Empoderamiento psicológico y compromiso organizacional en profesionales de enfermería en una institución hospitalaria

Abstract

Analizar los niveles de EP y CO, su correlación entre sí y con variables sociodemográficas, académicas y laborales. Material y métodos: Estudio cuantitativo, transversal y correlacional en 184 profesionales de enfermería. Se aplicaron escalas validadas para medir EP (Spreitzer) y CO (Meyer y Allen), se utilizaron Rho de Spearman, SEM y prueba exacta de Fisher. Resultados: El 86.4 % presentó nivel alto de EP (competencia: 87.5%; menor en impacto: 61.4 %). El CO fue mayormente intermedio (52.2%) y alto (41.3%), destacando la dimensión afectiva (66.8%). No se halló correlación significativa entre EP y CO (p=0.046; p=0.531). El SEM mostró efecto positivo pero mínimo (β=0.033; R²=0.002). Se identificaron asociaciones entre sexo y compromiso normativo (p=0.018), y entre antigüedad laboral y las dimensiones significado (p=0.040) y autodeterminación (p=0.011). Conclusiones: Aunque el EP fue alto, no se tradujo en mayor CO. Se requieren entornos organizacionales que transformen el empoderamiento individual en compromiso institucional sostenido.

To analyze the levels of Psychological Empowerment (PE) and Organizational Commitment (OC), as well as their correlation with each other and with sociodemographic, academic, and work-related variables. Materials and Methods: A quantitative, cross-sectional, and correlational study was conducted with 184 nursing professionals. Validated scales were applied to measure PE (Spreitzer) and OC (Meyer & Allen). Spearman’s Rho, Structural Equation Modeling (SEM), and Fisher’s exact test were used for data analysis. Results: A total of 86.4% reported a high level of PE (highest in competence: 87.5%; lowest in impact: 61.4%). OC was mostly intermediate (52.2%) and high (41.3%), with the affective dimension being the most prevalent (66.8%). No significant correlation was found between PE and OC (p=0.046; p=0.531). SEM indicated a positive but minimal effect (β=0.033; R²=0.002). Associations were identified between sex and normative commitment (p=0.018), and between job tenure and the dimensions of meaning (p=0.040) and self-determination (p=0.011). Conclusions: Although PE was high, it did not translate into greater OC. Organizational environments are required that can transform individual empowerment into sustained institutional commitment.