الفهرس 
REVIEW OF LITREATURE
Reinforcement theoryOnly 14 pages are availabe for public view
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Abstract
E
mpowerment provides nurses with higher degrees of involvement and greater authority to make decisions on their own. Empowerment does not always have to be used at the expense of control because varying degrees of empowerment are possible. Managers should not be afraid to empower their nurses with the right to make risk decisions. Job satisfaction reflects a degree of congruity between a worker’s expectations of the job, and experience of the job .It expresses the amount of agreement between these expectations and the rewards the job provides. Empowered nurses feel they have control over significant aspects of work and develop, increasing feeling of self-efficacy or an appreciation of their abilities and skills. Self-efficacy has been associated with effective performance. Additionally it is generally implicit that an empowered workplace will be more satisfied, committed and productive.
This process results from changes in contextual and relational variables: the amount and quality of information, the degree of expressed trust and confidence, and perceived responsibility ,which have been underlined themes in which the work on empowerment and they can be influenced at the individual ,group ,and organizational levels.
The present study aimed at identifying sources of work empowerment, assessing levels of job satisfaction, and exploring relationship between work empowerment and job satisfaction among demonstrators and assistant lecturers at nursing faculties. The study was conducted among demonstrators and assistant lecturers working in all departments in faculties of nursing at Cairo, Ain Shams and Mansoura Universities. The subjects of the study involved 217 demonstrators and assistant lecturers at the data collection time. Data for this study were collected by using two tools. These were an empowerment questionnaire and job satisfaction questionnaire.
The results of this study have shown the following most important findings:
There are statistically significant correlation between total empowerment and domains of job satisfaction except satisfaction with supervisors.
Demonstrators and assistant lecturers at faculties of nursing Cairo and Ain Shams Universities were highly empowered (less than three quarter of the study subjects) but they were dissatisfied, while the majority of the study subjects at faculty of nursing, Mansoura University were also highly empowered and satisfied.
Concerning job satisfaction, less than half of the study subjects were satisfied at faculties of nursing, Cairo and Ain Shams Universities, while at the faculty of nursing, Mansoura University more than two-third were satisfied.
The majority of the study subjects at faculties of nursing, Cairo, Ain Shams, and Mansoura Universities were highly empowered.
Total empowerment was high among demonstrators and those with age 25 years old and more but less than 30 years old, and years of experience from 2-6 .
There was no relation between job satisfaction and socio-demographic characteristics except in relation to experience years.
Psychological empowerment among demonstrators and assistant lecturers at faculty of nursing, Mansoura University(95.9%) more than faculty of nursing ,Cairo University(95.1%) ,and faculty of nursing Ain Shams University (88.7%).
Based on the results of this study, it was recommended that:
Demonstrators and assistant lecturers should participate in decisions about their work.
Job responsibilities must be well defined to demonstrators and assistant lecturers and in a written form and they are informed with them at the hiring time.
Facilitating the opportunities of attending programs and meeting in order to develop knowledge.
Facilitating books and internet services to increase chance for knowing more updated knowledge.
Increasing access to resources needed for the work.
Establishing a system of incentives and rewards for demonstrators and assistant lecturers to increase job satisfaction.
Further research was recommended to explain barriers and obstacles that face empowerment.