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Psychological Empowerment (psychological + empowerment)
Selected AbstractsTraining as a vehicle to empower carers in the community: more than a question of information sharingHEALTH & SOCIAL CARE IN THE COMMUNITY, Issue 2 2001MSc (Econ), Nicholas Clarke BSc MSc Abstract Much confusion still surrounds the concept of empowerment and how it is to be translated into practice within the context of community care for service users and carers. A major limitation has been the tendency to treat empowerment as synonymous with participation in decision-making with little attention given to the ,ecological' model of empowerment where linkages have been found between community participation and measures of psychological empowerment. Training has been suggested as a means through which carers might become empowered, yet to date little empirical evidence has appeared within the literature to support this proposition. This study investigated whether attendance on a training programme to empower carers resulted in improvements in carers' levels of perceived control, self-efficacy and self-esteem as partial measures of psychological empowerment. The findings demonstrated that whereas carers' knowledge of services and participation increased as a result of the programme, no changes were found in measures of carer empowerment. The failure to consider how training needs to be designed in order to achieve changes in individual competence and self-agency are suggested as the most likely explanation for the lack of change observed in carers' psychological empowerment. It is suggested that community care agencies should focus greater energies in determining how the policy objectives of empowerment are to be achieved through training, and in so doing make far more explicit the supposed linkages between training content, design, and its posited impact on individual behaviour or self-agency. [source] The relationship between work empowerment and work stress perceived by nurses at long-term care facilities in Taipei cityJOURNAL OF CLINICAL NURSING, Issue 22 2008I-Chuan Li Aim., To explore the relationships between work empowerment, including both structural and psychological empowerment and work stress among nurses at long-term care facilities in Taiwan. Design., Cross-sectional design with a descriptive correlation. Methods., Work empowerment includes both psychological and structural empowerment; 178 nurses participated in the study. Results., The results of this study showed that the average age of the subjects was 35·5 years and that 56·2% of subjects had less than two years work experience in the facility. The results indicated that there was a moderate level of psychological empowerment (mean 59·9, SD 8·1) and structural empowerment (mean 59·2, SD 11·1). A moderate level of work stress was also found with an average score of 72·3 (SD 14·4). Both psychological empowerment and structural empowerment were found to be significantly associated with total work stress (r = ,0·4, r = ,0·5, p < 0·001, respectively). The variables of age (standardised , = ,0·1), resources (standardised , = ,1·6), meaningful work (standardised , = ,0·4) and impact (standardised , = ,1·3) were significant predictors of work stress (R2 = 0·32, F = 17·3, p<0·001). Conclusion., Both psychological empowerment and structural empowerment were found to be significantly associated with work stress among nurses in this study. The four significant predictors of job satisfaction were age, resources, meaningful work and impact. Relevance to clinical practice., The managers of the facilities should provide available resources for nurses to accomplish work and to involve nurses in the development goals of the facilities to enhance their influence in the making of important changes within the organisation to decrease their work stress. [source] The internet, empowerment, and identity: an exploration of participation by refugee women in a Community Internet Project (CIP) in the United Kingdom (UK)JOURNAL OF COMMUNITY & APPLIED SOCIAL PSYCHOLOGY, Issue 3 2006Asiya Siddiquee Abstract This article considers the relationship between the Internet, empowerment, identity and participation; and focuses on refugee women in the United Kingdom (UK) participating in a Community Internet Project (CIP) to learn Internet skills. Semi-structured interviews and a non-participant observation were conducted with six refugee women and the course tutor participating in the final session of the CIP. Thematic analysis of the interviews supplemented with findings from the observation, revealed outcomes associated with technological engagement and participation. Technological engagement outcomes included intermediate outcomes of maintaining links and re-building networks, and facilitating resettlement and integration; and empowerment and identity outcomes facilitating the maintenance and development of personal identities, and fostering psychological empowerment. Participation outcomes included the development of social identity and community narratives, and collective consciousness-raising. These findings are used to reflect on the theory of the social psychology of participation (Campbell & Jovchelovitch, 2000), by contextualising technological engagement within participatory processes. The article concludes by discussing individual agency within participation; and calls for further research into the utility of digital technologies in community participatory processes. Copyright © 2006 John Wiley & Sons, Ltd. [source] Validation of A brief sense of community scale: Confirmation of the principal theory of sense of communityJOURNAL OF COMMUNITY PSYCHOLOGY, Issue 1 2008N. Andrew Peterson First-order and second-order models of sense of community (SOC) were tested using confirmatory factor analysis (CFA) of data gathered from a random sample of community residents (n=293) located in the midwestern United States. An 8-item Brief Sense of Community Scale (BSCS) was developed to represent the SOC dimensions of needs fulfillment, group membership, influence, and shared emotional connection. The CFA results for the BSCS supported both the scale's hypothesized first-order and second-order factor structure. The overall BSCS scale and its subscales were also found to be correlated as expected with community participation, psychological empowerment, mental health, and depression. Findings provide empirical support for the BSCS and its underlying multidimensional theory of SOC. Implications of the study are described and directions for future research discussed. © 2007 Wiley Periodicals, Inc. [source] Organizational Justice and Individuals' Withdrawal: Unlocking the Influence of Emotional ExhaustionJOURNAL OF MANAGEMENT STUDIES, Issue 3 2010Michael S. Cole abstract This study examined the relationships between organizational justice and withdrawal outcomes and whether emotional exhaustion was a mediator of these linkages. Data were obtained from 869 military personnel and civil servants; using structural equation modelling techniques, we examined an integrative model that combines justice and stress research. Our findings suggest that individuals' justice perceptions are related to their psychological health. As predicted, emotional exhaustion mediated the linkages between distributive and interpersonal (but not procedural and informational) justice and individuals' withdrawal reactions. Results showed that distributive and interpersonal justice negatively related to emotional exhaustion and emotional exhaustion negatively related to organizational commitment which, in turn, negatively influenced turnover intentions. These findings were observed even when controlling for the presence of contingent-reward behaviours provided by supervisors and individuals' psychological empowerment. [source] Leadership and management skills of first-line managers of elderly care and their work environmentJOURNAL OF NURSING MANAGEMENT, Issue 6 2010FATHYA ABDELRAZEK PhD abdelrazek f., skytt b., aly m., el-sabour m.a., ibrahim n.& engström m.(2010) Journal of Nursing Management 18, 736,745 Leadership and management skills of first-line managers of elderly care and their work environment Aim, To study the leadership and management skills of first-line managers (FLMs) of elderly care and their work environment in Egypt and Sweden. Background, FLMs in Egypt and Sweden are directly responsible for staff and quality of care. However, FLMs in Sweden, in elderly care, have smaller units/organizations to manage than do their colleagues in Egypt. Furthermore, family care of the elderly has been the norm in Egypt, but in recent years institutional care has increased, whereas in Sweden, residential living homes have existed for a longer period. Methods, A convenience sample of FLMs, 49 from Egypt and 49 from Sweden, answered a questionnaire measuring leadership and management skills, structural and psychological empowerment, job satisfaction and psychosomatic health. Results, In both countries, FLMs' perceptions of their leadership and management skills and psychological empowerment were quite high, whereas scores for job satisfaction and psychosomatic health were lower. FLMs had higher values in several factors/study variables in Egypt compared with in Sweden. Conclusion and implications, The work environment, both in Egypt and Sweden, needs to be improved to increase FLMs' job satisfaction and decrease stress. The cultural differences and levels of management have an effect on the differences between the two countries. [source] Towards a comprehensive theory of nurse/patient empowerment: applying Kanter's empowerment theory to patient careJOURNAL OF NURSING MANAGEMENT, Issue 1 2010FCAHS, HEATHER K. SPENCE LASCHINGER PhD spence laschinger h.k., gilbert s., smith l.m. & leslie k. (2010) Journal of Nursing Management18, 4,13 Towards a comprehensive theory of nurse/patient empowerment: applying Kanter's empowerment theory to patient care Aim, The purpose of this theoretical paper is to propose an integrated model of nurse/patient empowerment that could be used as a guide for creating high-quality nursing practice work environments that ensure positive outcomes for both nurses and their patients. Background, There are few integrated theoretical approaches to nurse and patient empowerment in the literature, although nurse empowerment is assumed to positively affect patient outcomes. Evaluation, The constructs described in Kanter's (1993) work empowerment theory are conceptually consistent with the nursing care process and can be logically extended to nurses' interactions with their patients and the outcomes of nursing care. Key issues, We propose a model of nurse/patient empowerment derived from Kanter's theory that suggests that empowering working conditions increase feelings of psychological empowerment in nurses, resulting in greater use of patient empowerment strategies by nurses, and, ultimately, greater patient empowerment and better health outcomes. Conclusions, Empirical testing of the model is recommended prior to use of the model in clinical practice. Implications for Nursing Management, We argue that empowered nurses are more likely to empower their patients, which results in better patient and system outcomes. Strategies for managers to empower nurses and for nurses to empower patients are suggested. [source] Relationship between organizational climate and empowerment of nurses in Hong KongJOURNAL OF NURSING MANAGEMENT, Issue 3 2002Esther Mok RN Aims,The authors explore the relationship between organizational climate and empowerment among the nursing staff of a regional hospital in Hong Kong. The main purpose of the study was to apply the modified Spreitzer measure of empowerment in a hospital and to examine the relationship of organizational climate to perceptions of empowerment. Methods,From 658 questionnaires sent out, 331 nurses participated in the study with a response rate of 50.3%. Survey measures administered included the modified Litwin and Stringer Organizational Climate Questionnaire (LSOCQ) and the modified Spreitzer empowerment instrument. The relationships between organizational climate and empowerment were examined in a series of bivariate correlational analyses. The final section of the questionnaire asked the respondents to list three elements in the organizational climate that they perceived would further increase their feelings of empowerment. Findings,Exploratory factor analysis of the modified LSOCQ resulted in six factors: leadership, working harmony, challenge, recognition, teamwork and decision making. There was a positive correlation between organizational climate and psychological empowerment. Using multiple regression analysis, all the six derived climate factors significantly accounted for 44% of the variance. Among the six predicting factors, leadership and teamwork showed the most positive relationship with psychological empowerment. Responses from the open questions on perception of organizational climate that further enhance nurses' feelings of empowerment were categorized into eight areas. They include leadership, communication, working relationship, recognition, structure, training, teamwork and stress management. Conclusion,The study echoes previous studies in finding that organizational climate and, in particular, supportive leadership and teamwork are related to empowerment. The findings also suggest that the nurses in the study did not put much emphasis on the importance of participative decision making. [source] Transformational leadership and organizational commitment: mediating role of psychological empowerment and moderating role of structural distanceJOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 8 2004Bruce J. Avolio Using a sample of 520 staff nurses employed by a large public hospital in Singapore, we examined whether psychological empowerment mediated the effects of transformational leadership on followers' organizational commitment. We also examined how structural distance (direct and indirect leadership) between leaders and followers moderated the relationship between transformational leadership and organizational commitment. Results from HLM analyses showed that psychological empowerment mediated the relationship between transformational leadership and organizational commitment. Similarly, structural distance between the leader and follower moderated the relationship between transformational leadership and organizational commitment. Implications for research and practice of our findings are discussed. Copyright © 2004 John Wiley & Sons, Ltd. [source] | ||||||||||||||||