Impact of Structural Empowerment on Organizational Commitment: The Mediating Role of Women's Psychological Empowerment
Impact of Structural Empowerment on Organizational Commitment: The Mediating Role of Women's Psychological Empowerment
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DOI：
10.1177/0972262918786049
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发表时间：
2018-09-01
影响因子：
2.8
通讯作者：
Nobi, Kamrunnisha
中科院分区：
文献类型：
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作者：
Aggarwal, Arun;Dhaliwal, Ran Singh;Nobi, Kamrunnisha
本研究旨在检验女性心理授权在结构性授权与员工情感承诺关系中的中介作用。组织承诺会给组织带来许多积极的后果。因此，识别影响员工承诺的因素至关重要。以前的研究已经证明了结构授权和心理授权和承诺之间的密切关系，但没有一项研究在印度护理背景下在一项研究中考察所有这些。在这项横断面研究中，采用多阶段随机抽样技术，收集了389名在旁遮普公立和私立医院工作的女护士的数据。研究结果表明，心理授权在结构性授权的各个维度与情感承诺的关系中起中介作用。印度护士经历了高水平的结构授权，进一步导致高承诺。本研究的结果表明，为了在组织中有一个和谐的环境，重要的是要创造这样一个环境，促进员工之间的心理授权，因为它有许多态度（工作满意度，组织承诺，工作压力和离职倾向）和行为（组织公民行为，任务绩效和创新）的后果。
The purpose of this study is to test the mediation role of women's psychological empowerment on the relationship between structural empowerment and employee's affective commitment. Organizational commitment leads to numerous positive consequences for an organization. So, it is vital to identify those factors which affect the commitment of employees. Previous research has demonstrated strong relationship between structural empowerment and psychological empowerment and commitment but not a single study examines all these in one study in Indian nursing context. In this cross-sectional study, the data were collected from 389 women nurses working in public and private hospitals operating in Punjab by adopting a multi-stage random sampling technique. Results of the study depicted that psychological empowerment mediates all the proposed relationship between different dimensions of structural empowerment and affective commitment. Indian nurses experienced high level of structural empowerment which further leads to high commitment. Results of the present study showed that in order to have a harmonious environment in the organization, it is important to create such an environment which foster psychological empowerment among employees as it has many attitudinal (job satisfaction, organizational commitment, job strain and turnover intension) and behavioural (organizational citizenship behaviour, task performance and innovation) consequences.