published_or_final_version / Public Health / Master / Master of Public Health

Kanter’s theory (1993) maintains that access to empowerment structure would lead to positive organizational behaviour and that individual differences are inconsequential. This study proposed that Chinese cultural value of social orientation needs to be considered when applying the theory to nursing practice in Hong Kong. Based on the perspective of person-situation interaction, it was also hypothesized that need for empowerment and self-esteem would act as moderators in the empowerment process. In this study, job satisfaction and psychological well-being were used as outcome measures to evaluate the empowerment process. A cross-sectional survey research was conducted to test the hypotheses formulated in this study. Reliability and validity of the measuring instruments were first established in a preliminary study. All measurements were incorporated in a standardized questionnaire which also contained items on sociodemographic characteristics. The participants were Chinese frontline nurses (N = 556) from different areas of practice in an acute hospital, of which 83% of them were aged between 25 and 39. Education of the participants ranged from hospital-based training to Master degree. A great majority (86%) of the respondents were females. Confirmatory factor analysis supported Kanter’s four-factor model (i.e., opportunity, information, support, and resources) of nursing empowerment. Availability of formal and informal power was found to facilitate access to empowerment structure. Measures of empowerment were of satisfactory reliability and construct validity. Access to empowerment structure was associated with subjective feelings of being empowered. This feeling of psychological empowerment mediated the impact of structural empowerment on outcome measures. Nurses with higher education or higher nurse rank reported greater access to empowerment structures. They also exhibited greater job satisfaction and better psychological well-being. Less experienced nurses reported greater access to opportunity and supports, whereas more experienced nurses exhibited greater job satisfaction and psychological well-being. The association of structural empowerment with job satisfaction was less significant among nurses who held stronger view of social orientation, but these nurses enjoyed better positive well-being with greater access to empowerment structures. Structural empowerment was associated with positive outcomes among nurses who reported high need for empowerment, but not among those whose need was low. With access to empowerment structure, nurses with high self-esteem reported a higher level of job satisfaction than did those with lower self-esteem. However, structural empowerment promoted positive well-being among nurses with moderate self-esteem, but not among those of high self-esteem. The impact of structural empowerment was negative among nurses of low self-esteem. This study confirmed the applicability of Kanter’s theory of structural empowerments among Hong Kong frontline nurses whose ecological culture was predominantly collectivistic. However, to implement structural empowerment effectively, the model needs to be expanded to include cultural-personality factors such as social orientation, need for empowerment, and self-esteem. In view of the substantial contribution of global empowerment to positive outcomes, an integration of structural and psychological empowerment was proposed. Findings of the present study were discussed with reference to relevant issues and compared with findings reported in the West. Limitations of the study were considered and suggestions for future research made. / published_or_final_version / Social Work and Social Administration / Doctoral / Doctor of Philosophy

Job satisfaction and organizational commitment are important for determining both individual and organizational outcomes. Quantity surveyors are important players in the Hong Kong construction industry in providing professional services to developers and contractors. Despite their importance, limited job satisfaction and organizational commitment research has been conducted in the profession, which underlines the basis for the study. Within the quantity surveying profession, quantity surveyors are assigned into work group for handling construction projects. Cooperation and collaboration are common in quantity surveyor’s daily working practice. Given cooperative working arrangement, “work group identification” and “propensity to trust” are regarded as important antecedents for determining job satisfaction and organizational commitment. On the other hand, it is argued that “length of employment within the organization” may have both positive and negative influence on job satisfaction and organizational commitment due to the quantity surveyor’s standardized working duties. Negative perception about the job duties also constitutes a mediation influence on the effect that the antecedents place on organizational commitment. Thus, this research is intended to find out the effect of the three antecedents – “length of employment within the organization”, “work group identification” and “propensity to trust” on job satisfaction and organizational commitment, as well as to investigate the role played by job satisfaction in affecting the relationship between the antecedents and organizational commitment. Based on previous literatures, the relationships between the antecedents, job satisfaction and organizational commitment are examined and a research model is developed for hypotheses testing. Hypotheses 1 and 2 postulate that the three antecedents positively affect job satisfaction and organizational commitment respectively. Each sub-hypothesis under hypotheses 1 and 2 postulates a positive bivariate relationship between one antecedent and one outcome (job satisfaction or organizational commitment). Hypothesis 3 depicts the mediation effect of job satisfaction on the association stated in Hypothesis 2. Questionnaire survey is used to collect primary data for analysis. Bivariate correlation and multiple regression analysis are applied for hypotheses testing. The data analysis results provide full support for the relationships between work group identification and job satisfaction. The results also provide some supports for the positive relationship between other antecedents and job satisfaction / organizational commitment. Mediation effects of job satisfaction on the relationships between the three antecedents and organizational commitment are found in some relationships. This study has both theoretical and practical contributions. A new research theme in construction context is initiated with the use of social exchange theory in examining job satisfaction and organizational commitment within the quantity surveying profession. The research model to explain the relationships between the three antecedents and job satisfaction and organizational commitment is tested. The data analysis results provide a better understanding about job satisfaction and organizational commitment amongst chartered quantity surveyors working in the construction industry. Based on the research findings, it is suggested that senior managers should attempt to improve “work group identification” and “propensity to trust” amongst quantity surveyors so as to enhance job satisfaction and organizational commitment within the profession. / published_or_final_version / Real Estate and Construction / Doctoral / Doctor of Philosophy

published_or_final_version / Education / Master / Master of Education

published_or_final_version / Public Administration / Master / Master of Public Administration

published_or_final_version / Social Work / Master / Master of Social Sciences

published_or_final_version / Education / Master / Master of Education

published_or_final_version / Education / Master / Master of Education

published_or_final_version / Education / Doctoral / Doctor of Philosophy

published_or_final_version / Business Administration / Master / Master of Business Administration