Assessing the relationship between psychological empowerment and nurses’ organizational trust: exploring the mediating role of organizational learning

PurposeInnovations are imperative for organizational growth and sustainability. This study focuses on the employees' innovative behavior, a source of organizational innovations, which has received substantial attention from the researchers. Based on the psychological empowerment theory, the study exposes the effect of the various dimensions of public service motivation (PSM) on employees' innovative behavior (IB) in public sector institutions especially in the context of developing countries such as Pakistan. Moreover, the study also investigates the mediating role of psychological empowerment (PSE) between the dimensions of PSM and IB.Design/methodology/approachThis study used the cross-sectional research design. By using random sampling, the adapted survey questionnaires were used to collect data from 346 faculty members of public sector universities located in provincial capitals of Pakistan. A partial least square–structural equation modeling (PLS-SEM) tool was used to assess the proposed hypotheses through SMART-PLS software.FindingsResults revealed that attraction to policymaking (APM), compassion (COM), self-sacrifice (SS) have a significant impact on employees' PSE and their innovative behavior, while the relationship of commitment to the public interest (CPI) with PSE and IB was found insignificant. Moreover, PSE partially mediated the relationship between PSM dimensions and employees' IB.Originality/valueThere was a scarcity of research on IB especially in public sector institutions such as academia. This study theoretically contributed to the literature by providing a refined picture in assessing the proposed relationship of the constructs. This is also one of the original studies that examine the relationship between the dimensions of PSM and IB.

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Gaining engaged people to succeed Sustainable Development Goals (SDGs)

E3S Web of Conferences ◽

10.1051/e3sconf/20187408017 ◽

2018 ◽

Vol 74 ◽

pp. 08017

Author(s):

Novita Hidayati ◽

Arum Etikariena

Keyword(s):

Work Engagement ◽

Quantitative Research ◽

Psychological Empowerment ◽

Team Cohesion ◽

Mediating Role ◽

Development Goals ◽

Relationship Of ◽

The Relationship ◽

Analyze Data

This research aims to determine the effect of team cohesion on work engagement with the mediating role of psychological empowerment. JD-R model is used to explain the phenomenon. We learn about how people who are engaged in ongoing working in team give an impact on people work engagement. Based on quantitative research from 557 participants from Indonesian military forces that were temporarily placed to carry out peace missions on conflict countries. By using Process to analyze data, we found that psychological empowerment partially mediate the relationship of team cohesion on work engagement (path a: Coeff = .29, SE = .04, p < .01, 95%CL .22 to .37; path b: Coeff = .23, SE = .03, p < .01, 95%CL .17 to .30; path c’, Coeff = .10, SE = .03, p < .01, 95%CL .04 to .17).

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Mediating Role of Knowledge Management in the Relationship between Organizational Learning and Sustainable Organizational Performance

Sustainability ◽

10.3390/su122310061 ◽

2020 ◽

Vol 12 (23) ◽

pp. 10061

Author(s):

Mirna Kordab ◽

Jurgita Raudeliūnienė ◽

Ieva Meidutė-Kavaliauskienė

Keyword(s):

Knowledge Management ◽

Organizational Learning ◽

Organizational Performance ◽

Business Environment ◽

Mediating Role ◽

Knowledge Based ◽

East Region ◽

The Relationship ◽

Consulting Companies

Organizations operating in the intensive knowledge-based sector seek efficient management approaches and sustainable development practices to perform efficiently in the dynamic business environment. Knowledge management practice and organizational learning are significant factors in order to achieve sustainable organizational performance in a rapidly changing business environment. Based on the scientific literature analysis, there is still a lack of evidence related to the mediating role of the whole knowledge management cycle, including the five knowledge management processes (knowledge acquisition, creation, storage, sharing, and application) in the relationship between organizational learning and sustainable organizational performance for organizations operating in intensive knowledge-based sectors. This study aimed to examine the impact of the whole knowledge management cycle on the relationship between organizational learning and sustainable organizational performance in intensive knowledge-based sectors, specifically the audit and consulting companies in the Middle East region. Systematic scientific literature analysis, expert evaluation (structured questionnaire), and structural equation modeling (SEM) technique were used to develop and verify the research model. Data was collected through a structured questionnaire distributed among auditing experts working in a knowledge-based sector—audit and consulting companies in the Middle East region. The research results supported the hypotheses stating that organizational learning positively affects knowledge acquisition, storage, sharing, application processes, and sustainable organizational performance. However, the results verified that organizational learning has an insignificant impact on the Middle Eastern audit and consulting companies’ knowledge creation process.

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How Collaborative Culture Supports for Competitive Advantage: The Mediating Role of Organizational Learning

International Journal of Business Administration ◽

10.5430/ijba.v8n2p73 ◽

2017 ◽

Vol 8 (2) ◽

pp. 73 ◽

Cited By ~ 4

Author(s):

Hui Lei ◽

Phong Ba Le ◽

Hanh Thi Hong Nguyen

Keyword(s):

Organizational Learning ◽

Competitive Advantage ◽

Theoretical Basis ◽

Structural Equations ◽

Service Firms ◽

Collaborative Culture ◽

Mediating Role ◽

Using Data ◽

The Relationship

The paper aims to clarify the influences of collaborative culture and specific aspects of organizational learning on competitive advantage. Structural equations modeling (SEM) is applied to test degree of influence of each variable has on each other through using data collected from 298 participants at 150 large manufacturing and service firms. The result shows that organizational learning act as mediating roles in the relationship between collaborative culture and competitive advantage. Our results indicate that collaborative culture practices will yield significant effects to competitive advantage directly or indirectly through improving specifics aspects of organizational learning. The findings of this study provide a theoretical basis, which can be used to analyze relationships between collaborative culture, specifics aspects of organizational learning and competitive advantage. From a practical perspective, the study brings more deeply understanding for CEOs/managers about the necessary factors to encourage and promote firm’s competitive advantage.

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Mediating Role of Self-Determination Constructs in Explaining the Relationship Between School Factors and Postschool Outcomes

Council review ◽

10.1177/0014402916660089 ◽

2016 ◽

Vol 83 (2) ◽

pp. 165-180 ◽

Cited By ~ 7

Author(s):

Karrie A. Shogren ◽

Mauricio Garnier Villarreal ◽

Kyle Lang ◽

Hyojeong Seo

Keyword(s):

Psychological Empowerment ◽

Transition Services ◽

Self Determination ◽

School Factors ◽

Data Set ◽

Postschool Outcomes ◽

Mediating Role ◽

School Based ◽

The Relationship

Secondary data analysis using the National Longitudinal Transition Study-2 data set was conducted to examine the degree to which autonomy, psychological empowerment, and self-realization (3 of 4 essential characteristics of self-determination) play a mediating role in the relationship between school-based factors and postschool outcomes. The results suggest that autonomy, psychological empowerment, and self-realization play a large and significant role in mediating the relationship between school-based factors and postschool outcomes. With over 50% of the indirect effects (i.e., the aggregated effects of the school-based factors on the outcome constructs through the self-determination constructs) significant, this provides support for the essential role of self-determination in secondary transition services and supports. Implications for research and practice are discussed.

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Exploring the relationship between strategic performance measurement systems and managers' creativity: the mediating role of psychological empowerment and organisational learning

Accounting and Finance ◽

10.1111/acfi.12287 ◽

2017 ◽

Vol 59 (4) ◽

pp. 2201-2233 ◽

Cited By ~ 1

Author(s):

Ranjith Appuhami

Keyword(s):

Performance Measurement ◽

Psychological Empowerment ◽

Organisational Learning ◽

Strategic Performance ◽

Measurement Systems ◽

Mediating Role ◽

Performance Measurement Systems ◽

The Relationship

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Linking organizational trust with employee engagement: the role of psychological empowerment

Personnel Review ◽

10.1108/pr-11-2012-0198 ◽

2014 ◽

Vol 43 (3) ◽

pp. 377-400 ◽

Cited By ~ 56

Author(s):

Fabian O Ugwu ◽

Ike E. Onyishi ◽

Alma Maria Rodríguez-Sánchez

Keyword(s):

Employee Engagement ◽

Work Engagement ◽

Psychological Empowerment ◽

Organizational Trust ◽

Business Environment ◽

Hierarchical Regression ◽

Content Type ◽

Organizational Behaviour ◽

The Relationship

Purpose – This study aims to investigate the relationship between organizational trust, psychological empowerment, and employee engagement. In addition, the study seeks to test the moderating role of psychological empowerment on the relationship between trust and engagement. Design/methodology/approach – Hierarchical regression analyses were carried out on a sample of 715 employees from seven commercial banks and four pharmaceutical companies in south-eastern Nigeria who participated in the survey. Findings – The results showed that organizational trust and psychological empowerment were predictors of work engagement. There was a moderating effect of empowerment on the relationship between trust and engagement. Research limitations/implications – The findings show that organizational trust and psychological empowerment that predict positive job behaviour in Western cultures are also critical in understanding Nigerian workers ' positive organizational behaviour such as work engagement. Practical implications – For practical purposes, the results suggest that organizational trust may be a significant component of organizational interventions. Given that psychological empowerment is strongly related to work engagement, empowerment intervention programs is therefore important in building employees that would be engaged in their work. Originality/value – This study was one of the first attempts to empirically investigate the direct relationship among organizational trust, psychological empowerment and employee work engagement. Additionally, most previous studies on engagement have been conducted in developed economies of North America and Europe. This study was carried out in a Nigerian business environment where organizational behaviours have been scarcely investigated and comparing these findings with earlier studies may help further clarify the emerging work engagement concept.

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The Relationship Between Psychological Empowerment and Innovative Behavior

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000065 ◽

2012 ◽

Vol 11 (3) ◽

pp. 127-137 ◽

Cited By ~ 34

Author(s):

Manjari Singh ◽

Anita Sarkar

Keyword(s):

Conceptual Understanding ◽

Psychological Empowerment ◽

Job Involvement ◽

Innovative Behavior ◽

School Teachers ◽

Primary School Teachers ◽

Mediating Role ◽

Control Dimension ◽

The Relationship

Past studies have established the importance of psychological empowerment in fostering innovative behavior. This paper broadens the conceptual understanding by exploring the mechanisms of this linkage through dimensional analysis. The study also examines the mediating role of job involvement in this relationship. In this study of 401 women primary school teachers in India, the dimensions of psychological empowerment were self-rated whereas innovative behavior and job involvement were assessed by colleagues. Our findings show partial mediation for the meaning dimension and complete mediation for the non-work domain control dimension. Self-determination at job and organization levels have a direct effect on employees’ innovative behavior but no effect through job involvement. Competence and impact has no direct or indirect effect on innovative behavior.

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Linking Empowering Leadership, Psychological Empowerment, Self-Leadership, Creative Involvement and Creativity: A Sequential Mediation Model

Lahore Journal of Business ◽

10.35536/ljb.2017.v5.i2.a4 ◽

2017 ◽

Vol 5 (2) ◽

pp. 67-80

Author(s):

Ishfaq Ahmed ◽

Muhammad Khalid Khan ◽

Ghulam Ali Bhatti

Keyword(s):

Psychological Empowerment ◽

Creative Work ◽

Mediation Model ◽

Employee Creativity ◽

Empowering Leadership ◽

Mediating Role ◽

Work Involvement ◽

A Chain ◽

The Relationship

This study examines the relationship between empowering leadership and employee creativity through the serial mediating role of psychological empowerment and self-leadership with creative work involvement. Applying a chain mediation approach to a sample of 314 respondents, we find that empowering leadership has a significant effect on the selected mediators (self-leadership, psychological empowerment and creative work involvement), which in turn transfer this effect to employee creativity.

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