Psychological Empowerment

Little attention has been paid to mental health knowledge based of populace in Sierra Leone. The effect of trauma, personal exposures to Ebola virus disease (EVD) and culture myths how it impacts to mental health knowledge/ behaviours in Sierra Leone, West Africa. This study was done to test the awareness and knowledge base of mental health and culture perceptions in Sierra Leone. Content pages

Regardless of the sector, companies need to be effective in their organizational structures and support the innovative behavior of their employees in order to ensure their sustainability in a constantly changing and developing competitive environment. The success of companies in innovative activities depends on the innovative behavior of the employees. For this reason, employees should be psychologically strong and at the same time share their thoughts and ideas in a participatory environment. Therefore, companies within the organizational structure should be able to use their human resources well because one of the criteria of being successful in competition depends on the ability to offer innovative products/services different from their competitors in the market where they are located. The human resources department is one of the most important factors in differentiating organizations. In order to benefit from human resources in the most efficient way and to ensure their motivation, it is necessary to psychologically strengthen the employees and ensure their participation within an organization. The aim of the study is to analyze the reactions of white-collar employees who work in food companies that have to make continuous production in order to meet the food needs of people, all while working against the leadership's attitude in the busy pace of work. Within the scope of the research, surveys were collected from 365 personnel working in food companies in Istanbul operating in the production sector in 2019. Analyzes were made by using IBM SPSS 25 and AMOS. Correlation analysis, regression analysis, Sobel test, and Hayes process were performed respectively in order to examine variables and test hypotheses in the research model. As a result of the research, it was concluded that both psychological empowerment and participative leadership positively affect innovative behavior and organizational effectiveness.

The aim of this study was to examine the relationship between psychological empowerment and creative performance through the mediating effect of job satisfaction in the International Non-Governmental Organization's (INGO's) context in Jordan. In accomplishment of this, an online questionnaire was distributed to a random representative sample of INGO's employees working at Jesuit Refugee Service Jordan. Data were collected from 125 workers who are diverse in their gender, age, educational level, work experience and hierarchical position. Additionally, SPSS and AMO statistical software were used in order to read out the results of the filled out questionnaires. Moreover, Correlation Matrix, Multiple Regression Analysis and Mediation Analysis Process statistical tools were adopted in order to validate the proposed relationship. Sequentially, the results of the analysis validated the proposition that psychological empowerment is correlated significantly to the creative performance of employees through the mediating effect of job satisfaction.

Purpose-This study aims to gain insight into how employee psychological and human resource (HR) practices impact employee work engagement behavior. In addition to that, the research model of this study has tested the moderating relationship of affective employee commitment between employee work engagement and sustainable employability. Design/methodology/approach-The research model is empirically tested with data set of 311 responses retrieved from an employee working in private organizations. Sample size of this study is computed with prior power analysis. Data were analyzed with partial least square-based structural equation modeling (SEM). Findings-Findings of the SEM revealed that altogether psychological well-being, psychological empowerment, HR compensation, HR training, transformational leadership and job enrichment have explained R 2 66.1% variance in employee work engagement. Concerning individual impact size psychological well-being has shown medium level effect size (f 2) in measuring employee work engagement. However, all other exogenous variables have shown a small effect in determining employee work engagement. The moderating effect of commitment is confirmed in such a way that the relationship between employee work engagement and sustainable employability will be higher when affective commitment is higher. Practical implications-This research has synthesized HR literature into four core dimensions of HR practices and, hence contributes to HR literature. Similarly, this research contributes to well-being theory while integrating employee psychological well-being into the research model. For HR practitioners this research revealed that psychological well-being, psychological empowerment, affective employee commitment, transformational leadership, HR compensation and HR training are core factors, which influence employee behavior toward work engagement and sustainable employability. Originality/value-The current research is unique as it investigates sustainable employability phenomenon with an integrated research model that combines employee psychological and HR factors. The concept of sustainable employability is less studied, and therefore this research fills the research gap in this context.

This study tested a parent empowerment framework using a national sample of 9,982 parents from the Parent and Family Involvement Survey (National Center for Education Statistics, 2007) to investigate relationships between parent empowerment and children’s academic performance. A multinomial logistic regression demonstrated significant relationships between parents’ competence, self-determination, community belonging, community participation, and academic performance, which differentiate among parents based on racial/ethnic, language, and socioeconomic backgrounds. Findings highlight the importance of parent empowerment interventions that consider structural barriers in schools.

Purpose-This study aims to gain insight into how employee psychological and human resource (HR) practices impact employee work engagement behavior. In addition to that, the research model of this study has tested the moderating relationship of affective employee commitment between employee work engagement and sustainable employability. Design/methodology/approach-The research model is empirically tested with data set of 311 responses retrieved from an employee working in private organizations. Sample size of this study is computed with prior power analysis. Data were analyzed with partial least square-based structural equation modeling (SEM). Findings-Findings of the SEM revealed that altogether psychological well-being, psychological empowerment, HR compensation, HR training, transformational leadership and job enrichment have explained R 2 66.1% variance in employee work engagement. Concerning individual impact size psychological well-being has shown medium level effect size (f 2) in measuring employee work engagement. However, all other exogenous variables have shown a small effect in determining employee work engagement. The moderating effect of commitment is confirmed in such a way that the relationship between employee work engagement and sustainable employability will be higher when affective commitment is higher. Practical implications-This research has synthesized HR literature into four core dimensions of HR practices and, hence contributes to HR literature. Similarly, this research contributes to well-being theory while integrating employee psychological well-being into the research model. For HR practitioners this research revealed that psychological well-being, psychological empowerment, affective employee commitment, transformational leadership, HR compensation and HR training are core factors, which influence employee behavior toward work engagement and sustainable employability. Originality/value-The current research is unique as it investigates sustainable employability phenomenon with an integrated research model that combines employee psychological and HR factors. The concept of sustainable employability is less studied, and therefore this research fills the research gap in this context.

A true life story of facing war time conflict internally and externally to overcome extreme trauma, focusing on post lobotomy coping mechanisms and empowerment through reframing dynamics situations and sculpting the situation into your favor.

Psychological empowerment is the perception that workers can help determine their own work roles, accomplish
meaningful work, and influence important decisions. Empowerment has been studied from different
perspectives, including employee perceptions, leadership behaviors, and management programs. Despite
positive rhetoric, programs designed to increase empowerment seldom achieve the benefits promised. Inconclusive
and seemingly contradictory outcomes stem from the fact that few companies give employees significant
control and access to management information. A half century of research suggests that empowerment
strategies can offer real benefits. We outline facilitating conditions for effective empowerment, including
characteristics of organizations, leaders, employees, and the work itself.

El presente estudio cualitativo explora las experiencias y vivencias de los participantes en la creación de piezas de Teatro Foro bajo las lentes de los procesos de empoderamiento psicológico. El estudio tiene como objetivo ampliar el conocimiento sobre los límites y potencialidades que las prácticas de Teatro Foro ofrecen a las intervenciones orientadas a catalizar procesos de empoderamiento psicológico en el campo de la praxis en Psicología Comunitaria. Las pregunta iniciales fueron: ¿Qué experiencias relatadas por los participantes pueden relacionarse con vivencias-resultados de empoderamiento psicológico? y ¿qué tal pueden interpretarse como vivencias indicativas de empoderamiento psicológico?. Se realizaron 15 entrevistas semi-estructuradas a personas vinculadas a 7 organizaciones que desarrollan prácticas de Teatro Foro en la ciudad de Barcelona. El análisis y discusión de los datos ha permitido la identificación de 16 temas relacionados con los 4 componentes del empoderamiento psicológico propuestos. Los resultados sugieren que las prácticas de Teatro Foro pueden ser un escenario de procesos de empoderamiento psicológico y, en consecuencia, una técnica útil para la praxis de la Psicología Comunitaria. Palabras clave Teatro Foro, Empoderamiento Psicológico, Intervención en Psicología Comunitaria. ABSTRACT The present qualitative study examines participants' perspectives and experiences in Theater Forum pieces on the connection between their participation and their sense of psychological empowerment. The research pursued aim of the study is to broaden the knowledge about the limits and potentialities that Theater Forum practices offer to interventions aimed at catalyzing processes of psychological empowerment in the field of praxis in Community Psychology. The research pursued the following questions: What experiences reported by the participants can be related to experiences-results of psychological empowerment? And how can they be interpreted as experiences indicative of psychological empowerment?. 15 semi-structured interviews were conducted with people linked to 7 organizations that develop Theater Forum practices in the city of Barcelona. The analysis and discussion of the data revealed 16 themes about the participants' experiences that can be connected with the 4 components of psychological empowerment proposed. The findings suggest that Theater Forum practices may play an important role in prompting processes of psychological empowerment among participants and, consequently, a useful tool for the practice of Community Psychology.

This study examined the effects of empowering leadership on employees in a customer service organization, using data from 266 employees and their supervisors from 41 work teams in a division of a large Hong Kong telecommunications corporation. Empowering leadership had acceptable levels of within-group agreement and between-group variability , providing support for its analysis as a group-level construct. Testing a multi-level model in which psychological empowerment was hypothesized to mediate the relationship between both within-group and between-group empowering leadership and individual outcomes, empowering leadership was associated with psychological empowerment at both levels. There was evidence of significant mediation effects at both the individual and group levels. These findings underline the importance of analysing both within-group and between-group differences in empowering leadership and their effects on individual attitudes and behaviours.

This article discusses some novel approaches that can be implemented in Sri Lanka to upgrade its nursing education to meet global challenges. Globally, employers look for nursing professionals who possess competencies compatible with the new demands of the global healthcare system. Therefore, it has become necessary to upgrade nursing education to broaden its scope, and provide more exceptional patient care and job satisfaction. The relevant literature for the article was gathered from the Cumulative Index of Nursing and Allied Health Literature (CINAHL), PubMed and Google Scholar. The search was restricted to the English language and 2020 as the year of publication. Health professionals in the field were also interviewed for their opinion on improving the Sri Lankan nursing curriculum. Enhancing nursing education is one of the best investments a country can make towards a quality healthcare system. Training is crucial. The implementation of new approaches to nursing education will standardize and develop the quality of nursing professionalism in Sri Lanka.

Despite broad recognition of the importance of agility in the workforce, little research has been conducted on the organizational characteristics and initiatives that engender it. Rooted in organizational and cognitive theory, a study of 524 employees in India's manufacturing and service sectors proposes that workforce agility is the result of specific organizational practices and psychological empowerment. Contributing to both management theory and practice, the findings show that an environment that encourages teamwork has the most influence in promoting agility, followed by programs that address reward systems, employee involvement, organizational learning and training, and information systems. In addition, the study found that agility is fostered by the psychological empowerment variable of impact, followed by self-determination, meaning, and competence.

This study aims to explore the contribution of psychological contract and psychological empowerment towards employee engagement with in Indian IT sector. Research hypotheses were evaluated using multiple regression analysis. Findings indicated that both the variables i.e. psychological contract and psychological empowerment are crucial drivers for employee engagement in IT sector with employees feeling more connected with the organization when drawing a positive psychological contract from it and believed to be empowered from it and its members. In the end, managerial implications for fostering psychological contract and psychological empowerment are provided and suitable avenues for future research are suggested.

The study is an endeavor to analyze the relationship between transformational leadership (TFL) and
innovative work behavior (IWB) of bank employees in commercial banks of Bangladesh. This paper examines whether
psychological empowerment influences the above causal relationship. Data from 372 bank employees were analyzed
using Structural Equation Modeling and Partial Least Squares (SMART PLS). Our key findings suggest that there is a
significant positive relationship between TFL and IWB. The results also indicate the employees who are highly
psychologically empowered, like to work under TFL and this shows that when the level of psychological empowerment of
employees is high, TFL impact IWB positively. From the leadership perspective, our findings suggest that the role of
psychological empowerment in the relationship between TFL and IWB should not be underestimated by the leaders or
the managers of the commercial banks

The present study is conducted with the aim of investigating the relationship between organizational learning and organizational intelligence, and empowerment in high schools in Karaj, one of the cities of Iran. The descriptive research methodology is correlational. Statistical population of the present study is consisted of teachers (N=537) According to Morgan Table, the statistical sample size is estimated about 217 teachers. The sampling method was random cluster sampling.  three Questionnaires are used to collect data in this research. To gather the data, we used Karl Albrecht’s (2002) in seven aspects of strategic vision, shared fate, appetite for change, heart, alignment and congruence, knowledge deployment, and performance pressure , and empowerment standard questionnaires of (Spreitzer, 1995) and standard organizational learning questionnaire of Templeton.
The reliability coefficient of the questionnaires was assessed by Cronbach's alpha. After analyzing the data by using Pearson’s correlation coefficient and hierarchical and stepwise multiple regression as well as path analysis, the main hypothesis of the study was confirmed. The coefficients of path analysis revealed that of the two factors affecting empowerment, the variable of organizational intelligence has the most impact on empowerment with the coefficient of 0.498. Structural equation modeling (SEM) showed that dimensions of organizational learning and organizational intelligence explain about 27.5 percent of the variance of teachers’ empowerment. Therefore, approximately the remaining 72.5 percent of it is explained by variables other than independent variables of the study. The results related to specific hypotheses indicated that there is a significant and positive relationship between all the dimensions of organizational learning and organizational intelligence, and empowerment

Community led local development and community driven development played
a mandatory role in rural development of both developed and under developed countries.
The paper explores the relationship between community empowerment, sense of community
and sustainability of community-driven projects. Looking at the record of social
well at gross root level, very less attention was paid on development of deprived communities.
Starting from the experience of community-driven organizations (i.e. the Citizen
Community Boards in Pakistan), the paper attempts to answer two questions: (1) is there a
relationship between community empowerment and project sustainability; and (2) is this
relationship between community empowerment and project sustainability mitigated by the
sense of community? Further, the paper elaborates on the concepts of ‘‘community
empowerment’’, ‘‘sustainability’’ and ‘‘sense of community’’. A hierarchical regression
analysis is used to test the relationship between community empowerment and sustainability
of community-driven projects. This analysis highlights the central role of the sense
of community in mitigating the relationship between community empowerment and sustainability.
Community empowerment is significantly related to the sense of community.
These relationships between sense of community, community empowerment and sustainability
of community-driven projects are applicable to empowerment theory and
measurement.

(‫اإلسماعيلية،‬ ‫و‬ 101 (‫السويس،‬ ‫بمحافظة‬ ‫ومعلمة‬ ‫معلم‬) 99 ‫بمحافظة‬ ‫ومعلمة‬ ‫معلم‬) ‫الذكاء‬ ‫مقياس‬ ‫استخدام‬ ‫تم‬ ‫وقد‬ ‫اإلسماعيلية.‬ ‫بية‬ ‫التر‬ ‫معلمى‬ ‫لدى‬ ‫النفسى‬ ‫التمكين‬ ‫و‬ ‫الروحى،‬ ‫وهى‬ ‫البيانات‬ ‫لتحليل‬ ‫اإلحصائية‬ ‫األساليب‬ ‫بعض‬ ‫استخدام‬ ‫تم‬ ‫وقد‬ ‫الباحثة،‬ ‫اعداد‬ ‫من‬ ‫الخاصة،‬ ‫تباط‬ ‫ار‬ ‫ومعامل‬ ‫المقياس،‬ ‫ثبات‬ ‫لقياس‬ ‫كرونباخ‬ ‫ألفا‬ ‫اختبار‬ ‫و‬ ‫المتعدد،‬ ‫التباين‬ ‫وتحليل‬ ‫(ت)،‬ ‫اختبار‬ ‫بيرسون.‬ ‫عن:‬ ‫النتائج‬ ‫أسفرت‬ ‫وقد‬ 1-‫ع‬ ‫توجد‬ ‫بين‬ ً ‫إحصائيا‬ ‫دالة‬ ‫موجبة‬ ‫تباطية‬ ‫ار‬ ‫القة‬ ‫مقياسى‬ ‫على‬ ‫المعلمين‬ ‫درجات‬ ‫التمكين‬ ‫الخاصة.‬ ‫بية‬ ‫التر‬ ‫معلمى‬ ‫لدى‬ ‫الروحى‬ ‫الذكاء‬ ‫و‬ ‫النفسى‬ 2-‫درجات‬ ‫فى‬ ‫إحصائية‬ ‫داللة‬ ‫ذات‬ ‫فروق‬ ‫توجد‬ ‫مقياس‬ ‫على‬ ‫المعلمين‬ ً ‫طبقا‬ ‫الروحى‬ ‫الذكاء‬ ‫إحصا‬ ‫داللة‬ ‫ذات‬ ‫فروق‬ ‫توجد‬ ‫ال‬ ‫و‬ ‫اإلناث،‬ ‫لصالح‬ ‫الجنس‬ ‫لمتغير‬ ‫العمر‬ ‫لمتغير‬ ‫تعزى‬ ‫ئية‬ .

We often think of empathy as an amazing thing. Our “Empath” friends are attuned to our moods & emotions either good or bad. Thanks to their mirror neuron system which lets them feel what others are feeling. They can absorb the negativity or positivity surrounding us regardless of how it’s expressed. Looks like a happy world, doesn’t it? But do you know that there is a dark side of empathy too? And it’s quite possible that you are currently surrounded by people who appear to be your closest kin, but hello!!! sorry to break it to you…. these people might be one of those abusive scavengers who just want to fulfil their selfish motives. What makes them far more dangerous is that you can’t categorize them as a villain, unlike the dark, deceitful individual. So, friends before confiding your life matters to an amiable person exuding warmth, be double sure he/she is not a “DARK EMPATH”. Want to know more about these "DARK EMPATHS"? Click on the link to read my recently published article “Beware of Vampires in Disguise: Dark Empaths”. The article has been published in Business Manager, Jan 2021 Print issue which is available on subscription. For a clear and complete read, the website link is shared.

The purpose of this conceptual study is to provide a theoretical model to find the impact of
transformational leadership on innovative work behavior of employees and to test the
mediation of leader-member exchange and psychological empowerment in the hospitality
sector of Pakistan. This study also proposes the moderation of knowledge sharing behavior,
firstly, between the relationship of leader-member exchange and innovative work behavior and
secondly, between the relationship of psychological empowerment and innovative work
behavior. Field survey will be applied and data will be collected through structured
questionnaire from 400 frontline managers working in 3-star hotels in Pakistan. For testing the
validity and reliability of the instrument and various relational hypotheses, the study will apply
partial least square based structural equation modeling (PLS – SEM) with Smart PLS software.
Based on the different results of mediation and moderation in the model, the study will suggest
various strategies to the hotel industry of Pakistan that how they can boost the innovative work
behavior of their employees. The findings of the study will not only be helpful for the hospitality
industry but they can be helpful for the other sectors and may be generalized on various settings
if the future researchers replicate the same model in different contexts. So, the findings of this
study will contribute the practical as well as theoretical implications

Article Classification: Research Article Purpose-The aim of this study is to determine the effects of servant leadership on psychological empowerment and organizational identification. Design/methodology/approach-Within the context of quantitative research approach, data collected from 309 hotel employees by questionnaire. Reliability of data measured with Cronbach's Alpha coefficient where the Factor analysis were performed to check validity. Validity analysis has followed by Correlation and Regression analyses in which research hypothesis were tested. Findings-Results of the study assign that there is a significant relationship among servant leadership, psychological empowerment and organizational identification. Furthermore, results also support pre-assumptions suggesting that servant leadership behaviours significantly affect psychological empowerment of employees and their identification process with the organization. Within this context, empowerment and vision sub-dimensions of servant leadership contribute psychological empowerment of hotel employees. Additionally, visionary and humility behaviours of servant leaders increase the organizational identification level of them. Discussion-Entrepreneurs in hospitality industry those who want to deliver high quality service should consider to employ servant leaders/executives in order to have more empowered and identified employees. Also, contributions of servant leaders are an important field for the academicians, since they can create a positive and creative service philosophy among staff and can heighten service quality.

Introduction: Empowerment has become an important concept in nursing that has gained acknowledgment in theories and practice of leadership and management. A positive organization espouses empowerment to attract and retain employees. While it is not new to nursing, there is little published research on empowerment among nurses in the Philippines. This study aimed to measure young staff nurses’ perception of leader empowering behaviors and psychological empowerment.

Methods: This study used a cross-sectional survey design participated by 44 conveniently chosen staff nurses in a private teaching and training hospital in Iloilo City, Philippines. The participants were asked to answer 5-point Likert scale questions utilizing adopted instruments. Descriptive and non-parametric statistical stools were used with Mann-Whitney U test to determine differences and Spearman’s rank correlation to establish relationship between variables.

Results: Overall, young staff nurses perceived their leaders’ behaviors to be highly empowering (M=3.89). Staff nurses also had a high level of psychological empowerment (M=4.07). Leader empowering behaviors was significantly related to staff nurses’ perception of psychological empowerment (p=.001). Staff nurses’ level of psychological empowerment were significantly different in terms of employment status (p=.020) and years of work experience (p=.014).

Conclusion: This study highlights the positive influence of the empowering behaviors of leaders in enhancing staff nurses’ level of psychological empowerment. It is vital for nurse managers to continually demonstrate leadership behaviors that empower staff nurses at the unit level.

The main purpose of this study is to evince the influence of organizational learning on firm performance through the mediating roles of innovation and total quality management (TQM). The relationship is constructed based on the four dimensions of organizational learning namely; intra-organizational knowledge sharing, shared vision, commitment to learning and open mindedness and the two dimensions of firm performance explicitly; market performance and employee satisfaction. Amid in this research agenda three partial gaps have been explored: First, besides the relationship between TQM and innovation, a robust relationship of organizational learning and firm performance seem to be plausible but the gap embedded in the literature is the absence of a study examining the cumulative influence of the organizational factors which complement and enhance each other –organizational learning, innovation and TQM- on the organizational performance. In doing so this study investigates the four dime...

Despite the popularity of employee brand commitment in business management studies, the influences of the same are not well documented. Therefore, this study intends to examine the influence of psychological contracts i.e. relational and transactional contracts on employee brand commitment among employees of higher learning institutions. The study collected data from 401 respondents including academic, administrative and technical staffs of the selected University by using a self-administered questionnaire. In addition, data were analyzed by using Structural Equation Modelling (SEM), and the study findings show that psychological contracts i.e. relational and transactional contracts have a significant influence on employee brand commitment. The study recommends that, branding of higher learning institutions should adopt a holistic approach that considers employees as the main engine of the Universities branding process. Finally, the study proposes further empirical studies on psychological contracts, by comparing the level of influence between relational and transactional contracts on employee brand commitment.

Keywords: Branding, Employee Brand Commitment, Higher Learning Institutions, Psychological Contract, Relational Psychological Contract, Transactional Psychological Contract.

This paper crosses the borders of human geography to bring back two related bodies of work from experimental psychology that investigate, in an unusual and refreshingly precise way, long-standing human geographical concerns with tem-porality, place and subject formations, meaning-making and well-being. It is argued that the traffic of ideas and empirical findings between human geography and experimental psychology can be mutually profitable if, and only to the extent that, it encompasses a sustained epistemological, methodological and political critique of the disciplinary practices that have yielded those ideas and findings.

Background: Being assertive is essential skill nurses need to learn and develop. While many studies exist on nurses’ assertiveness, there is limited research on the factors associated with Filipino nurses’ assertive behaviors.

Objective: This study examined the correlation of self-esteem, psychological empowerment, and leader empowering behaviors on staff nurses’ assertiveness in the workplace.

Methods: This cross-sectional study conducted in 2019 involved 223 staff nurses working in two tertiary hospitals in the Philippines. Data were gathered using four validated self-reported scales: self-esteem scale, psychological empowerment scale, leader empowering behavior questionnaire, and workplace assertive behavior questionnaire. Correlational analysis using Pearson’s r was performed to test the relationship between the key variables.

Results:  The composite scores for the self-esteem, psychological empowerment, empowering leader behaviors, and workplace assertiveness were 32.06 (SD = 3.65), 4.22 (SD = 0.43), 3.86 (SD = 0.51) and 3.61 (SD = 0.55), respectively. Self-esteem (r = 0.216; p = 0.001), psychological empowerment (r = 0.455, p = 0.000), and empowering leader behaviors (r = 0.269; p = 0.000) were significantly correlated with staff nurses’ assertiveness in the workplace.

Conclusion: Self-esteem, nurse leadership behaviors, and empowerment play vital roles in staff nurses’ assertiveness. Understanding the factors influencing nurses’ assertiveness is important, and looking into these variables can be beneficial for nursing management when developing strategies to build nurses’ assertiveness. Thus, it is vital to focus on helping nurses nurture healthy self-esteem and initiate empowering conditions at work to aid nurses in setting healthy boundaries and supporting assertive behaviors at work.

Women empowerment has taken a center stage in the present development agenda. The study examines the role of financial inclusion in supporting women empowerment in Lango sub region, Northern Uganda. Using both purposive and simple random sampling a Sample of 126 respondents was selected with a response rate of 100% realized. The study found out that financial support appeared to be sparse, The regulations, supervision and monitoring of some of these firms was lacking, causing many women to lose their savings with such firms. The study therefore recommended that Government should establish buffers to serve as collateral security for women who intend to secure financial credit. Financial service providers should lower down the costs of operating accounts for the financial inclusiveness of women, particularly women from rural areas. Government should tighten monitoring, regulating and supervisory policies of financial service providers to restore public trust in financial institutions in Uganda. Financial services providers, government and other development partners should offer both formal and informal business education training.

Self-disclosure involves sharing thoughts, feelings, and experiences with others, typically surrounding emotionally relevant and often times difficult life experiences. Research suggests a link between acts of self-disclosure and improved psychological resilience. Most research argues that resilience arises because acts of disclosure alter one's thinking around a topic of disclosure, which is then associated with improved resilience. Research also suggests, however, that disclosure can alter personal characteristics such as one's level of self-compassion or self-esteem. Nevertheless, we know relatively little about the potential mediating role that personal characteristics might play in predicting resilience. This exploratory cross-sectional study assesses whether self-characteristics (specifically self-esteem and self-compassion) mediate the relationship between self-disclosure and psychological resilience. Four hundred and forty-three individuals completed a survey that assessed the aforementioned variables. Findings suggest that self-esteem and self-compassion mediate the relationship between self-disclosure and psychological resilience. Demographically, age and those who identified as male reported significantly higher levels of resilience than individuals of other demographics. These findings pinpoint personal characteristics that could be targeted to supplement and improve the efficacy of self-disclosure interventions.

This study was carried out to identify the influence of psychological empowerment on job satisfaction and organizational commitment among Malaysian secondary school teachers. About 800 trained teachers in 83 types of National Secondary Schools across the three States of Northern Peninsular Malaysia, namely Penang, Kedah and Perlis were chosen randomly taking part in this study. The data for this research was obtained through a set of questionnaire which was divided into three sections. The data was analyzed using multiple regression analysis. The findings showed that teachers' job satisfaction and commitment is influenced mainly by psychological empowerment. The findings also found that the self-determination and impact dimension of psychological empowerment had a significant influence on intrinsic job and extrinsic job satisfaction. M eanwhile, the findings of the multiple regression analysis also demonstrate that psychological empowerment dimension of meaning a n d competence dimension w e r e significantly influenced the affective and continuance commitment. The result of this study has some direct implications teachers' behaviors and attitudes in school organizations.

Despite empowerment playing a crucial role in sustainable tourism development, there have yet to be scales developed to measure whether residents perceive themselves as being psychologically, socially, or politically empowered from tourism. To address this gap, the Resident Empowerment through Tourism Scale (RETS) was developed following Churchill's (1979) criteria for scale development. The RETS was purified through a pilot and pretest study before being tested in a three county region of western Virginia, USA. The data were initially analyzed using multiple exploratory factor analyses before being validated through confirmatory factor analysis (CFA). Results of the CFA demonstrated that the RETS displayed construct validity with standardized factor loadings ranging from 0.65 to 0.92 for the three subscales and construct reliability scores ranging from 0.85 to 0.92. The RETS is presented as a scale ready for use to measure the extent to which residents perceive themselves as being empowered or disempowered by tourism.

Aim: The purpose of this study was determining causal relationships and modeling structural
equations of relationships between quality of work life, psychological empowerment and employees’
productivity of Municipal Administration of Zahedan. Methods: The method of the study is
descriptive‑causal – correlative. Statistical population of the study included administrative employees
in municipality of center, district 1, 2, 3 of Zahedan in number of 257 people. Result: Findings of the
study showed that the relationship of each variable, quality of work life and psychological empowerment,
and employees’ productivity and also relationship between quality of work life and psychological
empowerment were significant (P ≥ 0.01). Discussion: Findings related to structural equations
model showed that quality of work life had a direct effect on boosting employees’ productivity, but
its indirect effect on employees’ productivity was more than its direct one which has played this
role by boosting employees’ psychological empowerment as an intermediate variable. Psychological
empowerment also influences on employees’ productivity.

Survival and life of any organization largely depend on the abilities, skills, knowledge and expertise of human resources; particularly its managers and whatever people are more knowledgeable, they could be better in improving the efficiency of organization. Now that all organizations are affected by rapid progress of technology in some ways, they must create changes in line with the progress in all aspects of their organization for maintaining and continuing their life. Foundation and starting point of all of this transformation is the empowerment and the proper use of human resources. So the goal of this research is the evaluation and analysis of psychological empowerment and their impact on organizational commitment (case study: Staff of Tax Administration of Sistan and Baluchestan). Research method is quantitative. Data collection is done by library and field studies. The results of this study indicate that there is a strong relationship between two main variables; it means that by increasing of employee's psychological empowerment of Tax Organization of Sistan and Baluchestan, We should see an increase in the level of commitment among employees of the organization. Introduction Increasing of performance and efficient use of manpower is a necessity that should be considered by all managers and decision makers of organizations. Regarding that one of the most important resources within organizations is their personnel, a part of management actions with the aim of making the most effective and efficient work of these resources are implemented in this stage and effective management of performance has become one of the most important duties of directors. One of the impalpable factors affecting the performance of employees is their organizational commitment. Loyal manpower, consistent with the goals and values of the organization, is ready to be active even beyond the obligations set forth in the job description and can be an important factor for organizational effectiveness. Existing of such forces in organizations is coupled with higher levels of performance and lower rates of absenteeism and desertion and will cause that credit organizations in the community be seemed appropriate and provides the context for the development of organization. Conversely manpower with a low sense of loyalty, belonging and commitment not only does not move towards achieving the goals of the organization, but may have a negative impact on other partners by creating a sense of indifference to the problems and difficulties of organization and this provides the source of many abnormalities in various aspects of social, political, economic, social and cultural cooperation, so the study of organizational commitment and its influencing factors and the results can be an effective research in organizational behavior science. In the past decade, organizational commitment and its dimensions has allocated an important place in research. On the other hand, the power is the basic characteristics of a manager's role and provides the background of his effectiveness in the organization. In fact, it is an inevitable phenomenon in the organization but managers in organizations look at it as a negative phenomenon. But the truth is that this is not a negative phenomenon essentially, but also being positive and negative depends on the judgment and its application. Certainly, if the purpose of empowerment is the organizational goals, it can function as a positive phenomenon, and cause the system and organization be dynamics, but if the goal is to achieve personal goals, it certainly would be a negative and unaccepted phenomenon. Nowadays organizations are being changed rapidly and unpredictably and largely in environment. Increasing of global competition, development and deployment of information technology and changes in the demographic characteristics of human resources and customer are in the center of these changes (Bir and Jerilla, 1991, Benis and Nanos, 1985). In such circumstances, there is no opportunity for managers to control their employees and must spend most of their time and energy to identify the internal and external environment and charge other daily tasks to the employees. Therefore,

Nurses' commitment is influenced greatly by their perceived empowerment in form of professional socialization, which culminate greatly in the integration of their internal motives "psychological empowerment". Thus this study aimed to address the relationship between psychological empowerment and organizational commitment as perceived by ICU nurses working in Saudi governmental hospitals. A convenient sample of 340 nurses working in Intensive Care Units in three Governmental Hospitals in Riyadh city were surveyed. A questionnaire was developed from two validated scales, and used in collecting data pertaining to the study. Namely the scales are: "Psychological Empowerment Instrument" and "Three Components Model Employee Commitment Survey". The main findings of the study were that nurses' perception for psychological empowerment was highly recorded at whole subjects, while their perception for commitment was minimal, with no significant difference among the three hospitals. A negative association was detected between nurses' perception for commitment and their professional status (clinical ladder and education). Moreover, empowerment and commitment were negatively associated among nurses with (30>40) years old, as well as nurses who have experience in the current unit ranged between (5>10) years. In contrast, psychological empowerment and commitment were positively associated among female nurses, specialized areas, and nurses whose career experience exceeds fifteen years.