The impact of workplace empowerment, organizational trust on staff nurses' work satisfaction and organizational commitment

2004 ◽  
pp. 59-85 ◽  
Author(s):  
Heather K. Spence Laschinger ◽  
Joan Finegan ◽  
Judith Shamian
Keyword(s):  
Organizational Commitment ◽  
Organizational Trust ◽  
Work Satisfaction ◽  
Staff Nurses ◽  
Workplace Empowerment ◽  
The Impact

The Impact of Workplace Empowerment, Organizational Trust on Staff Nurses' Work Satisfaction and Organizational Commitment

2001 ◽  
Vol 26 (3) ◽  
pp. 7-23 ◽  
Author(s):  
Heather K. Spence Laschinger ◽  
Joan Finegan ◽  
Judith Shamian
Keyword(s):  
Organizational Commitment ◽  
Organizational Trust ◽  
Work Satisfaction ◽  
Staff Nurses ◽  
Workplace Empowerment ◽  
The Impact

A LONGITUDINAL ANALYSIS OF THE IMPACT OF WORKPLACE EMPOWERMENT ON STAFF NURSES' WORK SATISFACTION.

2002 ◽  
Vol 2002 (1) ◽  
pp. D1-D6 ◽  
Author(s):  
HEATHER K. SPENCE LASCHINGER ◽  
JOAN FINEGAN ◽  
JUDITH SHAMIAN ◽  
PIOTR WILK
Keyword(s):  
Longitudinal Analysis ◽  
Work Satisfaction ◽  
Staff Nurses ◽  
Workplace Empowerment ◽  
The Impact

How the exchange relationship affects employee commitment

2019 ◽  
Vol 38 (6) ◽  
pp. 501-516
Author(s):  
Y. Serkan Ozmen
Keyword(s):  
Organizational Commitment ◽  
Organizational Trust ◽  
Mediation Effect ◽  
Organizational Level ◽  
Economic Exchange ◽  
Manufacturing Companies ◽  
Exchange Relationship ◽  
Holistic View ◽  
Content Type ◽  
The Impact

Purpose The purpose of this paper is to analyze the impact of social and economic exchange relationships on organizational commitment in line with the mediation effect of organizational trust. Design/methodology/approach In order to test the hypotheses of the study, a survey was conducted on a sample of 213 employees who were working at manufacturing companies in Turkey. Findings The findings of the study reveal that both dimensions of the exchange relationship positively affect organizational commitment and these links are mediated by organizational trust. Research limitations/implications The study provides reliable scales to measure the social and economic exchange relationship between employees and employing organizations. Although the sample of the study was relatively small and drawn from a single country, the Cronbach’s α values of scales were obtained above the recommended threshold value. Practical implications Organizational leaders might adopt an exchange perspective to build a trustworthy relationship with their employees. Developing such a mindset is very important at an employment structure, which has become highly flexible and contingent during the last decades. Originality/value The study attempts to distinguish the twofold nature of the exchange relationship in organizations based on a theoretical model to reveal the impact of each dimension on organizational level outcomes in conjunction with the mediating role of trust. In doing so, the study contributes to the literature by incorporating social and economic exchange in a holistic view as well as defining each dimension in a broader sense by including some employee-related challenges of business organizations such as diversity, social responsibility, leadership, ethical culture and so on.

scholarly journals Exploring the impact of mentoring functions on job satisfaction and organizational commitment of new staff nurses

2010 ◽  
Vol 10 (1) ◽  
Author(s):  
Rhay-Hung Weng ◽  
Ching-Yuan Huang ◽  
Wen-Chen Tsai ◽  
Li-Yu Chang ◽  
Syr-En Lin ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Staff Nurses ◽  
Mentoring Functions ◽  
The Impact

A longitudinal analysis of the impact of workplace empowerment on work satisfaction

2004 ◽  
Vol 25 (4) ◽  
pp. 527-545 ◽  
Author(s):  
Heather K. Spence Laschinger ◽  
Joan E. Finegan ◽  
Judith Shamian ◽  
Piotr Wilk
Keyword(s):  
Longitudinal Analysis ◽  
Work Satisfaction ◽  
Workplace Empowerment ◽  
The Impact

scholarly journals ANALYSIS OF ORGANIZATIONAL COMMITMENTS AND WORK SATISFACTION TURNOVER INTENTION GARMENT COMPANY

2020 ◽  
Vol 10 (2) ◽  
pp. 70-79
Author(s):  
Anggih Perian Guswan Putra ◽  
Irvan Arif Kurniawan ◽  
Agus Iwan Mulyanto ◽  
Erialdy .
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Response Rate ◽  
Work Satisfaction ◽  
Correlation And Regression Analysis ◽  
Library Studies ◽  
Intention To Move ◽  
The Impact

This research was conducted to analyze and investigate the impact of organizational commitment and job satisfaction on the intention to move perceived by the operator employees of one of the Garment Companies. Data is collected through surveys and library studies. The questionnaires were sent to respondents returned resulting in a response rate of 98%. From correlation and regression analysis, this study found that the correlation and impact of turnover intention have been supported. Of the four hypotheses that have been tested in this study, all hypotheses are supported. The results showed that the existence of organizational commitment and job satisfaction was negatively and significantly related to turnover intention and negatively affected the company.

scholarly journals IMPACT OF ORGANIZATIONAL COMMITMENT AND WORK SATISFACTION ON TURNOVER INTENTION

2019 ◽  
Vol 1 (2) ◽  
pp. 154-162
Author(s):  
Agus Iwan Mulyanto
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Response Rate ◽  
Work Satisfaction ◽  
Negative Influence ◽  
Correlation And Regression Analysis ◽  
The Impact

This study was conducted to investigate the impact of organizational commitment and job satisfaction to turnover intention felt by the operator employees’ one of Garment Company in Tangerang Selatan. Data were collected through survey and bibliography study. The 150 questionnaires have send to respondents and 147 were returned yielding response rate 98%. From the correlation and regression analysis, the study found that the correlation and the impact of turnover intention has supported.  From four hypotheses that have tested in this study, all hypotheses were supported. The result showed that organizational commitment and job satisfaction were negatively and significantly related to turnover intention and having negative influence on it.

Empowering and trustful leadership: impact on nurses’ commitment

2015 ◽  
Vol 44 (5) ◽  
pp. 702-719 ◽  
Author(s):  
Carla Maria Freitas da Costa Freire ◽  
Ricardo Manuel Machado Azevedo
Keyword(s):  
Organizational Commitment ◽  
Affective Commitment ◽  
Public Hospitals ◽  
Content Type ◽  
Positive Effects ◽  
Power Resources ◽  
Leadership Impact ◽  
Nurses Perceptions ◽  
Workplace Empowerment ◽  
The Impact

Purpose – The purpose of this paper is to analyse the impact of workplace empowerment and staff nurses’ perceptions of trustworthiness in their supervisor as determinators of organizational commitment. Design/methodology/approach – Data were collected from 189 nurses working at Portuguese public hospitals. Findings – Results indicate that an empowering work context was significantly predictive of nurses’ affective commitment and on the perceptions of trustworthiness of the supervisor. The employees who understand that they have access to factors of empowerment (formal power, informal power, resources, opportunity, support and information), and feel that they can influence the organization where they work, are in a better position to establish affective connections with the organization, as well as to perceive their supervisor as trustworthy. Research limitations/implications – One limitation relates to the generalization of the study’s findings outside the national context. Practical implications – Organizations must meet the conditions that contribute to increasing the organizational commitment of healthcare professionals when developing policies for human resources since the emotional bond with the organization seems to provide the strength to withstand moments of great difficulties. Originality/value – This research contributes to the understanding of how fostering empowering and trustful leadership will generate positive effects on job attitudes, even in a particularly difficult context of austerity.

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