowerment - leadership empowerment behaviour relation. For obtaining the data the questionnaire was used. The results pointing at some potentionally problematic parts of empowerment in the organizations are introduced in the discussion and the conclusion.
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Lee, Seung Eun. "Job satisfaction among staff nurses in relation to leader empowering behaviors, structural empowerment and psychological empowerment." Thesis, University of British Columbia, 2013. http://hdl.handle.net/2429/45706.

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Job satisfaction is one of the most important factors in health care organizations as it is related to organizational effectiveness, quality patient care and other organizational outcomes. Job satisfaction is a multifaceted concept associated with many factors such as leader empowering behaviors, structural empowerment and psychological empowerment. Although recognition of the importance of job satisfaction in health care has led to considerable research on nurses’ job satisfaction, nurses continue to report high-levels of job dissatisfaction. Moreover, there has been limited research on the effects of psychological empowerment on Canadian nurses’ job satisfaction. Hence, this cross-sectional, correlational study was undertaken to answer two research questions; “How is job satisfaction among staff nurses associated with leader empowering behaviors, structural empowerment and psychological empowerment?” and “What are the relationships between the four psychological cognitions of psychological empowerment (Meaning, Competence, Self-determination and Impact) and each of the dimensions of nurses’ job satisfaction after accounting for demographic characteristics, leader empowering behaviors and structural empowerment?” This study was a secondary analysis of data collected between 2007 and 2010 as part of the evaluation of the British Columbia Nursing Leadership Institute. A series of multiple regression analyses were conducted to answer the two research questions. Structural empowerment was found to be the strongest predictor of nurses’ global job satisfaction and each dimension of job satisfaction, followed by the leader’s use of empowering behaviors. Psychological empowerment also helped to predict job satisfaction among nurses, but the relationships were dimension specific. Two dimensions of psychological empowerment (competence and self-determination) helped to predict nurses’ satisfaction with their relationships with colleagues, and their sense of self-determination and impact helped to predict satisfaction with their working conditions. This study suggests that leaders should use strategies that help staff to feel psychologically empowered. For example, nurse leaders should encourage staff to participate in decision-making to help staff have a greater sense of autonomy and impact in the workplace which, in turn, should foster greater job satisfaction.
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Books on the topic "Psychological empowerment"

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Zerbe Enns, Carolyn, Joy K. Rice, and Roberta L. Nutt, eds. Psychological practice with women: Guidelines, diversity, empowerment. Washington: American Psychological Association, 2015. http://dx.doi.org/10.1037/14460-000.

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McWhirter, Ellen Hawley. Counseling for empowerment. Alexandria, VA: American Counseling Association, 1994.

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Slate, Joe H. Self-empowerment: Strategies for success. Bessemer, Ala: Colonial Press, 1991.

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1942-, Richey Fred W., ed. Empowerment: How to stay a knight. Ventura, Calif: Quality Groups Pub., 1993.

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George, Elizabeth, and Zakkariya K.A. Psychological Empowerment and Job Satisfaction in the Banking Sector. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-94259-9.

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Poverty revisited: A social psychological approach to community empowerment. Quezon City: Ateneo de Manila University Press, 2000.

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Null, Gary. Be kind to yourself: Explorations into self-empowerment. New York: Carroll & Graf Publishers, 1995.

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Shailor, Jonathan G. Empowerment in dispute mediation: A critical analysis of communication. Westport, Conn: Praeger, 1994.

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Fausto, Massimini, and Bassi Marta, eds. Psychological selection and optimal experience across cultures: Social empowerment through personal growth. Dordrecht: Springer Science+Business Media B.V., 2011.

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Marrewa, Al. The feminine warrior: A woman's guide to verbal, psychological, and physical empowerment. New York: Kensington Books, 1998.

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Book chapters on the topic "Psychological empowerment"

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Zani, Bruna. "Psychological Empowerment." In Encyclopedia of Quality of Life and Well-Being Research, 5148–51. Dordrecht: Springer Netherlands, 2014. http://dx.doi.org/10.1007/978-94-007-0753-5_2308.

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Mahajan, Deeksha. "Psychological Empowerment of Women." In Gender Equity: Challenges and Opportunities, 199–205. Singapore: Springer Nature Singapore, 2022. http://dx.doi.org/10.1007/978-981-19-0460-8_20.

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Christens, Brian D., Christina Hamme Peterson, and Paul W. Speer. "Psychological Empowerment in Adulthood." In Encyclopedia of Primary Prevention and Health Promotion, 1766–76. Boston, MA: Springer US, 2014. http://dx.doi.org/10.1007/978-1-4614-5999-6_247.

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Sikavica, Katarina, and Amy J. Hillman. "Combining Financial and Psychological Insights for a New Typology of Ownership." In Shareholder Empowerment, 35–61. New York: Palgrave Macmillan US, 2015. http://dx.doi.org/10.1057/9781137373939_2.

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George, Elizabeth, and Zakkariya K.A. "Perception of Empowerment: A Psychological Perspective." In Psychological Empowerment and Job Satisfaction in the Banking Sector, 47–86. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-94259-9_3.

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Peters, Wendy M. K., Kee J. E. Straits, and Pilar E. Gauthier. "Psychological practice with Native women." In Psychological practice with women: Guidelines, diversity, empowerment., 191–224. Washington: American Psychological Association, 2015. http://dx.doi.org/10.1037/14460-008.

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Sato, Mine, Nobuo Sayanagi, and Toru Yanagihara. "A Psychological Perspective on Agency in the Context of Behavior Change." In Empowerment Through Agency Enhancement, 27–36. Singapore: Springer Nature Singapore, 2022. http://dx.doi.org/10.1007/978-981-19-1227-6_3.

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George, Elizabeth, and Zakkariya K.A. "An Overview of Employee Empowerment." In Psychological Empowerment and Job Satisfaction in the Banking Sector, 21–46. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-94259-9_2.

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Rice, Joy K., Carolyn Zerbe Enns, and Roberta L. Nutt. "Transforming psychological practice with women: An introduction." In Psychological practice with women: Guidelines, diversity, empowerment., 3–29. Washington: American Psychological Association, 2015. http://dx.doi.org/10.1037/14460-001.

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Rice, Joy K., Carolyn Zerbe Enns, and Roberta L. Nutt. "Inclusive and affirmative psychological practice: Unifying themes." In Psychological practice with women: Guidelines, diversity, empowerment., 257–76. Washington: American Psychological Association, 2015. http://dx.doi.org/10.1037/14460-010.

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Conference papers on the topic "Psychological empowerment"

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Durrani, Dilawar Khan, Li Xiangyang, and Syeda Maryam Dilawar. "Psychological Empowerment and Work Effort." In the 9th International Conference. New York, New York, USA: ACM Press, 2017. http://dx.doi.org/10.1145/3149572.3149581.

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Mert, Esvet, and Sabahat Bayrak Kök. "An Examination of the Relationship between Organizational Justice and Psychological Empowerment." In International Conference on Eurasian Economies. Eurasian Economists Association, 2017. http://dx.doi.org/10.36880/c08.01861.

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The perceptions of empowerment and justice that employees create in their minds affect all processes within the organization. Psychological empowerment is the perception of the organization that the organization has built to empower its employees. Organizational justice encompasses rules and social norms developed in the distribution of benefits, distribution processes and interpersonal relationships. This study aims to determine the relationship between psychological empowerment and perceptions of organizational justice. The 105 employees who work in a public institution constitute the universe of the researcher. According to Spearman correlation analysis results, the statistically significant relation was found between psychological empowerment and organizational justice perception. The main hypothesis has not been rejected. The study also examined the relationship between dimensions of psychological empowerment and dimensions of organizational justice. The results revealed a statistically significant relationship. The most striking result is that the relationship between the dimension of autonomy and the dimension of organizational justice is found to be strongest. The weakest relationship is the relationship between the meaning dimension of psychological empowerment and the dimensions of the concept of organizational justice.
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Nasir, Halimatussakdiah, and Irma Suryani. "Psychological Empowerment, Innovative Work Behavior and Job Satisfaction." In Proceedings of the 3rd International Conference on Accounting, Management and Economics 2018 (ICAME 2018). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/icame-18.2019.68.

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Chen, Rong, and Longzhu Liu. "The Impact of Psychological Empowerment in Post-services." In 2012 International Joint Conference on Service Sciences (IJCSS). IEEE, 2012. http://dx.doi.org/10.1109/ijcss.2012.40.

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Gong, Zhenxing, Shuo Wang, Zanzan Zhao, and Haoyun Yu. "The Role of Psychological Empowerment in Open Innovation." In Proceedings of the 2018 3rd International Conference on Politics, Economics and Law (ICPEL 2018). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/icpel-18.2018.6.

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Jannah, Shoikhatul, Niken Pratitisy, and Abdul Muhid. "The Effectiveness of Psychologycal Empowerment to Increase Teacher Creativity in Learning: Literature Review." In International Conference on Psychological Studies. SCITEPRESS - Science and Technology Publications, 2021. http://dx.doi.org/10.5220/0010809900003347.

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Tauber, Charles David, and Sandra Marić. "INCREASING CAPACITY IN WORK WITH WAR VICTIMS AND MIGRANTS: PRAGMATIC EMPOWERMENT TRAINING (PET)." In International Psychological Applications Conference and Trends. inScience Press, 2019. http://dx.doi.org/10.36315/2019inpact098.

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Tanrıverdi, Haluk. "The Effect Of Psychological Empowerment On Work Life Quality." In ICLTIBM 2017 - 7th International Conference on Leadership, Technology, Innovation And Business Management. Cognitive-Crcs, 2019. http://dx.doi.org/10.15405/epsbs.2019.12.03.13.

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Hou Erxiu and Chen Shuwen. "Notice of Retraction: Effects of Psychological Capital on turnover Intension: Mediating roles of psychological empowerment and job satisfaction." In Business Management and Electronic Information. 2011 International Conference on Business Management and Electronic Information (BMEI 2011). IEEE, 2011. http://dx.doi.org/10.1109/icbmei.2011.5917938.

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Hsieh, Sara H., Timmy H. Tseng, and Crystal T. Lee. "Drivers of Online Brand Community Value Creation: The Role of Psychological Empowerment." In Hawaii International Conference on System Sciences. Hawaii International Conference on System Sciences, 2018. http://dx.doi.org/10.24251/hicss.2018.265.

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Reports on the topic "Psychological empowerment"

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Patterson, Lindsey. Fostering Strengths in Incarcerated Youth: The Development of a Measure of Psychological Empowerment in Oregon Youth Authority Correctional Facilities. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.1086.

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Sistac, Sistac, Lliteras M, and Sistac Palacín JM. Study in a Simulated Scenario of the Influence of Training and Personality in the Resolution of Critical Situations in Anaesthesiology Residents. Science Repository, January 2023. http://dx.doi.org/10.31487/j.acr.2022.04.01.sup.

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Introduction: Empowerment of simulations in emergent situations by resident medical interns has positively demonstrated the acquisition of clinical skills [1]. Even so, it remains unclear what psychological factors influence when assuming leadership in carrying out these simulations or in a real situation. This study aims to analyse, by simulating critical situations in the operating room, the influence of training and personality among anaesthesiology residents on the predisposition to assume such leadership Materials and Methods: A study was carried out on 22 residents both trained (11) and untrained in simulation, assessing their personality and degree of stress using the Typi and Stay Trait. By observation it was determined that he was the leader, when entering a simulated model of ventricular fibrillation in pairs. Resolution capacity was not valued, but rather the characteristics that define the personality of the resident who assumed leadership. Results: Regarding personality, measured with the TIPI test, the leaders turned out to score high in agreeableness but low in extraversion compared to the helpers. This suggests that they are altruistic, compassionate, trusting, frank, empathic and sensitive to others and on the other hand reserved, socially distant except with close friends. In the trained group, the Stai Trait test revealed a slightly lower mean in helpers compared to the total mean, in addition to a significantly higher SD in leaders (4.57) than in helpers (2.87), obtaining a p> 0.02. In Stai Estado, the opposite occurred in terms of the averages, lower in the group of leaders with respect to the global average. And a very similar SD was obtained in both groups (4.91 and 4.21). In the TIPI test, the leading group stands out with a low score in extraversion, compared to the total mean and compared to assistants, justified data with a p>0.02. Conclusion: The residents of the trained group turned out to have lower anxiety in the stressful situation of the simulation compared to the other group. In addition, the women who turned out to be leaders in the trained group demonstrated control of the situation with lower HRs than the leaders in the untrained group, thus demonstrating the influence of training in resolving critical situations.
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Yilmaz, Ihsan, Raja M. Ali Saleem, Mahmoud Pargoo, Syaza Shukri, Idznursham Ismail, and Kainat Shakil. Religious Populism, Cyberspace and Digital Authoritarianism in Asia: India, Indonesia, Malaysia, Pakistan, and Turkey. European Center for Populism Studies, January 2022. http://dx.doi.org/10.55271/5jchdy.

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Turkey, Pakistan, India, Malaysia, and Indonesia span one of the longest continuously inhabited regions of the world. Centuries of cultural infusion have ensured these societies are highly heterogeneous. As plural polities, they are ripe for the kind of freedoms that liberal democracy can guarantee. However, despite having multi-party electoral systems, these countries have recently moved toward populist authoritarianism. Populism —once considered a distinctively Latin American problem that only seldom reared its head in other parts of the world— has now found a home in almost every corner of the planet. Moreover, it has latched on to religion, which, as history reminds us, has an unparalleled power to mobilize crowds. This report explores the unique nexus between faith and populism in our era and offers an insight into how cyberspace and offline politics have become highly intertwined to create a hyper-reality in which socio-political events are taking place. The report focuses, in particular, on the role of religious populism in digital space as a catalyst for undemocratic politics in the five Asian countries we have selected as our case studies. The focus on the West Asian and South Asian cases is an opportunity to examine authoritarian religious populists in power, whereas the East Asian countries showcase powerful authoritarian religious populist forces outside parliament. This report compares internet governance in each of these countries under three categories: obstacles to access, limits on content, and violations of user rights. These are the digital toolkits that authorities use to govern digital space. Our case selection and research focus have allowed us to undertake a comparative analysis of different types of online restrictions in these countries that constrain space foropposition and democratic voices while simultaneously making room for authoritarian religious populist narratives to arise and flourish. The report finds that surveillance, censorship, disinformation campaigns, internet shutdowns, and cyber-attacks—along with targeted arrests and violence spreading from digital space—are common features of digital authoritarianism. In each case, it is also found that religious populist forces co-opt political actors in their control of cyberspace. The situational analysis from five countries indicates that religion’s role in digital authoritarianism is quite evident, adding to the layer of nationalism. Most of the leaders in power use religious justifications for curbs on the internet. Religious leaders support these laws as a means to restrict “moral ills” such as blasphemy, pornography, and the like. This evident “religious populism” seems to be a major driver of policy changes that are limiting civil liberties in the name of “the people.” In the end, the reasons for restricting digital space are not purely religious but draw on religious themes with populist language in a mixed and hybrid fashion. Some common themes found in all the case studies shed light on the role of digital space in shaping politics and society offline and vice versa. The key findings of our survey are as follows: The future of (especially) fragile democracies is highly intertwined with digital space. There is an undeniable nexus between faith and populism which offers an insight into how cyberspace and politics offline have become highly intertwined. Religion and politics have merged in these five countries to shape cyber governance. The cyber governance policies of populist rulers mirror their undemocratic, repressive, populist, and authoritarian policies offline. As a result, populist authoritarianism in the non-digital world has increasingly come to colonize cyberspace, and events online are more and more playing a role in shaping politics offline. “Morality” is a common theme used to justify the need for increasingly draconian digital laws and the active monopolization of cyberspace by government actors. Islamist and Hindutva trolls feel an unprecedented sense of cyber empowerment, hurling abuse without physically seeing the consequences or experiencing the emotional and psychological damage inflicted on their victims.
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Yilmaz, Ihsan, Raja M. Ali Saleem, Mahmoud Pargoo, Syaza Shukri, Idznursham Ismail, and Kainat Shakil. Religious Populism, Cyberspace and Digital Authoritarianism in Asia: India, Indonesia, Malaysia, Pakistan, and Turkey. European Center for Populism Studies (ECPS), January 2022. http://dx.doi.org/10.55271/rp0001.

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Abstract:
Turkey, Pakistan, India, Malaysia, and Indonesia span one of the longest continuously inhabited regions of the world. Centuries of cultural infusion have ensured these societies are highly heterogeneous. As plural polities, they are ripe for the kind of freedoms that liberal democracy can guarantee. However, despite having multi-party electoral systems, these countries have recently moved toward populist authoritarianism. Populism —once considered a distinctively Latin American problem that only seldom reared its head in other parts of the world— has now found a home in almost every corner of the planet. Moreover, it has latched on to religion, which, as history reminds us, has an unparalleled power to mobilize crowds. This report explores the unique nexus between faith and populism in our era and offers an insight into how cyberspace and offline politics have become highly intertwined to create a hyper-reality in which socio-political events are taking place. The report focuses, in particular, on the role of religious populism in digital space as a catalyst for undemocratic politics in the five Asian countries we have selected as our case studies. The focus on the West Asian and South Asian cases is an opportunity to examine authoritarian religious populists in power, whereas the East Asian countries showcase powerful authoritarian religious populist forces outside parliament. This report compares internet governance in each of these countries under three categories: obstacles to access, limits on content, and violations of user rights. These are the digital toolkits that authorities use to govern digital space. Our case selection and research focus have allowed us to undertake a comparative analysis of different types of online restrictions in these countries that constrain space foropposition and democratic voices while simultaneously making room for authoritarian religious populist narratives to arise and flourish. The report finds that surveillance, censorship, disinformation campaigns, internet shutdowns, and cyber-attacks—along with targeted arrests and violence spreading from digital space—are common features of digital authoritarianism. In each case, it is also found that religious populist forces co-opt political actors in their control of cyberspace. The situational analysis from five countries indicates that religion’s role in digital authoritarianism is quite evident, adding to the layer of nationalism. Most of the leaders in power use religious justifications for curbs on the internet. Religious leaders support these laws as a means to restrict “moral ills” such as blasphemy, pornography, and the like. This evident “religious populism” seems to be a major driver of policy changes that are limiting civil liberties in the name of “the people.” In the end, the reasons for restricting digital space are not purely religious but draw on religious themes with populist language in a mixed and hybrid fashion. Some common themes found in all the case studies shed light on the role of digital space in shaping politics and society offline and vice versa. The key findings of our survey are as follows: The future of (especially) fragile democracies is highly intertwined with digital space. There is an undeniable nexus between faith and populism which offers an insight into how cyberspace and politics offline have become highly intertwined. Religion and politics have merged in these five countries to shape cyber governance. The cyber governance policies of populist rulers mirror their undemocratic, repressive, populist, and authoritarian policies offline. As a result, populist authoritarianism in the non-digital world has increasingly come to colonize cyberspace, and events online are more and more playing a role in shaping politics offline. “Morality” is a common theme used to justify the need for increasingly draconian digital laws and the active monopolization of cyberspace by government actors. Islamist and Hindutva trolls feel an unprecedented sense of cyber empowerment, hurling abuse without physically seeing the consequences or experiencing the emotional and psychological damage inflicted on their victims.
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