الفهرس 
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Abstract
Structural empowerment is the interpersonal process of providing the proper information, support, resources, and effectiveness of individuals to set and achieve organizational goals. The theoretical framework of the present study is based on kanters (1993) Structural theory of organization empowerment.The structures within organizations that kanter believes particularly important to the growth of empowerment are: having access to information, receiving support, having access to resources necessary to do the job ,and having the opportunity to learn and grow. Psychological empowerment is defined as the psychological state that employees must experience for empowerment interventions to be successful.thus, psychological empowerment is a logical outcome of managerial efforts to create kanters structural conditions of empowerment. Spreitzer (1995) describes four components of psychological empowerment: meating, competence, self-determination, and impact. Strategies proposed in empowerment theories have the potential to reduce job strain and improve employee work satisfaction and performance in restructured health care settings. Empowerment has direct effect on both job strain and job satisfaction, by increasing access to workplace empowerment structures, employees experience feeling of personal empowerment that in turn reduce job strain and increase job satisfaction. There are many sources of job strain in nursing, Occupational stress; in particular psychological gob strain is is defined as high psychological job demands and low job control. Karaseks (1979) demand-control model would seem to be particularlyuseful to measure psychosocial conditions at work. This model is based on the hypothesis that a work situation that is characterized by a combination of high psychological demand and low-decision latitude can increase a persons risk of developing physical or mental health problems.
The present study aims to determine the relationship among structural empowerment, psychological empowerment and psychological job strain among nurses.
The study carried out at three different private hospitals in Alexandria with bed capacity more than (75) beds, namely:El-Salama hospital, El-Almany hospital and Alexandria medical center.The study subjects include all nurses working in the above mentioned setting with at least one year experience in the hospital (N=412) who were available at the time of data collection.
Data for the study were collected through three main scales namely:
1- Conditions of work effectiveness Questionnaire-II (CWEQ-II): the questionnaire dedloped by laschinger et al (2001). That gears towards measuring structural empowerment. The questionnaire consists of 19 items that measure the 6 components of structural empowerment described by kanter (1977) namely: opportunity (3items), information (3items), support (3items), resources (3items), formal power (Job Activities Scale or JAS3 items), and informal power (Organizational Relationship Scale or ORS 4 items).