Control over nursing practice (CONP) is a participatory process through which nurses have input and engage in decision making about the context of practice and unit operations related to nursing practice. CONP has been associated with a number of positive outcomes related to nurse satisfaction, nurse status, effectiveness of patient care, and quality of patient outcomes. However, no comprehensive model has been created nor comprehensive analysis been conducted related to approaches for increasing CONP. This study tested a hypothesized model of antecedents to CONP developed from a review of the literature in nursing, psychology, and organizational management using a complexity theory perspective.The study used a nonexperimental, comparative design. The sample for data analysis consisted of 28 nurse managers and 583 staff nurses from 32 units in 10 hospitals. Existing instruments were used in a paper and pencil format to collect demographic and perceptual data on CONP and the hypothesized antecedent variables. Data were aggregated to provide an analysis of organizational and unit level contextual and variable effects related to CONP.Contextual regression indicated a greater influence of unit-level variables than organizational-level variables on nurses' perceptions of CONP. Regression analyses and revised model testing demonstrated that nurse manager supportiveness, implementation of a formal structure for CONP, and information flow consisting of open and accurate communication were positively related to CONP. Hierarchy of authority was negatively related to CONP. The relationship between CONP and job codification and autonomy varied based upon the measurement of the dependent variable. Manager's perception that participative decision making enhances organizational effectiveness; manager's perception that participative decision making does not reduce their power; nurses' experience, expertise, and educational preparation; and nurses' desire for control did not significantly relate to CONP as hypothesized.This study contributes to nursing research and clarifies strategies for improving the work environment for nurses by delineating antecedents to CONP in the acute care hospital setting. These data will be useful to nurses, nurse managers, and hospital administrators who want to improve patient safety, reduce patient mortality, increase nurse satisfaction, and increase nurse retention.

ABSTRACT THE ACTUAL AND DESIRED LEVELS OF SHARED DECISION MAKING IN PUBLIC SCHOOLS IN &Ccedil / ANKAYA DISTRICT OF ANKARA G&uuml / nal, Zafer M.S., Department of Educational Sciences Supervisor: Prof. Dr. Hasan SimSek September 2005, 96 pages The purpose of the study is to investigate the actual and desired levels of shared decision making in public schools in &Ccedil / ankaya district of Ankara, Turkey. The sample of this study consisted of 372 teachers from 10 public basic schools and secondary schools in &Ccedil / ankaya district of Ankara. Shared Education Decisions Survey- Revised by Prof. Dr. Donna Ferrara was used to collect data. The results of the study showed that the teachers working in public schools of &Ccedil / ankaya district sometimes participate in the decision making process. The level of participation increases about the parental involvement, pupil personnel and student achievement issues. However, it is understood that teachers rarely participate in the decisions relating to budget, school/community relations, staff development and policy issues. On the other hand, when the results of the study are considered, it is apparent that teachers in public schools in &Ccedil / ankaya district always desire to participate in the decision making processes in their schools. The parental involvement, student achievement, pupil personnel and curriculum/ instruction areas, which are directly related to teaching, are the areas teachers most desire to participate in. Keywords: Shared decision making, participation, participative decision making, public education institutions, teacher participation.

I studien har det försökt undersökas ifall tillit till överordnad och stärkande ledarskap kunde få anställda till att våga yttra sig om problem och komma med konstruktiva förbättringsförslag i svenskt telekomföretag. Studiens utgångspunkt har varit en kinesisk studie som demonstrerat detta fenomen i kinesisk kontext vilket skapade intresset att se ifall deras resultat kunde generaliseras till svensk kontext. Denna studie försökte replikera deras metod för att undersöka samma fenomen. I studien deltog 56 anställda som jobbade mot kunderna. 50 stycken besvarade enkäter var fullständiga och gick att använda till analysen. Med hjälp av korrelationsberäkningar och regressionsanalyser har det kunnat demonstreras att Tillit till överordnad och tre aspekter av stärkande ledarskapen (Deltagande i beslutsfattande, Coaching, Informera) separat hade ett samband med Anställdas yttrande. De tre stärkande ledarskapen utgjorde inte en mediator för Tillit till överordnad och Anställdas yttrande. Endast Informera kunde förutsäga Anställdas yttrande, dock med något osäkert resultat. Resultatet innebär i praktiken att ledare bör upprätthålla eller skapa tilliten till dem och utöva stärkande ledarskap mot sina anställda för att få dem att fortsätta våga yttra sig om problem och förbättringsförslag. Framtida studier kan fokusera på att bland annat undersöka utan extremvärden i analysen och kontrollera för kontrollvariabler. Då studien är en korrelationsstudie så har ej riktning eller kausalitet kunna uppmätas. Med experiment kan sådant undersökas mer noggrant. / This contemporary study explores the phenomenon of trust to leaders and empowering leadership in relation to employee voice in a Swedish telecommunication company. By employee voice, it refers to the extent an employee talks about problems/concerns and give feedback/improvements addressed towards the company. Previous study conducted in China has demonstrated that there is a correlation between trust, leadership and employee voice. This study tried to replicate their method and examine the same phenomena. 56 “front-line” employees participated in a survey, but only 50 responses were completed. The result showed significant separate correlation between the independent variables Trust in leaders and three aspects of empowering leadership (Participative decision-making, Coaching, Informing) and the dependent variable Employee voice, after calculating for correlations and carrying through regression analysis. The three aspects of empowering leadership did not mediate the effect of trust to leaders towards employee voice as predicted by previous studies. Only Informing by itself could predict employee voice, but the result could implicate some uncertainty. The implications of these results indicate that leaders should facilitate trust in them and practice empowering leadership to invoke employee voice. Future studies can continue this study by exclude outliers in the calculation and controlling for control variables. Because this is a cross-sectional study, causality could not be determined which could be improved by experimental design in future studies.

本研究主要目的為：一、了解學校本位決策的意義、目的、特色、原則與倡導理由，以及哲學、社會學與心裡學理論基礎。二、探索學校本位決策的歷史沿革與典範轉移。三、分析國內外學校本位決策的實施概況與困境，並探索推動學校本位決策的可行策略。四、找出可供檢視學校本位決策符合程度的因素，並探討此因素與校長領導方式、教師工作滿意度的關係。五、根據學校本位決策的相關文獻與國內學校本位決策情形的實證研究，提出可供參考的建議。 本研究以自編「學校本位決策工作環境知覺問卷」為工具，抽取臺灣地區160所公、私立國民小學973位教師為對象，調查其所任教學校符合學校本位決策的現況，以及校長領導方式、教師工滿意度的情形，並探究三者間的關係。本研究將學校本位決策分為「決策參與」、「決策自主」、「決策尊重」、「團體決策」與「家長參與」等五個向度，將校長領導方式分為「民主」與「威權」兩個向度，而將教師工作滿意度區分為「行政管理」、「工作本身」、「校長領導」與「同僚關係」等四個向度。 本研究主要研究發現如下： 一、國小校務決策方式符合學校本位決策的程度 1.學校本位決策情形大致符合。 2.決策自主程度最高，決策尊重程度最低。 3.參與班級事務的決策較多，參與學校事務的決策較少。 4.小型學校的學校本位決策程度高於中、大型學校。 5.女校長領導的學校，其學校本位決策程度高於男校長領導的學校。 6.院轄市的學校，其學校本位決策情形高於省縣轄市與鄉鎮離島的學校。 二、校長領導方式與學校本位決策的關係 1.校長領導方式愈民主，則學校本位決策愈易塑造。 2.校長領導方式愈威權，則學校本位決策愈難塑造。 三、學校本位決策與教師工作滿意度的關係 1.學校本位決策程度愈高，則教師的工作滿意度也愈高。 2.學校決策參與的程度愈高，則教師對行政管理與校長領導的滿意度也愈高。 3.學校決策自主的程度愈高，則教師對行政管理、工作本身、校長領導與同僚關係的滿意度也愈高。 4.學校愈尊重教師的決策，則教師對行政管理與校長領導的滿意度也愈高。 5.學校採用團體決策的程度愈高，則教師對行政管理、工作本身與同僚關係的滿意度也愈高。 6.家長參與學校決策的程度愈高，則教師對校長領導的滿意度也就愈低。 四、校長領導方式、學校本位決策與教師工作滿意度的整體關係 1.校長的民主領導取向會影響學校本位決策情形，而學校本位決策情形也會影響教師的工作滿意度。 2.民主領導較會影響決策參與、自主、尊重、團體決策與家長參與，而威權領導僅會影響決策參與和尊重。 3.決策自主較會影響教師對行政管理、工作本身、校長領導與同僚關係的滿意度，而團體決策影響教師對同僚關係的滿意度，家長參與會影響教師對校長領導的滿意度。 本研究並對學校、教育行政單位與未來研究方向提供以下幾點建議： 一、對學校的建議： 1.領導者應加強民主領導能力的培養，避免採用威權的領導方式；2.給予教師更多自主決策的空間，以提升教師的工作滿意度；3.加強團隊合作，以提高教師的工作滿意度；4.鼓勵家長適度參與，建立親師合作的伙伴關係；5.調整校長的角色扮演，以利學校本位決策的實施；6.授權教師或學生參與決策，減少行政管理上的衝突。 二、對教育行政單位的建議： 1.實施學校本位決策，以提升教師工作滿意度；2.發展小型學校，以利學校本位決策的推行；3.提高非都市地區的決策自主與家長參與，以均衡城鄉決策品質的差異；4.實施學校本位決策時，應以學生學習效果的提高為目標，而非爭奪權力；5.確立中央、地方與學校的權限與責任劃分；6.在開放參與的同時，應強化配套措施的設計。 三、對未來研究的建議： 1.在研究對象方面--擴大研究的群體；2.在研究方法方面--深化研究的脈絡；3.在研究工具方面--增加決策的向度；4.在研究變項方面--探討其他變項的關連。 / The purposes of the study were (1) to understand meanings, objectives, characteristics, principles, reasons of advocacy and theoretical perspectives of school-based decision making（SBDM）； (2) to inquiry into the historical development of SBDM；(3) to analyze its difficulties and strategies when implementing SBDM； (4) to address the relationships among SBDM, the principal's leadership, and teachers' job satisfaction; (5) to propose suggestions based on results. A questionnaire developed in the study was mailed to a total sample of 973 respondents in 160 elementary schools. The relationships among SBDM, principal's leadership style, and teachers' job satisfaction were inquired. From the statistical analysis of the results, the main findings of this study were drawn: 1.It accords with SBDM above average level in the elementary school. Teachers get the most autonomy and the least respect in the process of participation in school decision making. Teachers participate in work-level decisions more than organizational-level decisions. Small schools are more accordant with SBDM than middle schools and large schools. A schools led by a female principal is more accordant with SBDM than a school led by a male principal. Schools in metropolitans are more accordant with SBDM than schools in prefectures, cities, towns, and islands. 2.A principal is more democratic, the school led by him is more accordant with SBDM. Adversely, a principal is more authoritative, the school led by him is less accordant with SBDM. 3.It is more accordant with SBDM in the elementary school, teachers' job satisfaction is greater. Teachers participate in decision making more often, and they feel more satisfactory about school administrative management and principal's leadership. Teachers participate in decision making more autonomous, and they feel more satisfactory about school administrative management, work, principal's leadership, and colleague relationships. Teachers have the respect of the school to participate in decision making more often, and teachers feel more satisfactory about school administrative management and principal's leadership. Teachers make decision through teamwork more often, and they feel more satisfactory about school administrative management, work, and colleague relationships. Parents participate in decision making more often, but teachers feel less satisfactory about school administrative management, work, and colleague relationships. 4.Democratic leadership influences the success of SBDM, and the implementation of SBDM influences teachers' job satisfaction. Democratic leadership increases participative decision making, autonomous decision making, respectful decision making, group decision making, and parents participation. Authoritative leadership decreases participative decision making and respectful decision making. Autonomous decision making influences teachers' job satisfaction about school administrative management, work, principal leadership, and colleague relationship. Group decision making influences teachers' job satisfaction about colleague relationships. Parents participation influences teachers' job satisfaction about principal's leadership. Suggestions for the elementary schools, educational administrative institutions, and future study are provided. Firstly, six suggestions for the elementary schools are as follow： 1.Cultivate democratic leadership；2.Make teachers participate in decision making more autonomous；3.Encourage teamwork；4.Let parents participate in decision making moderately, so build parents-teacher partnership；5.Adjust the principal leadership to feminine leadership style. 6. Include teachers and students in the decision making processes of schooling. Secondly, six suggestions for educational administrative institutions are as follow: 1.Implement SBDM to increase teachers' job satisfaction；2.Diminish scale of a school to make SBDM succeed more easily；3.Let decision making more autonomous and parents participation more often in non-metropolitans；4.Focus the main goal of SBDM on increasing student learning；5.Identify authority and power of the central office, local areas, and schools；6.Implement SBDM along with other relative policies. Finally, four suggestions for future study are as follow: 1.Enlarge scopes of population；2.Adopt much more 0research methods；3.Increase dimensions of participation；4.Study more relative variables with SBDM.

Since the democratic election in 1994 and the publishing of the SA Schools Act on the 16th of November 1996 the South African education system has undergone a fundamental transformation. Pupils are regarded as a specific interest group that stands in a partnership relationship with other interest groups (stakeholders) in the school. The principle of partnership advocated by the South African Schools Act invites pupils to partake in and share responsibility for the governance, organising and funding of public schools. To participate in school management pupils have to be part of participative structures. Two such structures for pupil participation and representation exist in South African schools, namely SRC's and the governing body of the school. The aim of this research is to develop a model for pupil participation in the management of schools and specific attention was given to participative management of pupils on the SRC and governing body of the school. In order to operationalize the above mentioned aim an analysis of the nature of participative management by pupils was done on the basis of theoretical approaches to participative management. Participative management by pupils can only be successful if the following participative management techniques namely pupil participation, pupil empowerment, influence. participative decision-making, delegation, democracy, decentralization, committees and meetings are interwoven with the participative management process. Pupil participation can also be successful if the advantages of such participation is realised by all school interest groups. The structure and functioning of pupil participation in the management activities of the school is reviewed firstly by giving attention to the practices of pupil participation in the education systems of a few international countries. This is done by analizing the structure of each education system, the statutory directives for pupil participation and the structures for pupil participation in these education systems. Secondly the managerial involvement of pupils in the management activities of SRC's and the governing bodies of schools was reviewed, while certain lacunas that resulted from the lack of information were addressed by empirical research. As a result of the preceding criteria a model for pupil participation in school management was developed and certain findings and recommendations were derived from it. / Thesis (Ph.D.)--Potchefstroom University for Christian Higher Education, 2000

Since the democratic election in 1994 and the publishing of the SA Schools Act on the 16th of November 1996 the South African education system has undergone a fundamental transformation. Pupils are regarded as a specific interest group that stands in a partnership relationship with other interest groups (stakeholders) in the school. The principle of partnership advocated by the South African Schools Act invites pupils to partake in and share responsibility for the governance, organising and funding of public schools. To participate in school management pupils have to be part of participative structures. Two such structures for pupil participation and representation exist in South African schools, namely SRC's and the governing body of the school. The aim of this research is to develop a model for pupil participation in the management of schools and specific attention was given to participative management of pupils on the SRC and governing body of the school. In order to operationalize the above mentioned aim an analysis of the nature of participative management by pupils was done on the basis of theoretical approaches to participative management. Participative management by pupils can only be successful if the following participative management techniques namely pupil participation, pupil empowerment, influence. participative decision-making, delegation, democracy, decentralization, committees and meetings are interwoven with the participative management process. Pupil participation can also be successful if the advantages of such participation is realised by all school interest groups. The structure and functioning of pupil participation in the management activities of the school is reviewed firstly by giving attention to the practices of pupil participation in the education systems of a few international countries. This is done by analizing the structure of each education system, the statutory directives for pupil participation and the structures for pupil participation in these education systems. Secondly the managerial involvement of pupils in the management activities of SRC's and the governing bodies of schools was reviewed, while certain lacunas that resulted from the lack of information were addressed by empirical research. As a result of the preceding criteria a model for pupil participation in school management was developed and certain findings and recommendations were derived from it. / Thesis (Ph.D.)--Potchefstroom University for Christian Higher Education, 2000

Tesis por compendio / [ES] El objetivo principal de la presente tesis es dilucidar los aspectos del modelo de habilidades, motivación y oportunidades (modelo AMO) que permitan determinar la relación que existe entre las prácticas de RRHH y la mejora de los resultados a nivel organizacional o individual. El objetivo se vehicula a través de preguntas de investigación específicas. Además, a través de métodos estadísticos evaluamos el alcance y difusión de los sistemas de alta implicación en el contexto laboral español, que posee unas particularidades específicas. Finalmente, investigamos qué modelo de interacción predice mejor la satisfacción laboral a nivel individual, el sumativo o el multiplicativo, lo cual constituye una de las grandes cuestiones no resueltas hasta la fecha. De nuestra investigación se desprende que el modelo AMO proporciona una estructura apropiada para explorar la relación entre la gestión de RRHH y los resultados a distintos niveles. Muchas investigaciones articulan sus análisis en base a las agrupaciones de prácticas planteadas por el modelo, y numerosos estudios confirman los efectos positivos de los sistemas de alta implicación. Sin embargo, no existe un consenso claro que permita generalizar los resultados y establecer una metodología única. De acuerdo con nuestra investigación, existen dos razones. En primer lugar, hay una gran variedad de enfoques metodológicos, que conducen a resultados muy diversos. Por otro lado, el modelo AMO se integra en un sistema de relaciones complejo, donde además de los mecanismos que moderan las relaciones internas de los sistemas de RRHH y los resultados, operan otros factores organizacionales, personales y externos. Puesto que existen múltiples realidades, definir políticas que garanticen un modelo de gestión único que se adapte a cualquier situación es complejo. Sin embargo, las evidencias demostradas en la literatura juegan sin duda un papel relevante a la hora de tomar decisiones. Con respecto a la difusión y grado de uso de los sistemas de RRHH en el contexto español, nuestros resultados indican que existe poca influencia de incentivos económicos basados en el rendimiento, quizás debido a la rigidez de la legislación laboral. Los modelos planteados, relacionados con la aplicación formal de sistemas de alta implicación tampoco predicen en gran medida los resultados individuales, aunque sí apuntan a que la categoría de habilidades, y en menor medida la de oportunidades tienen un efecto mayor sobre la satisfacción laboral. Sin embargo, observamos que muchos empleados tienen percepciones positivas en relación con la capacidad de participación, el trabajo en equipo, el intercambio de información, o la formación en el puesto de trabajo, que podrían no estar vinculadas con el diseño y la implantación formal de sistemas de RRHH. En este sentido, algunos estudios evidencian las diferencias entre España y otros países de referencia en relación con la utilización de prácticas de alta implicación. Esta tesis ofrece diversas contribuciones. En primer lugar, realizamos una síntesis exhaustiva de las características del modelo AMO y sus implicaciones teóricas y prácticas, y señalamos los aspectos que dificultan la generalización de resultados. En segundo lugar, analizamos el grado de uso de los sistemas de alta implicación en el contexto español, señalando las posibles carencias. Nuestras conclusiones pueden fomentar el desarrollo de medidas para incrementar la participación de los empleados, así como para romper las barreras que ralentizan la implantación de los sistemas de alta implicación. Por último, evaluamos la validez de los enfoques sumativo y multiplicativo del modelo para predecir la satisfacción laboral. Contribuimos de este modo al creciente interés por las percepciones de los empleados y los resultados a nivel individual, así como a la conveniencia de explorar enfoques distintos al aditivo para confirmar las supuestas sinergias de los sistemas de alta implicación. / [CA] L'objectiu principal de la present tesi és dilucidar els aspectes del model d'habilitats, motivació i oportunitats (model AMO) que permeten determinar la relació que existeix entre les pràctiques de RRHH i la millora dels resultats a nivell organitzacional o individual. L'objectiu es vehicula a través de preguntes d'investigació específiques. A més, a través de mètodes estadístics avaluem l'abast i difusió dels sistemes d'alta implicació en el context laboral espanyol, que posseeix unes particularitats específiques. Finalment, investiguem quin model d'interacció prediu millor la satisfacció laboral a nivell individual, el sumatiu o el multiplicador, la qual cosa constitueix una de les grans qüestions no resoltes fins hui. De la nostra investigació es desprén que el model AMO proporciona una estructura apropiada per a explorar la relació entre la gestió de RRHH i els resultats a diferents nivells. Moltes investigacions articulen les seues anàlisis sobre la base de les agrupacions de pràctiques plantejades pel model, i nombrosos estudis confirmen els efectes positius dels sistemes d'alta implicació. No obstant això, no existeix un consens clar que permeta generalitzar els resultats i establir una metodologia única. D'acord amb la nostra investigació, existeixen dues raons. En primer lloc, hi ha una gran varietat d'enfocaments metodològics, que condueixen a resultats molt diversos. D'altra banda, el model AMO s'integra en un sistema de relacions complex, on a més dels mecanismes que moderen les relacions internes dels sistemes de RRHH i els resultats, operen altres factors organitzacionals, personals i externs. Com que existeixen múltiples realitats, definir polítiques que garantisquen un model de gestió únic que s'adapte a qualsevol situació és complex. No obstant això, les evidències demostrades en la literatura juguen sens dubte un paper rellevant a l'hora de prendre decisions. Respecte a la difusió i grau d'ús dels sistemes de RRHH en el context espanyol, observem diversos aspectes. Els nostres resultats indiquen que existeix poca influència d'incentius econòmics basats en el rendiment, potser a causa de la rigidesa de la legislació laboral. Els models plantejats, relacionats amb l'aplicació formal de sistemes d'alta implicació tampoc prediuen en gran manera els resultats individuals, encara que sí que apunten al fet que la categoria d'habilitats, i en menor mesura la d'oportunitats tenen un efecte major sobre la satisfacció laboral. No obstant això, observem que molts empleats tenen percepcions positives en relació amb la capacitat de participació, el treball en equip, l'intercanvi d'informació, o la formació en el lloc de treball, que podrien no estar vinculades amb el disseny i la implantació formal de sistemes de RRHH. En aquest sentit, alguns estudis evidencien les diferències entre Espanya i altres països de referència en relació amb la utilització de pràctiques d'alta implicació. Aquesta tesi ofereix diverses contribucions. En primer lloc, realitzem una síntesi exhaustiva de les característiques del model AMO i les seues implicacions teòriques i pràctiques, i assenyalem els aspectes que dificulten la generalització de resultats. En segon lloc, analitzem el grau d'ús dels sistemes d'alta implicació en el context espanyol, assenyalant les possibles mancances. Les nostres conclusions poden fomentar el desenvolupament de mesures per a incrementar la participació dels empleats, així com per a trencar les barreres que alenteixen la implantació dels sistemes d'alta implicació. Finalment, avaluem la validesa dels enfocaments sumatiu i multiplicador del model per a predir la satisfacció laboral. Contribuïm d'aquesta manera al creixent interés per les percepcions dels empleats i els resultats a nivell individual, així com a la conveniència d'explorar enfocaments diferents a l'additiu per a confirmar les suposades sinergies dels sistemes d'alta implicació. / [EN] The main objective of this thesis is to elucidate the aspects of the abilities, motivation, and opportunities model (AMO model) that allow determining the relationship between HR practices and organizational or individual results improvement. The objective is conveyed through specific research questions. In addition, we assess the scope of high-involvement work systems (HIWS) in the Spanish labour context, which has specific particularities. Finally, we compare the predictive capacity of the summative and multiplicative approaches at the individual level, which is one of the unresolved questions to date. Our research shows that the AMO model provides an appropriate structure for exploring the relationship between HR management and outcomes at different levels. Many studies articulate their analyses based on the groupings of practices proposed by the model, and numerous studies confirm the positive effects of HIWS. However, there is no clear consensus to generalize the results and establish a single methodology. According to our research, there are two main reasons. First, there is a wide range of methodological approaches, which lead to very mixed results. On the other hand, the AMO model is integrated into a complex system of relationships, where in addition to the mechanisms that moderate the internal relationships of HR systems and the results, other organizational, personal, and external factors that shape these relationships operate. Since there are multiple realities, defining policies guaranteeing a single management model that adapts to any situation is complex. However, the evidence demonstrated in the HR literature undoubtedly plays an important role when making decisions. We observe several facets regarding the use of HR systems in the Spanish context. Our results indicate little influence of performance-based incentives, perhaps due to the rigidity of labour legislation. Concerning the formal implementation of HIWS, our proposed models do not predict, to a large extent, variations in job satisfaction, although abilities and opportunities categories have greater effects than motivation. Nevertheless, many employees have positive perceptions regarding engagement, teamwork, information sharing, or on-the-job training, which may not be linked to the formal implementation of HR systems. In this sense, some studies show differences between Spain and other reference countries concerning the use of HIWP. This thesis offers several contributions. First, we offer an exhaustive synthesis of the AMO model features and its theoretical and practical implications, and we point out the aspects that hinder the generalization of results. In-depth knowledge of the model acts as a guide for future research. Secondly, we analyse the degree of use of HIWS in the Spanish context, pointing out the possible shortcomings. Our conclusions may promote the development of policies to increase employee autonomy and participation, job satisfaction, and competitiveness, as well as to break down the institutional and cultural barriers that slow the implementation of HIWS. Finally, we assess the validity of the model's summative and multiplicative approaches to predicting job satisfaction. We thus contribute to the growing interest in employee perceptions and outcomes at the individual level and the desirability of exploring approaches other than additive to confirm the supposed synergies of HIWS. / Martínez Tomás, J. (2022). Especificación del modelo de habilidades, motivación y oportunidades (AMO) como multiplicativo o aditivo y comprobación de su validez en su aplicación a las prácticas de alta implicación de recursos humanos enfocadas a la mejora continua [Tesis doctoral]. Universitat Politècnica de València. https://doi.org/10.4995/Thesis/10251/191463 / Compendio

Text in Afrikaans / Summaries in Afrikaans and English / Bemagtiging van verpleegkundiges in gesondheidsdienste in Suid-Afrika bly 'n voortdurende kwessie en die mate waartoe verpleegbestuur verpleegkundiges bemagtig om outonoom op te tree, is onbekend. Wanneer verpleegkundiges bemagtig is, lei dit tot verbeterde pasientsorg deur middel van verhoogde produktiwiteit en werktevredenheid. Die wyse waarop bemagtiging van verpleegkundiges meet geskied is nog nie in SuidAfrika in diepte ondersoek nie. Die doel van hierdie studie was om daardie elemente wat vir die verpleegbestuurder noodsaaklik is om verpleegkundiges te kan bemagtig, te identifiseer. Deur middel van 'n beskrywende, ontdekkende studie wat van 'n vraelys gebruik gemaak het om inligting te bekom, is die nodige elemente gei'soleer. Verpleegbestuurders in gesondheidsdienste in die Gauteng-area het as teikengroep gedien. Definisies van bestuursbemagtiging is geanaliseer ten einde 'n konseptuele raamwerk te ken saamstel. Ses konsepte het die raamwerk vir hierdie studie gevorm, naamlik: • die bydrae van bestuurstrukture tot die bemagtiging van verpleegkundiges; • die rel van magsdeling in die bemagtiging van verpleegkundiges; • deelnemende besluitneming in die bemagtiging van verpleegkundiges; • die verpleegbestuurder se vaardighede en verantwoordelikhede in haar daaglikse taakontwerp en bestuur wat tot die bemagtiging van verpleegkundiges bydra; • motivering- en beloningstrategiee wat tot bemagtiging bydra; en • eienskappe wat kenmerkend van 'n bemagtigende verpleegbestuurder is. Uit die ontleding van die data het die volgende belangrike elemente ender andere na vore gekom: • Daar behoort gedesentraliseerde verspreiding van mag na die laagste moontlike vlak in die gesondheidsdiens plaas te vind; • Die voorstelle van verpleegkundiges behoort erken en indien aanvaarbaar, geimplementeer te word; • Gesag behoort op so n wyse gedelegeer te word dat onafhanklike besluitneming bevorder word; • Verpleegkundiges se take behoort sodanig ontwerp te word dat onafhanklike optrede in die werkplek bevorder word. Die bevindinge van hierdie studie het getoon dat verpleegbestuurders positief ingestel is betreffende die bemagtiging van verpleegkundiges. Hulle beskou dit as deel van hulle bestuursfunksie. 'n Uitdaging waarmee die bestuurder van die toekoms te kampe sal he, is die van 'n omvattende begrip vir personeellede en om van beheer deur middel van streng burokratiese reels, af te sien. / Empowerment of nurses in health services in South Africa remains an ongoing issue, but the extent to which nursing management empowers nurses to act autonomously is not known. When nurses are empowered patient care and nursing services improve through enhanced productivity and job satisfaction. The way in which nurses could be empowered by management has yet to be addressed by researchers in South Africa. The aim of the present study was to identify those essential elements through which nurse managers can empower nurses. By making use of a descriptive exploratory study, utilizing a questionnaire to acquire the necessary information, the essential elements were isolated. Nurse managers in health services in the Gauteng region formed the target group. Definitions of empowerment in management were analyzed and from this a conceptual framework regarding empowerment was formulated. Six concepts served as the basis of this study: • the contribution of management structures, towards the empowerment of nurses; • the role of power-sharing in the empowerment of nurses; • participative decision making in the empowerment of nurses; • the management skills and responsibilities of the nurse manager in her daily task design and management that contribute to the empowerment of nurses; • motivation and reward strategies that contribute towards empowerment; • attributes which characterise an empowered nurse manager. From the analysis of. the data the following important elements among others emerged: • Decentralization of the distribution of power to the lowest possible level should take place in the health services; • The suggestions of nurses should be acknowledged and if found acceptable, to be implemented; • Authority should be delegated in such a way that independent decision making by nurses is enhanced; • Nurses' tasks should be designed in a way that promote independent performance in the work place. The findings of this study revealed that nurse managers are favourably disposed towards the empowerment of nurses. They see this as part of their managerial function. A challenge which confronts the manager of the future is that of comprehensively understanding staff members, and setting aside control through bureaucratic behaviour. / Health Studies / D. Litt. et Phil.

Text in Afrikaans / Summaries in Afrikaans and English / Bemagtiging van verpleegkundiges in gesondheidsdienste in Suid-Afrika bly 'n voortdurende kwessie en die mate waartoe verpleegbestuur verpleegkundiges bemagtig om outonoom op te tree, is onbekend. Wanneer verpleegkundiges bemagtig is, lei dit tot verbeterde pasientsorg deur middel van verhoogde produktiwiteit en werktevredenheid. Die wyse waarop bemagtiging van verpleegkundiges meet geskied is nog nie in SuidAfrika in diepte ondersoek nie. Die doel van hierdie studie was om daardie elemente wat vir die verpleegbestuurder noodsaaklik is om verpleegkundiges te kan bemagtig, te identifiseer. Deur middel van 'n beskrywende, ontdekkende studie wat van 'n vraelys gebruik gemaak het om inligting te bekom, is die nodige elemente gei'soleer. Verpleegbestuurders in gesondheidsdienste in die Gauteng-area het as teikengroep gedien. Definisies van bestuursbemagtiging is geanaliseer ten einde 'n konseptuele raamwerk te ken saamstel. Ses konsepte het die raamwerk vir hierdie studie gevorm, naamlik: • die bydrae van bestuurstrukture tot die bemagtiging van verpleegkundiges; • die rel van magsdeling in die bemagtiging van verpleegkundiges; • deelnemende besluitneming in die bemagtiging van verpleegkundiges; • die verpleegbestuurder se vaardighede en verantwoordelikhede in haar daaglikse taakontwerp en bestuur wat tot die bemagtiging van verpleegkundiges bydra; • motivering- en beloningstrategiee wat tot bemagtiging bydra; en • eienskappe wat kenmerkend van 'n bemagtigende verpleegbestuurder is. Uit die ontleding van die data het die volgende belangrike elemente ender andere na vore gekom: • Daar behoort gedesentraliseerde verspreiding van mag na die laagste moontlike vlak in die gesondheidsdiens plaas te vind; • Die voorstelle van verpleegkundiges behoort erken en indien aanvaarbaar, geimplementeer te word; • Gesag behoort op so n wyse gedelegeer te word dat onafhanklike besluitneming bevorder word; • Verpleegkundiges se take behoort sodanig ontwerp te word dat onafhanklike optrede in die werkplek bevorder word. Die bevindinge van hierdie studie het getoon dat verpleegbestuurders positief ingestel is betreffende die bemagtiging van verpleegkundiges. Hulle beskou dit as deel van hulle bestuursfunksie. 'n Uitdaging waarmee die bestuurder van die toekoms te kampe sal he, is die van 'n omvattende begrip vir personeellede en om van beheer deur middel van streng burokratiese reels, af te sien. / Empowerment of nurses in health services in South Africa remains an ongoing issue, but the extent to which nursing management empowers nurses to act autonomously is not known. When nurses are empowered patient care and nursing services improve through enhanced productivity and job satisfaction. The way in which nurses could be empowered by management has yet to be addressed by researchers in South Africa. The aim of the present study was to identify those essential elements through which nurse managers can empower nurses. By making use of a descriptive exploratory study, utilizing a questionnaire to acquire the necessary information, the essential elements were isolated. Nurse managers in health services in the Gauteng region formed the target group. Definitions of empowerment in management were analyzed and from this a conceptual framework regarding empowerment was formulated. Six concepts served as the basis of this study: • the contribution of management structures, towards the empowerment of nurses; • the role of power-sharing in the empowerment of nurses; • participative decision making in the empowerment of nurses; • the management skills and responsibilities of the nurse manager in her daily task design and management that contribute to the empowerment of nurses; • motivation and reward strategies that contribute towards empowerment; • attributes which characterise an empowered nurse manager. From the analysis of. the data the following important elements among others emerged: • Decentralization of the distribution of power to the lowest possible level should take place in the health services; • The suggestions of nurses should be acknowledged and if found acceptable, to be implemented; • Authority should be delegated in such a way that independent decision making by nurses is enhanced; • Nurses' tasks should be designed in a way that promote independent performance in the work place. The findings of this study revealed that nurse managers are favourably disposed towards the empowerment of nurses. They see this as part of their managerial function. A challenge which confronts the manager of the future is that of comprehensively understanding staff members, and setting aside control through bureaucratic behaviour. / Health Studies / D. Litt. et Phil.