Structural empowerment, personal initiative, and job satisfaction in service employees: Exploring the mediating role of psychological empowerment.

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.

Harmonious Passion at Work: Personal Resource for Coping with the Negative Relationship between Burnout and Intrinsic Job Satisfaction in Service Employees.

Research about harmonious passion as a personal resource that can have a protective effect in situations of stress and burnout is scarce but growing. Considering the job demands-resources (JD-R) model, the present study aims to address the above gaps by exploring the moderating role of harmonious passion at work in the relationship between burnout (physical fatigue, cognitive weariness, and emotional exhaustion) and intrinsic job satisfaction. The study sample consisted of 748 workers from service organizations (front-line employees) in southern Spain (Mage = 35.

Social support and job satisfaction in nursing staff: Understanding the link through role ambiguity.

Aim: This study aimed to analyse the mediator effect of role ambiguity between social support from supervisor and colleagues and job satisfaction in Portuguese nursing staff.

Background: Few studies have analysed the processes through which social support increases job satisfaction in the nursing context.

Design: A cross-sectional design using questionnaires.

Interpersonal Conflicts in the Unit Impact the Service Quality Rated by Customers: The Mediating Role of Work-Unit Well-Being.

Social dynamics at work are crucial for understanding how internal processes in an organization are related to their performance and productivity. Following the Service-Profit Chain (SPC) theory, this study analyses, at the work-unit level, how interpersonal conflicts are related to service quality in the hospitality and tourism industry through the shared experience of well-being in the work unit. In other words, we examine the mediating role of two main aspects of work-related well-being in the unit (job satisfaction and burnout) on the relationship between interpersonal conflicts in the unit and customers' perceptions of service quality.

Understanding the link between work engagement and affective organisational commitment: The moderating effect of role stress.

This study aimed to explore the moderating effect of role ambiguity and role conflict on the relationship between work engagement and affective organisational commitment. Using convenience sampling, a final sample of 179 IT-specialists of services companies in southern Spain was obtained. Moderation analyses were performed using the hierarchical regressions and bootstrapping method (Bias-Corrected confidence intervals).

Exploring the link between structural empowerment and job satisfaction through the mediating effect of role stress: A cross-sectional questionnaire study.

Background: Role stress (ambiguity and conflict) is a major psychosocial risk at work negatively associated with job satisfaction in the nursing context. According to Kanter's empowerment theory, high levels of structural empowerment reduce role stress, so role ambiguity and conflict could be potential mediators of the relationship between empowerment and job satisfaction.

Objective: The aim of this study was to analyze the relationships between structural empowerment, role stress (ambiguity and conflict), and job satisfaction, assuming the mediating role of role stress on the relationship between structural empowerment and job satisfaction.

Social support, role clarity and job satisfaction: a successful combination for nurses.

Aim: To analyse the moderating effect of role clarity on the relationship between social support (supervisor and colleagues) and job satisfaction.

Background: The social support of supervisors and co-workers and the clarity of roles are important antecedents of job satisfaction. According to the Conservation of Resources theory, the interaction of the instrumental nature of role clarity and social support would result in higher levels of job satisfaction in nursing.

Understanding the link between work engagement and job satisfaction: Do role stressors underlie this relationship?

Drawing upon Job Demands-Resources (JD-R) theory, most research on hindrance demands has focused on the antecedent role of work engagement. However, no studies have analysed the potential effects of hindrance demands as moderators in the engagement-job satisfaction link. The objective of this study was to examine the moderator effect of role stressors (conflict and ambiguity) as hindrance demands in the relationship between work engagement and job satisfaction in a Spanish working sample.

Linking Self-efficacy to Quality of Working Life: The Role of Work Engagement.

The aim of this study was to explore the effect of work engagement, as an intermediary variable, on the relationship between self-efficacy, and job satisfaction and affective organizational commitment as individual indicators of quality of working life (QWL). A cross-sectional correlational design was utilized assessing a convenience sample of 321 nursing staff. All participants were employed in public hospitals and had more than five months of professional experience in the same hospital.

Core Burnout and Power in Portuguese Nursing Staff: An Explanatory Model Based on Structural Empowerment.

In the nursing context, structural empowerment has proved to be an organizational tool leading to the prevention of stress and burnout. Structural empowerment is defined as the perception of the presence or absence of empowering conditions in the workplace. However, few studies have explored the particular relationships between power in organizations, structural empowerment, and burnout.

Workplace Empowerment and Job Satisfaction in Portuguese Nurses: An Explicative Model.

Greater effectiveness of health care does occur with a more effective management of interpersonal processes. A working management environment, which ensures sufficient access to information, support, resources, and opportunities (structural empowerment), probably can promote a personal perception of capacity and effectiveness (global empowerment) in caregivers to achieve organizational objectives and job satisfaction. This study evaluated the relationship between empowerment and job satisfaction, supported by Kanter's theory of structural empowerment.

Supervisor Support and Affective Organizational Commitment: The Mediator Role of Work Engagement.

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.

Predictors of Organizational Commitment in Nursing: Results from Portugal.

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.