Psychological empowerment as a stimulus of organisational commitment and quality of work-life: a comparative study between Egypt and India

Creating the path for quality of work life: A study on nurse performance

“…Therefore, it can be stated that when psychological empowerment that occurs in Type B Hospitals in Jakarta is getting higher, it will also affect the increase in organizational commitment to nurses. This result is in line with previous research by El Badawy, Magdy, & Srivastava (2018) ; Nikpour, (2018) ; Qing et al, (2020) ; Almadhoun & Ling (2015) regarding psychological empowerment’spositive and significant effect on organizational commitment. The results of this study indicate that psychological empowerment will be related to the attitudes of the nurses at the Type B Hospital in Jakarta during Covid 19 pandemic which are relatively based on their needs which have been fulfilled by the increasingly empowered organization.…”

“…Thus, the first hypothesis which states that quality of work life has a positive and significant effect on organizational commitment to type B hospital nurses in DKI Jakarta, is acceptable ( H1 accepted). It can be stated that when the quality of work life that occurs in Type B Hospitals in Jakarta is getting higher, it will also affect the increase in organizational commitment to nurses at Type B Hospitals in Jakarta, in line with previous research ( El Badawy et al, 2018b , El Badawy et al, 2018a ; Kaleel et al, 2018b , Kaleel et al, 2018a ; Eren & Hisar, 2016 ) which states that a better quality of work life will lead to higher organizational commitment. The results of this study indicate that nurses at the Type B Hospital in Jakarta consider their quality of work life to be positive, and tend to have higher welfare because they are able to show confidence in their work.…”

The Interactive Effects of Leadership Styles on Counterproductive Work Behavior: An Examination Through Multiple Theoretical Lenses

“…Therefore a process is needed to redesign work known as Quality of Work Life (QWL). This supports Badawy et al (2018), which established that leaders need to treat workers as resources that must be developed for quality of work-life. Nanjundeswaraswamya and Swamy (2015), also stated that transformational leadership style correlates with quality work life.…”

“…As organizations embrace digitalization, they should not forget the needs of their workforce. Badawy et al (2018) suggested that better working conditions and environment can be achieved by an overarching demand for developing humane work.…”

“…Nanjundeswaraswamy and Swamy (2015); Paesen et al (2019) believed that adding QWL mediating variable improves the relationship between leadership and employee behavior. According to Badawy et al (2018), quality of work-life, which is an organizational dynamic and psychological empowerment, an inherent factor positively affects work behavior. Therefore, this study analyzed the influence of leadership style on CWB and the mediator role of QWL and contributed to the growth of literature on transactional, transformational leadership, quality of work-life, psychological empowerment, and CWB in various ways.…”