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

2015 ◽  
Vol 40 (3) ◽  
pp. 107-112 ◽  
Author(s):  
A Kebriaei ◽  
M Rakhshaninejad ◽  
M Mohseni
Keyword(s):  
Organizational Commitment ◽  
Psychological Empowerment ◽  
Hospital Setting ◽  
Cross Sectional Study ◽  
Positive Influence ◽  
Three Dimensions ◽  
Cross Sectional ◽  
Five Dimensions ◽  
Key Factor ◽  
The Relationship

Introduction: people within organizations are a key factor for efficiency. Thus employee empowerment has become a popular management strategy. The study aimed to investigate the relationship between psychological empowerment and organizational commitment among medical staff of a hospital in Zahedan city. Methods: This cross sectional study was carried out in 2013. A random sample of 172 medical employees in Khatam-ol-Anbia hospital at Zahedan city was selected and responded to items of the questionnaires using a 7-point Likert scale ranging from 1 to 7. For measuring psychological empowerment and organizational commitment, Mishra & Spreitzer’s scale and Meyer and Allen’s questionnaire were used. A higher score means a higher degree of psychological empowerment or organizational commitment. Analysis was carried out using SPSS. Results: The level of organizational commitment and psychological empowerment significantly were higher than average. There was a significant positive relationship between employees’ empowerment and their commitment to organization. Psychological empowerment was a significant predictor of organizational commitment (?=.524). Out of the five dimensions of empowerment three dimensions are significant predictors of commitment and explain 37.1% of the variance in commitment. Conclusions: Due to The positive influence of psychological empowerment on organizational commitment, programs for in-service education should focus on facilitating psychological empowerment to improve and increase organizational commitment. Also, since impact of employees psychological empowerment on organizational commitment partially supported, there are other variables that influence the organizational commitment.Bangladesh Med Res Counc Bull 2014; 40 (3): 107-112

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

2015 ◽  
Vol 61 ◽  
pp. 31-38
Author(s):  
Ali Kebriaei ◽  
Meysam Rakhshaninejad ◽  
Zahra Afshari
Keyword(s):  
Organizational Commitment ◽  
Psychological Empowerment ◽  
Hospital Setting ◽  
Cross Sectional Study ◽  
Positive Influence ◽  
Three Dimensions ◽  
Cross Sectional ◽  
Five Dimensions ◽  
Key Factor ◽  
The Relationship

Introduction: people within organizations are a key factor for efficiency. Thus employee empowerment has become a popular management strategy. The study aimed to investigate the relationship between psychological empowerment and organizational commitment among medical staff of a hospital in Zahedan city. Methods: This cross sectional study was carried out in 2013. A random sample of 172 medical employees in Khatam-ol-Anbia hospital at Zahedan city was selected and responded to items of the questionnaires using a 7-point Likert scale ranging from 1 to 7. For measuring psychological empowerment and organizational commitment, Mishra & Spreitzer’s scale and Meyer and Allen’s questionnaire were used. A higher score means a higher degree of psychological empowerment or organizational commitment. Analysis was carried out using SPSS. Results: The level of organizational commitment and psychological empowerment significantly were higher than average. There was a significant positive relationship between employees’ empowerment and their commitment to organization. Psychological empowerment was a significant predictor of organizational commitment (β = .524). Out of the five dimensions of empowerment three dimensions are significant predictors of commitment and explain 37.1% of the variance in commitment. Conclusions: Due to The positive influence of psychological empowerment on organizational commitment, programs for in-service education should focus on facilitating psychological empowerment to improve and increase organizational commitment. Also, since impact of employees psychological empowerment on organizational commitment partially supported, there are other variables that influence the organizational commitment.

scholarly journals THE ROLE OF PERCEIVED ORGANIZATIONAL SUPPORT IN JOB INSECURITY AND PERFORMANCE

2018 ◽  
Vol 58 (4) ◽  
pp. 393-404 ◽  
Author(s):  
SERGIO ANDRÉS LÓPEZ BOHLE ◽  
MARIA JOSÉ CHAMBEL ◽  
FELIPE MUÑOZ MEDINA ◽  
BRUNO SILVA DA CUNHA
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Job Insecurity ◽  
Cross Sectional Study ◽  
Retail Sector ◽  
Affective Organizational Commitment ◽  
Cross Sectional ◽  
The Relationship

ABSTRACT In this study, we develop a conceptual model of the relationship between job insecurity and job performance, which is mediated by affective organizational commitment and moderated via perceived organizational support in a Chilean company that has undergone downsizing. In this cross-sectional study, we focused on 400 Chilean employees from the retail sector. Our findings indicate that job insecurity negatively influences job performance, which is a relationship that is partially mediated by effective organizational commitment. Moreover, a high level of perceived organizational support helped intensify the effects of the relationship between job insecurity and affective organizational commitment. To minimize the negative effects of job insecurity on the active employees of a downsizing strategy, an effective intervention is required by developing a more realistic communication in terms of a worker's expectations toward the organization.

scholarly journals The Influence of Job Satisfaction and Organization Commitment on the Performance of Family Planning Counselors in Yogyakarta

2020 ◽  
Author(s):  
Ikhtiarisca Olifia Mufidatun ◽  
◽  
Didik Gunawan Tamtomo ◽  
Bhisma Murti ◽  
◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Family Planning ◽  
Job Performance ◽  
Cross Sectional Study ◽  
Cross Sectional ◽  
Organization Commitment ◽  
Central Java ◽  
High Satisfaction ◽  
The Relationship

ABSTRACT Background: Theoretically, organizational commitment mediates the relationship between job satisfaction and job performance. An organization with more satisfied employees tends to be more effective and productive. The purpose of this study was to investigate the influence of job satisfaction and organization commitment on the performance of family planning counselors in Yogyakarta. Subjects and Method: A cross sectional study was conducted at 50 family planning counselor offices in Yogyakarta, from January to February 2020. A sample of 200 family planning counselors was selected by stratified random sampling. The dependent variable was job performance. The independent variables were job satisfaction and organizational commitment. The data were collected by questionnaire and analyzed by a multiple logistic regression. Results: Family planning counselor who had good job performance was 57.00%, high job satisfaction was 64.50%, and high commitment was 45.50%. Family planning counselor job performance increased with high satisfaction (OR= 8.84; 95% CI= 1.49 to 3.22; p<0.001) and strong organizational commitment (OR= 4.84; 95% CI= 0.89 to 2.47; p<0.001). Conclusion: Family planning counselor job performance increases with high satisfaction and strong organizational commitment. Keywords: job performance job satisfaction, organization commitment Correspondence: Ikhtiarisca Olifia Mufidatun. Masters Program in Public Health, Universitas Sebelas Maret. Jl. Ir. Sutami 36A, Surakarta 57126, Central Java. Email: [email protected]. Mobile: +6282220030006. DOI: https://doi.org/10.26911/the7thicph.04.50

The relationship amongst nurses’ perceived organizational justice, work consciousness, and responsibility

2020 ◽  
Vol 27 (3) ◽  
pp. 701-713
Author(s):  
Abolfazal Mohammadi ◽  
Nasrin Hanifi ◽  
Nasrin Jafari Varjoshani
Keyword(s):  
Social Responsibility ◽  
Organizational Justice ◽  
Linear Regression Analysis ◽  
Cross Sectional Study ◽  
Two Dimensions ◽  
Three Dimensions ◽  
Willingness To Participate ◽  
Cross Sectional ◽  
The Social ◽  
The Relationship

Background: Nurses’ perceived organizational justice is one of the factors influencing their social responsibility and conscientiousness. Social responsibility and conscience are major requirements for providing high-quality and standardized care. Objective: The aim of the present study is to investigate the relationship of perceived organizational justice with work consciousness and the social responsibility of the nurses. Methods: The present cross-sectional study was performed on 380 nurses who had at least 1 year of job experience and willingness to participate in the study. The study was conducted in Zanjan province, Iran, in 2018. The study subjects were selected via stratified random sampling. The data were collected using an organizational justice scale, corporate social responsibility scale, and consciousness scale. Questionnaires were completed through self-reporting. The data were analyzed using partial correlation coefficient and linear regression analysis. Ethical considerations: Research ethics approval (with the code of IR.ZUMS.REC.1397.47) was obtained from Zanjan University of Medical Sciences. Results: The results indicated that nurses felt injustice in all dimensions of organizational justice (2.66 ± .753). They feel the most sense of injustice in distributive justice (2.19 ± .798). In three dimensions, except the ethic dimension, the social responsibility was in a desirable range (2.79 ± .703). In two dimensions, work consciousness was in a desirable range. The results showed a significant and positive relationship between all dimensions of social responsibility and all dimensions of organizational justice (r = .072). However, no statistically significant relationship was observed between the dimensions of organizational justice and conscience (r = –.002). Conclusion: Based on the obtained results, social responsibility and the work consciousness of the nurses are affected by organizational justice. Therefore, nursing managers are suggested to change their management styles to reduce the sense of organizational injustice in nurses and have long-term productivity.

The relationship between empowerment and the three-component model of organisational commitment: an empirical study of Thai employees working in Thai and American airlines

2017 ◽  
Vol 11 (2) ◽  
pp. 227-242 ◽  
Author(s):  
Thanawut Limpanitgul ◽  
Pattana Boonchoo ◽  
Somboon Kulviseachana ◽  
Supawadee Photiyarach
Keyword(s):  
Structural Equation ◽  
Affective Commitment ◽  
Cross Sectional Study ◽  
Organisational Culture ◽  
Three Dimensions ◽  
Organisational Commitment ◽  
Cross Sectional ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to empirically examine the moderating role of organisational culture on the relationship between empowerment and the three dimensions of organisational commitment amongst flight attendants working in a collectivist organisation and an individualist organisation. Design/methodology/approach Data were collected from a sample of 439 Thai cabin service attendants from two major flag-carrier airlines (one based in Thailand and the other based in the USA) using self-administered questionnaires. Structural equation modelling was utilised to examine the hypotheses. Findings Overall, the findings revealed associations between empowerment and organisational commitment in both sample groups. Nonetheless, the extent and direction to which empowerment influenced the different dimensions of organisational commitment differed significantly. Research limitations/implications Cross-sectional study of Thai employees may limit generalisability of the findings to other contexts. Practical implications In use of empowerment for developing employee commitment to organisation, practitioners should take organisational culture into consideration. As such, relationship is weakened or strengthened based on whether the organisation is more individualist- or collectivist-oriented in its organisational culture. In an individualistic context, organisations can foster affective commitment through empowerment more easily than in a collectivist context. On the contrary, in a collectivist organisational context, it is easier to build normative commitment among employees through empowerment than to do it in an individualist context. Originality value Provide empirical evidence in regards to the role of organisational culture in conditioning the relationship between empowerment and organisational commitment in a non-Western context.

scholarly journals Influence of parents’ and caregivers’ characteristics on the outcomes of antiretroviral treatment in Ugandan children

2011 ◽  
Vol 3 (1) ◽  
Author(s):  
Ntambwe Malangu
Keyword(s):  
Antiretroviral Treatment ◽  
Cross Sectional Study ◽  
Positive Influence ◽  
Survival Outcomes ◽  
Sectional Study ◽  
Hiv Status ◽  
Cross Sectional ◽  
Immunodeficiency Virus ◽  
The Relationship ◽  
Parents And Caregivers

Background: The purpose of this study was to investigate whether there was an association between characteristics of parents and caregivers, and the outcomes of antiretroviral treatment in children younger than 6 years treated at Mildmay Centre in Uganda. Methods: This study was a cross-sectional study based on the review of records. The records of children treated from January 2000 to July 2005 were included in the analysis as part of a larger study. Descriptive and inferential statistics were used in the analysis of data.Results: Of the 179 children, 57.3% were male, 53.4% were 4–5 years, and their median age was 4 years. The majority of children were cared for, in descending order, by their mothers, aunts, grandmothers, and fathers. Whilst 16.0% were orphans of both parents, 56.9% had one of their parents still alive. With regard to outcomes of antiretroviral treatment, it was found that a CD4 count of less than 15% was the most significant predictor of death, when treatment was initiated only at that late stage. When the influence of caregivers’ and parents’ characteristics on the outcomes of treatment were considered, the only factor that was associated significantly with clinical improvement was the ‘father’s unknown human immunodeficiency virus (HIV) status’. The data show that when the father was alive, as well as when both parents were alive, the children had a better chance of survival.Conclusion: The nature of the relationship between caregivers and children on antiretroviral treatment, as well as the HIV and living status of their parents seem to have little positive influence on the clinical, immunological, and survival outcomes of the children on treatment. More studies are needed to investigate other characteristics and relationships that may influence the outcomes of treatment.

scholarly journals Quality of Services in Health Centers in Western Suburbs of Ahvaz by Examining the Gap Between Expectations and Perceptions

2021 ◽  
Author(s):  
Nastaran Rostami Borujeni ◽  
Saham Sarahi ◽  
Mohammad Hosein Haghighizadeh ◽  
Nayeb Fadaei Dehcheshmeh
Keyword(s):  
Pearson Correlation ◽  
Cross Sectional Study ◽  
Health Centers ◽  
Quality Of Services ◽  
Cross Sectional ◽  
Five Dimensions ◽  
Significant Difference ◽  
The Mean ◽  
The Relationship

Background: Due to the health sector’s serious mission in maintaining the health and care of the community, the quality of provided health services is of particular prominence. Objectives: This study aims to assess the quality of services in health centers in western suburbs of Ahvaz by examining the gap between expectations and perceptions. Methods: This was a cross-sectional study and conducted in 2018. The sample size included 291 people visiting health centers in western suburbs of Ahvaz. The data were collected through the SERVQUAL standard questionnaire for assessing the quality. This questionnaire assesses five dimensions of the quality of the provided services. These five dimensions include tangible factors, reliability, responsiveness, assurance, and empathy. Pearson correlation coefficient test was used to investigate the relationship between the variables. Independent t-test was used to compare the means. Data analysis was performed through SPSS version 22. Results: Overall, 89.55% of the subjects were female. In all the five dimensions of quality, there was a significant difference between the ideal status and the observed status (P < 0.001). The lowest gap was related to empathy (r = 0.25), and the highest gap was reported for tangible factors (r = -0.99). There was a significant positive correlation between each of the dimensions of expectations and the same dimension in the perceptions section (P < 0.001). Conclusions: Expectations in all the dimensions, except for empathy, were higher than perceptions, and health centers were far from ideal. Among these dimensions, expectations and perceptions in the area of reliability were higher than in other cases, and the mean scores were at a higher level. In the area of increasing the quality of care in health centers in suburbs of Ahvaz, some measures should be taken to promote the quality.

scholarly journals On the Link between Transformational Leadership and Employees’ Work Engagement: The Role of Psychological Empowerment

2019 ◽  
Vol 17 (2) ◽  
pp. 42-73
Author(s):  
Raluca Duțu ◽  
Andreea Butucescu
Keyword(s):  
Transformational Leadership ◽  
Leadership Style ◽  
Work Engagement ◽  
Psychological Empowerment ◽  
Cross Sectional Study ◽  
Cross Sectional ◽  
Motivational Process ◽  
Transformational Leadership Style ◽  
The Relationship

The results of previous studies have consistently supported the relationship between transformational leadership style and work engagement, yet the focus is now on the explanatory mechanisms. This study aims to investigate whether psychological empowerment could be a potential mediator of the relationship between the two constructs. Featuring new knowledge reported in the literature, a non-experimental, cross-sectional study based on a sampleof 174 participants from different industries was conducted. The results of the statistical analysis showed that transformational leadership style is a significant predictor of engagement.Moreover, psychological empowerment partly mediated the relationship between transformational leadership and employees’ work engagement. These findings reiterate both the importance and the efficiency of the transformational leader in relation to the positive outcomes of the subordinates.Also, it highlights a potential motivational process that underpins these results.

scholarly journals Pengaruh Kepuasan Kerja dan Komitmen Organisasi Terhadap Intention to Leave di Rumah Sakit Pura Raharja Surabaya

2018 ◽  
Vol 5 (2) ◽  
pp. 99
Author(s):  
Muhammad Faris Rahmat Putra
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Career Development ◽  
Random Sampling ◽  
Simple Random Sampling ◽  
Intention To Leave ◽  
Cross Sectional Study ◽  
Sectional Study ◽  
Cross Sectional ◽  
The Relationship

Turnover can be detrimented to the organization both in terms of cost, resources, and motivation of employees. The purpose is to determine the relationship variables on job satisfaction and commitment with the intention to leave. The method is an observational study with cross-sectional study. Samples from this study are employees Pura Raharja Hospital Surabaya who meet the criteria that respondents who are still within reach of researchers and respondents are willing to fill out a questionnaire study. Samples were calculated using simple random sampling and obtained by 50 respondents and the value of α = 0.05. The results of linear regression showed that the intention to leave the job is job satisfaction, career development job satisfaction and organizational commitment. The value of significance job satisfaction that is equal to 0,004 jobs, job satisfaction significant value that is equal to 0,04, career development and organizational commitment of significant value that is equal to 0.027. The variables that do not affect the intention to leave are a co-worker job satisfaction, job satisfaction wages, job satisfaction supervision and work commitments. The conclusion of this study is Job satisfaction affects the intention to leave and also commitments affect the intention to leave. Keywords: commitment, intention to leave, job satisfaction, turnover 

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