Eskandari Fereidoun, Siahkali Soheila Rabie, Shoghli Alireza, Pazargadi Mehrnoosh, Tafreshi Mansoreh Zaghari
Department of Nursing Management, Mousavi Teaching Hospital, ZanjanUniversity of Medical Sciences, Zanjan, Iran.
Department of Nursing, School of Nursing and Midwifery, Zanjan University of Medical Sciences, Zanjan, Iran.
Afr Health Sci. 2017 Mar;17(1):285-292. doi: 10.4314/ahs.v17i1.35.
The demanding nature of nursing work environments signals longstanding and growing concerns about nurses' health and job satisfaction and the provision of quality care. Specifically in health care settings, nurse leaders play an essential role in creating supportive work environments to avert these negative trends and increase nurse job satisfaction.
The purpose of this study was to examine the relationship between structural empowerment and organizational commitment of nurses.
491 nurses working in Zanjan hospitals participated in this descriptive-correlational study in 2010. Tools for data collection were Meyer and Allen's organizational commitment questionnaire and "Conditions for Work Effectiveness Questionnaire-II" (CWEQ-II). Data was analyzed by SPSS16. The statistical tests such as variance analysis, t-test, pearson correlation coefficient and linear regression were used for data analysis.
According to the findings, the perception of nurses working in hospitals on "Structural Empowerment" was moderate (15.98±3.29). Nurses believed "opportunity" as the most important element in structural empowerment with the score of 3.18 ±0.79. Nurses working in non-academic hospitals and in non-teaching hospitals had higher organizational commitment than others. There was a significant relationship between structural empowerment and organizational commitment.
Generally, structural empowerment (relatively strong) correlates with nurses' organizational commitment. We concluded that a high structural empowerment increases the organizational commitment of nurses.
护理工作环境要求苛刻，这表明人们长期以来越来越关注护士的健康、工作满意度以及优质护理的提供。特别是在医疗保健环境中，护士领导者在营造支持性工作环境以避免这些负面趋势并提高护士工作满意度方面发挥着至关重要的作用。
本研究旨在探讨护士的结构赋权与组织承诺之间的关系。
2010年，赞詹医院的491名护士参与了这项描述性相关性研究。数据收集工具为迈耶和艾伦的组织承诺问卷以及“工作效能条件问卷-II”（CWEQ-II）。数据通过SPSS16进行分析。采用方差分析、t检验、皮尔逊相关系数和线性回归等统计检验进行数据分析。
根据研究结果，医院护士对“结构赋权”的认知处于中等水平（15.98±3.29）。护士认为“机会”是结构赋权中最重要的因素，得分3.18±0.79。在非学术医院和非教学医院工作的护士比其他护士有更高的组织承诺。结构赋权与组织承诺之间存在显著关系。
总体而言，结构赋权（相对较强）与护士的组织承诺相关。我们得出结论，高度的结构赋权会提高护士的组织承诺。
