Aims: The aim of this systematic review and meta-analysis is to explore the relationship between structural empowerment and organizational commitment and to examine a theoretical model under which empowerment could potentially affect organizational performance.
Design: PRISMA guidelines for systematic reviews and meta-analyses were used and quality assessment of articles was performed.
Data sources: Electronic database searches were conducted in Google Scholar, PubMed/Medline, CINAHL, Scopus, and EMBASE from January 1950-1 January 2019, which resulted in 204 retrieved studies, published between 1994-2018.
Review methods: A random effects model was used to produce a pooled estimate of effect sizes (correlation coefficient, Cronbach's alpha), with analysis of heterogeneity and publication bias. A meta-analytic structural equation model of the constructs analysed was also performed.
Results: The final review included 22 studies. The meta-analytic means of structural empowerment, organizational commitment, job satisfaction, and psychological empowerment alpha reliabilities were 0.87, 0.84, 0.85, and 0.87, respectively. Heterogeneity but no publication bias was present in these outcomes. Structural empowerment was strongly correlated with organizational commitment (r = 0.43). The meta-analytic correlation coefficients of organizational commitment with psychological empowerment and job satisfaction were 0.53 and 0.47, respectively. Structural empowerment was correlated with job satisfaction and psychological empowerment with correlation coefficients of 0.57 and 0.44, respectively. Finally, job satisfaction was correlated with psychological empowerment with a correlation coefficient of 0.53. A meta-analytic structural equation model was tested with good fit which predicted performance (commitment and job satisfaction) from empowerment (structural and psychological).
Conclusion: Structural empowerment is strongly correlated to organizational commitment and with psychological empowerment, they increase organizational performance. Organizations should attempt to make structural empowerment as widespread as possible to create an effective workplace culture.
Impact: Structural empowerment in nurses is important to help deliver an effective workplace culture where nurses can be committed and have reduced intention-to-leave. Structural empowerment was strongly correlated with organizational commitment. Organizational commitment was significantly correlated with psychological empowerment and job satisfaction. Structural empowerment was correlated with job satisfaction and psychological empowerment as well. A meta-analytic structural equation model with good fit predicted performance. These results will affect nursing researchers and practitioners. Results indicate a need for organizational restructuring that promotes empowerment and formation of theoretical models that connect empowerment to performance.
目的: 本项系统评估与荟萃分析研究旨在探讨结构授权与组织承诺之间的关系,并探讨授权可能影响组织表现的理论模型。 设计: 采用PRISMA准则进行系统评估与荟萃分析,并对文章的质量进行评价。 数据来源: 通过谷歌学术、PubMed/Medline、CINAHL、Scopus和EMBASE电子数据库对1950年1月至2019年1月期间所发表的文章进行搜索,共检索到了204项研究,发表于1994年至2018年间。 评估方法: 采用随机效应模型,对效应值(相关系数,克朗巴哈系数法)进行综合估计,并对异质性和发表偏倚进行分析。同时还建立了分析结构的荟萃分析结构方程模型。 结果: 最终评估共纳入了22项研究。结构授权、组织承诺、工作满意度和心理授权α置信度的荟萃分析平均值分别为0.87、0.84、0.85和0.87。这些结果存在异质性,但无发表偏倚。结构授权与组织承诺呈密切相关(r=0.43)。组织承诺与心理授权和工作满意度的荟萃分析相关系数分别为0.53和0.47。结构授权与工作满意度和心理授权相关,且相关系数分别为0.57和0.44。最后,工作满意度与心理授权相关,且相关系数为0.53。采用荟萃分析结构方程模型对授权(结构和心理)的预测绩效(承诺和工作满意度)进行了拟合检验。 结论: 结构授权与组织承诺呈密切相关,且与心理授权一起可提高组织表现。组织应尽可能广泛地实施结构授权,以打造高效的工作场所文化。 影响: 针对护士的结构授权对于形成高效的工作场所文化非常重要,在此种文化环境中,护士可更好地投入工作,并且降低了其离职意愿。结构授权与组织承诺呈密切相关。组织承诺与心理授权、工作满意度呈显著相关。结构授权同时也与工作满意度和心理授权相关。采用具有良好拟合预测性能的荟萃分析结构方程模型。这些结果将影响护理研究人员和从业者。结果表明,需要进行组织结构调整,加大授权力度并形成理论模型,以将授权与工作表现联系起来。.
Keywords: job satisfaction; meta-analysis; nurses; organizational commitment; psychological empowerment; structural empowerment; structural equation model; systematic review.
© 2019 John Wiley & Sons Ltd.