Engagement, empowerment, and job satisfaction before implementing an academic model of shared governance

Owen, Donna C.; Boswell, Carol; Opton, Laura; Franco, Lynne Miller; Meriwether, Colyer

doi:10.1016/j.apnr.2018.02.001

Cited by 32 publications

(43 citation statements)

References 29 publications

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“…This finding is corroborated by other studies (Chiaburu & Harrison, 2008;Orgambídez-Ramos et al, 2017;Pohl & Galletta, 2017;Yuh & Choi, 2017). The predictive effect of social support of supervisors and peers on job satisfaction was confirmed, and was similar to other findings in this area (Chiaburu & Harrison, 2008;Lu et al, 2007;Owen et al, 2018;Utriainen & Kyngas, 2009). The relevant role played by social relations, as highlighted in the literature (Jayasuriya et al, 2012;Judge & Kammeyer-Mueller, 2012), has practical implications for supervisors and peers, who play a key role in the following up and provision of constructive feedback to employees, regarding quality of care.…”

Section: Discussionsupporting

confidence: 90%

The power of perception of global empowerment in linking social support and psychosocial well-being (job satisfaction)

Almeida¹,

Orgambídez-Ramos²,

Santos³

2020

Cent Eur J Nurs Midw

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Aim: According to the health organization model: 1) social resources in the working group (e.g. social support) and structural resources for the execution of tasks (e.g. autonomy) are correlated with 2) healthy, active professionals experiencing high levels of psychosocial well-being through job satisfaction. This study examines to what extent social resources in the work group (supervisor and peer social support) and employees' perception of global empowerment correlate with job satisfaction. Design: A cross-sectional and exploratory study of a descriptive and correlational nature. Methods: Following a quantitative methodology, a structural equation model was created, processed by Stata software. This study comprised a convenience sample of 370 Portuguese healthcare professionals working in five-star private hospitals, and aimed to examine the relationship between social support, global empowerment, and job satisfaction. Data were gathered from physically administered questionnaires. Results: Job satisfaction was significantly predicted by social support and global empowerment (direct and indirect effects). Conclusion: The results support the health organization model, indicating that positive outcomes, such as job satisfaction, can be predicted by perceptions of social resources (social support) and structural resources (global empowerment), but also that perceptions of global empowerment play a mediating role between perceived social support and job satisfaction.

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Section: Discussionsupporting

confidence: 90%

The power of perception of global empowerment in linking social support and psychosocial well-being (job satisfaction)

Almeida¹,

Orgambídez-Ramos²,

Santos³

2020

Cent Eur J Nurs Midw

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“…This finding is corroborated by other studies [21,44,55,56]. The predictive effect of social support (from superiors and peers) on job satisfaction was equally evidenced and similar to other findings in this area [34,44,46,57]. This relevant role played by social relations, as has been highlighted in the literature [42,43], has practical implications for superiors and colleagues, who play a key role in following up and giving constructive feedback to employees regarding the quality of care.…”

Section: Discussionsupporting

confidence: 87%

Linking Social Support with Job Satisfaction: The Role of Global Empowerment in the Workplace

Almeida¹,

Orgambídez-Ramos²,

Santos³

2020

Safety and Health for Workers - Research and Practical Perspective

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According to the concept of healthy organizations, three main interrelated components are considered: (1) structural resources for the execution of the task (e.g., autonomy) and social resources in the Working Group (e.g., social support);(2) healthy active professionals experiencing high levels of psychosocial wellbeing (job satisfaction); and (3) healthy organizational outcomes such as high performance and quality of service. The aim of this study is to examine the relationship between social resources (social support), structural resources (global empowerment) and job satisfaction. This study comprised a sample of 370 Portuguese healthcare professionals working in five stars private hospitals. A cross-sectional study was used. Data were collected based on personally administered surveys. An adjusted model of structural equations showed that job satisfaction was significantly predicted by social support and global empowerment. Additionally, employees' perception of empowerment can influence the relationship between social support and job satisfaction. Interventions based on support networks are decisive for increasing job satisfaction, but if the health institution offers structural conditions that foster global empowerment, this relationship is further strengthened. The cross-sectional design cannot highlight the causal relationships that longitudinal studies are more apt to do.

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“…The common characteristics of various definitions of shared governance are lack of dependence in performance, responsibility, empowerment and development, and contribution and collaboration in decision-making. The process by which these goals are reached may differ considerably among organizations [16,17].…”

Section: Introductionmentioning

confidence: 99%

“…Nursing education predisposes to training professional nurses who can use this capacity to investigate and recognize the health status of people and who can will and provide care in different fields to persons, families, and community [8]. Decision-making in nursing schools and many higher education centers is commonly performed in a hierarchical order that is the antithesis of shared decision making [16]. In the present educational system in Iran, faculty members have no role in policy-and decisionmaking, although the duties of education and research, and the communication with students rest on their shoulders [13].…”

Section: Introductionmentioning

confidence: 99%

Development and Validation of a Shared Governance Feasibility Instrument in Nursing Schools in Iran

Sattarzadeh-Pashabeig

Atashzadeh‐Shoorideh

Sadoughi

et al. 2020

Preprint

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To develop and validate a shared governance feasibility instrument in schools of nursing in Iran with respect to the nature of the profession and the sociocultural context of the Iranian community. Background: Nursing schools are liable to the application of shared governance due to the presence of various expert educational groups within the school that necessitates reciprocal cooperation. Since the concept of shared governance is culture-based and given that no full-fledged study has been conducted on shared governance in Iran, the development of a suitable shared governance feasibility instrument is rendered as mandatory. Methods: This sequential exploratory mixed method study consisted of two qualitative and quantitative parts was accomplished 2016-2019. First, the primary items were extracted through extensive review of literature and qualitative interviews and underwent psychometric validation using a methodological approach. Face, content, construct validity, reliability of the instrument was established were done. Results: 150 items were distilled from the first stage of the study, was reduced to 70 after establishing face and content validity, and primary reliability. Exploratory factor analysis resulted in 52 items covering the two factors “shared atmosphere and culture” and “infrastructural prerequisites”. These two factors accounted for 78.6% of the total variance of the questionnaire. In calculating the final reliability coefficient of the instrument, Cronbach’s alpha and Omega were 0.981 and 0.805, respectively. The results showed an ICC of 0.91 indicating high reliability of the developed instrument with standard error of measurement (SEM) of 10.43. Finally, the items underwent weighting via scoring by considering item weights due to differences between the two methods. Conclusion: “Shared governance feasibility instrument” can provide a new insight to organizational performance for all policy-makers and beneficiaries of higher education. This not only leads to the use of intelligence and capabilities of the beneficiaries, but also aids in faster movement toward achieving organizational goals. Implications for Nursing Management: This study and the developed instrument may serve as guide for the feasibility of implementing shared governance to assess management styles and performance in higher education centers.

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Engagement, empowerment, and job satisfaction before implementing an academic model of shared governance

Cited by 32 publications

References 29 publications

The power of perception of global empowerment in linking social support and psychosocial well-being (job satisfaction)

The power of perception of global empowerment in linking social support and psychosocial well-being (job satisfaction)

Linking Social Support with Job Satisfaction: The Role of Global Empowerment in the Workplace

Development and Validation of a Shared Governance Feasibility Instrument in Nursing Schools in Iran

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