Exploring, defining, and illustrating a concept: Structural and psychological empowerment in the workplace

Abstract

Aim The aim of this concept analysis is to clarify the meaning and relationship of psychological and structural empowerment. Background Empowerment is linked to positive organizational and individual constructs and outcomes. Improving the work environment may assist in sustaining a fragile and essential workforce. Design Walker and Avant’s method was used to guide an analysis of this concept. Data Source Resources published from 1970 to 2018 were identified via electronic databases, empirical works, and modern operational usage of the terms. Review Methods A literature review and search for concept maps were completed and analyzed to identify uses and definitions of the concept: attributes, antecedents, consequences, and empirical referents. It also includes identifying model, borderline, and contrary cases to differentiate empowerment from other related concepts. Results A comprehensive, inclusive review of empowerment must include both constructs, structural and psychological. A conceptual map of these akin constructs illustrates their syndication. Conclusions The concept of examining empowerment from both constructs, structural and psychological, is necessary to develop evidence‐based practice strategies and improve the work environment and workforce.

Structural empowerment is a strong predictor of organizational commitment in nurses: A systematic review and meta‐analysis

“…Finally, impact is the sense of ability to influence important work outcomes (Avolio et al, 2004). Various studies have shown that high psychological empowerment level is associated with low stress, burnout and turnover intention, and high organizational commitment and job satisfaction (Abel & Hand, 2018;Ibrahem, Elhoseeny, & Mahmoud, 2013;Ouyang, Zhou, & Qu, 2015;Oyeleye, Hanson, O'Connor, & Dunn, 2013). The Psychological Empowerment Scale is a 12-item scale measuring the four constructs competence (e.g., 'I am confident about my ability to do my job'), impact (e.g., 'My impact on what happens in my department is large'), meaning (e.g., 'The work I do is very important to me'), and self-determination (e.g., 'I can decide on my own how to go about doing my work') (Spreitzer, 1995).…”

From Psychological Theoretical Assumptions to New Research Perspectives in Sustainability and Sustainable Development: Motivation in the Workplace

“…Empowerment is a multi-faceted construct, in whose psychological understanding the emphasis was put on active orientation to a work role expressed in four cognitions: Meaning, competence, self-determination, and impact [50]. These qualities are still crucial and are applied in research; however, as noted by Abel and Hand [45], the content of this concept is ambiguous, and some difficulties exist in its translation into other languages. On the other hand, the aforementioned authors refer directly to the publications of Conger and Kanugo [49] and Spreitzer's [51,52] research.…”

Individual nurse empowerment: A concept analysis

“…One recent concept analysis melded structural and psychological empowerment together, identifying attributes of shared decision‐making, motivational disposition, growth, access, influence, power or control, and options . While these elements capture many of the essential components from the literature, the focus is exclusively on an individual being granted the ability to grow or increase capacity within an organizational role or career trajectory.…”

“…Several individual factors have been correlated with or shown to impact empowerment, including certification, sense of meaning, recognition, competence, and choice . In their concept analysis, Abel and Hand report organizational antecedents as access to opportunities, resources, knowledge, support, guidance, and feedback. Pulling out elements that focus on an individual apart from the context of the workplace, we can identify a sense of meaning and opportunities as important antecedents to individual nurse empowerment.…”