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While the importance of teacher job satisfaction is well documented, the processes and mechanisms by which educational institutions manage to influence the satisfactions of their members are not. Studies on the organizational elements associated with satisfaction have focused on isolated factors without the common umbrella of a consolidated theoretical model. Based on Kanter's theory of power in organizations, we aimed to analyze the mediator role of psychological empowerment between structural empowerment and job satisfaction in a sample of 267 university teachers in southern Spain. A cross-sectional study was carried out, utilizing questionnaires for data collection and convenience sampling. Percentile confidence intervals, based on 5000 resamples, were calculated to test the mediation model. Results showed that a two-way effect of structural empowerment on job satisfaction: a direct effect based on access to organizational resources of power and an indirect effect through the development of positive cognitions at work. Access to opportunities, resources, information, and support empower university teachers psychologically, fostering their intrinsic motivation and increasing their job satisfaction, key elements for teaching quality in higher education.

Aim Background and introduction Methods Results Conclusion Implications for nursing and health policy This systematic review and meta‐analysis aimed to analyze studies that examined the relationship between psychological capital and burnout in registered nurses.Registered nurses are subject to high rates of burnout, with negative consequences on health, well‐being, and quality of care. Psychological capital could be an important element in preventing or reducing this condition.This research is based on the Joanna Briggs Institute Guidelines and Preferred Reporting Items for systematic reviews and meta‐analysis. A total of 180 studies on psychological capital and burnout were retrieved from Web of Science, Scopus, PubMed, Medline, and PsycINFO. The articles were written in English, Spanish, French, and Portuguese. Then, 23 studies were included in several meta‐analyses (random‐effects models) performed with the R statistical program.Analysis of the 23 studies revealed that psychological capital and burnout are significantly correlated. The Psychological Capital Questionnaire (PCQ) and the Maslach Burnout Inventory (MBI) were the most used scales to measure psychological capital and burnout, respectively. The meta‐analyses showed an inverse correlation between psychological capital and burnout (r = −0.44, 95% CI [−0.51, −0.36], n = 6092), and emotional exhaustion (r = −0.32, 95% CI [−0.42, −0.21], n = 3349).This review provides evidence of the negative relationship between psychological capital and burnout in registered nurses. Therefore, enhancing psychological capital is an effective strategy to prevent and reduce burnout in nurses.Psychological capital is a personal resource open to development over time and susceptible to interventions aimed at promoting optimism, efficacy, hope, and resilience. In that sense, training aimed at improving psychological capital, as a protective mechanism to prevent and reduce burnout and emotional exhaustion, should be considered together with organizational measures to promote nurses' health and well‐being. [ABSTRACT FROM AUTHOR]

Introduction: This study explores how empowering human resource management (HRM) practices based on structural empowerment (access to opportunities, resources, support, and information) affect both personal initiative and job satisfaction of service employees through individual‐level factors (psychological empowerment). Methods: We conducted a cross‐sectional survey study and collected 439 valid responses from service employees in Spain. The hypotheses were tested using structural equation modeling (SEM) with confidence intervals based on 10,000 resamples (i.e., bootstrapping technique). Results: Our results showed that psychological empowerment partially mediated the relationship between structural empowerment and job satisfaction. It also fully mediated the relationship between structural empowerment and personal initiative at work. Conclusion: These findings emphasize the importance of HRM practices that can empower employees as key determinants of job satisfaction and personal initiative at service companies. Furthermore, a structural empowerment approach is a valid theoretical framework for studying and understanding employees' affective evaluations of work and, more specifically, their personal initiative. [ABSTRACT FROM AUTHOR]

This study examined the relationship between structural empowerment and affective commitment, mediated by work engagement, in frontline social workers in Spain. Based on two samples (240 participants from public agencies and 226 participants from private agencies) and using linear regression models (bootstrapping method), our results showed two effects in the relationship between structural empowerment and organizational commitment: a direct effect fostering experiences of power and an indirect effect by increasing engagement at work. Empowering human resources management (HRM) practices (access to opportunities, information, resources, and support) is a useful tool for managers and administrators, with strong benefits for both social workers and agencies. [ABSTRACT FROM AUTHOR]

Based on Kanter's model of power, this research aimed to study burnout as a mediator of the association between structural empowerment and job satisfaction in Spanish social service workers. Data from 177 workers from public centers (sample 1) and 179 workers from private centers (sample 2) were analyzed using path analysis and bootstrapping. Structural empowerment had both a direct and indirect effect, reducing burnout levels, on job satisfaction in both samples. The findings point to the importance of structural empowerment for ensuring the quality of working life of social service professionals from both public and private centers. [ABSTRACT FROM AUTHOR]

The aim of the study was to verify the mediator role of work engagement between supervisor social support and affective organizational commitment. A cross-sectional and correlational study using questionnaires was conducted. We obtained a convenience sample of 267 participants from 403 nurses from two public hospitals (66.25% response rate). Participants were required to be registered nurses without a supervisor position and to have worked for at least 1 year in the same ward in a public hospital. The mediator role of work engagement was examined using path analysis and bootstrapping method (bias-corrected confidence intervals). Results showed that affective organizational commitment was positively and significantly predicted by supervisor support, vigor, and absorption. Supervisor support had both a direct effect and an indirect effect, through vigor and absorption, on affective organizational commitment. Social support from supervisors allows an increase both in nurses' engagement and their desire to remain in the organization. [ABSTRACT FROM AUTHOR]

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Objectives: This work sought to assess the predictor role of work engagement and social support from the supervisor and coworkers on affective commitment with the organization in nursing staff from southern Portugal., Methods: A cross-sectional study was conducted with participation from 215 nursing professionals from three public hospitals in southern Portugal., Results: Of the respondents, 77.21% were women. Statistically significant and positive correlations were observed between affective organizational commitment and the three dimensions of engagement: vigor (r=0.48), dedication (r=0.49), and absorption (r=0.48). Likewise, support from the supervisor and support from coworkers were positively related with affective commitment (r=0.45 and r=0.24, p<0.01). The linear and hierarchical regression model showed the following significant predictors: support from the supervisor (beta=0.28), vigor (beta=0.26), and absorption (beta=0.17)., Conclusions: Social support from the supervisor and work engagement (vigor and absorption) are important determinants of the affective bond of nursing professionals with their health organizations. Training and formation of the supervisors in leadership and coaching styles, and labor resources at work would permit increasing the levels of affective commitment in the health units., Competing Interests: The authors of this article and the planning committee members and staff have no relevant financial relationships with commercial interests to disclose., (Copyright© by the Universidad de Antioquia.)