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1 – 10 of over 31000
Article
Publication date: 7 November 2016

Baek-Kyoo Joo, Doo Hun Lim and Sewon Kim

The purpose of this paper is to examine the influences of psychological capital (PsyCap) on work engagement. It also investigated the role of work empowerment as a…

5795

Abstract

Purpose

The purpose of this paper is to examine the influences of psychological capital (PsyCap) on work engagement. It also investigated the role of work empowerment as a mediator and authentic leadership as a moderator.

Design/methodology/approach

Data were collected from 599 knowledge workers in a Korean conglomerate. For statistical analysis, the authors conducted the confirmatory factor analysis, reliability and correlation analysis, and hierarchical multiple regression analyses.

Findings

The results suggest that employees were highly engaged when they had higher PsyCap. Work empowerment partially mediated the relationship between PsyCap and work engagement. While authentic leadership was found to moderate the relationship between PsyCap and work empowerment, the proposed moderation effect of authentic leadership on the relationship between PsyCap and work engagement turned out to be non-significant.

Research limitations/implications

The sample of this study was focused on knowledge workers in the Korean private sector who are mostly male junior or middle managers. This empirical study relied on a cross-sectional survey method. As the results of exploratory and confirmatory factor analyses, however, common method variance was found not to be of great concern.

Practical implications

HR and OD practitioners can help employees develop more positive attitudes about their work. It is also important to improve employees’ empowerment and engagement level not only by helping employees enhance the level of PsyCap, but also by job enrichment and by developing authentic and supportive leadership.

Originality/value

The contributions of this study to theory lie in the fact that it: took an integrative approach encompassing both personal and contextual factors; introduced relatively new constructs in empowerment and engagement research: PsyCap and authentic leadership; was an international study, based on Korean cultural context.

Details

Leadership & Organization Development Journal, vol. 37 no. 8
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 13 November 2007

Anita M.M. Liu, W.M. Chiu and Richard Fellows

The research objectives are to investigate the perception of work empowerment of quantity surveyors and to determine whether perceived work empowerment is an antecedent of…

4165

Abstract

Purpose

The research objectives are to investigate the perception of work empowerment of quantity surveyors and to determine whether perceived work empowerment is an antecedent of commitment.

Design/methodology/approach

An exploratory study amongst quantity surveyors in four different types of construction industry organisations in Hong Kong is conducted. Data are collected by use of established questionnaires, yielding 136 valid responses.

Findings

Organisational commitment comprises dimensions of effectiveness and continuance. It is found that when the perception of work empowerment increases, organisational commitment increases accordingly. Work empowerment is related to affective commitment rather than continuance commitment. Professional qualification and nationality are positively correlated with both dimensions of organisational commitment. Chinese chartered quantity surveyors show more commitment to their organisations. Generally, male QS shows less continuance commitment and the longer the QS has worked for the organisation (particularly in consultancy firms), the less continuance commitment one has.

Originality/value

The regression analysis supports the relationship of commitment and work empowerment. Work empowerment enhances self‐efficacy and, through motivation and commitment, leads to increased performance and effectiveness.

Details

Engineering, Construction and Architectural Management, vol. 14 no. 6
Type: Research Article
ISSN: 0969-9988

Keywords

Article
Publication date: 23 January 2021

Jessica Vieira de Souza Meira and Murat Hancer

This research developed a conceptual model for the hospitality industry based on the employee-organization relationship using the social exchange theory as the theoretical…

2590

Abstract

Purpose

This research developed a conceptual model for the hospitality industry based on the employee-organization relationship using the social exchange theory as the theoretical framework. This study aims to consider perceived organizational support as the psychological empowerment antecedent, while work engagement and service-oriented organizational citizenship behavior were considered as its outcome. This study also tested psychological empowerment as a mediator of these relationships.

Design/methodology/approach

Data were gathered from a sample of frontline hotel employees and analyzed through partial least squares structural equation modeling. A total of 242 completed and validated questionnaires were used for the analysis.

Findings

Perceived organizational support had a significant relationship with psychological empowerment (through meaning, competence, self-determination and impact), which also had a significant relationship with work engagement (through meaning and impact) and service-oriented organizational citizenship behavior (through meaning, self-determination and impact). Psychological empowerment partially mediated the relationship between perceived organizational support with work engagement and service-oriented organizational citizenship behavior.

Originality/value

Although psychological empowerment is receiving further empirical attention in the hospitality field, little is known about its antecedents and outcomes. Hence, this research extends previous studies using the social exchange theory to fill these literature gaps and create a conceptual model for the hospitality industry based on the employee-organization relationship.

Details

International Journal of Contemporary Hospitality Management, vol. 33 no. 2
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 11 May 2015

Yi Li, Feng Wei, Shenggang Ren and Yang Di

The purpose of this paper is to test the relationship between psychological empowerment and R & D employees’ performance. The moderating effect of locus of control…

7589

Abstract

Purpose

The purpose of this paper is to test the relationship between psychological empowerment and R & D employees’ performance. The moderating effect of locus of control and the mediating effect of intrinsic work motivation are also examined.

Design/methodology/approach

The questionnaires were completed by 209 R & D employees and their immediate supervisors of a large foreign-funded R & D institute in China. Hierarchical regression and bias-corrected bootstrap procedures were used to test the hypotheses.

Findings

Results demonstrate that psychological empowerment is positively related to R & D employees’ task, contextual and innovation performance. The relationship between psychological empowerment and contextual and innovation performance was found to have been moderated by locus of control. Intrinsic work motivation partially mediates the psychological empowerment-work performance relationship.

Research limitations/implications

This is a cross-sectional study, with data limited to a large R & D institute in Shanghai. It did not consider organizational level variables, such as organizational structure and job characteristics.

Practical implications

This study highlights the importance of enhancing psychological empowerment and intrinsic work motivation to promote employees’ work performance. Moreover, the results provide evidence in favor of managerial interventions aimed at motivating employees who differ on locus of control.

Originality/value

This study extends the psychological empowerment literature by first examining the psychological mechanism through which empowerment affects work performance and how this effect is contingent upon individual locus of control. It also provides insight into motivating R & D employees in Chinese context.

Details

Journal of Managerial Psychology, vol. 30 no. 4
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 1 June 2015

Christian Voegtlin, Stephan A. Boehm and Heike Bruch

The purpose of this paper is to examine, theoretically and empirically, whether an employee training program can enhance the collective perception of empowerment of work

5858

Abstract

Purpose

The purpose of this paper is to examine, theoretically and empirically, whether an employee training program can enhance the collective perception of empowerment of work units within an organization. The authors hypothesized that training participation relates to empowerment by enhancing the potency, meaningfulness, impact, and autonomy of the employees.

Design/methodology/approach

The authors collected data at two time points, before and after the training intervention. Over the two periods, the sample consisted of an average of 2,383 employees nested in 36 work units of a large multinational company.

Findings

The results indicated a positive relationship between training participation and increased levels of collective psychological empowerment, with differential effects on the dimensions of empowerment.

Practical implications

This study provides evidence of the positive relationship between training and empowerment, suggesting training effects across levels of analysis. The results indicated dimensions of empowerment that are more and such that are less prone to training. Such knowledge may help to inform organizations in developing training strategies. The authors provide recommendations for a respective training program.

Originality/value

This is one of the first studies to investigate the relationship between training participation of individual employees and shared empowerment perceptions within their work units, adding an important antecedent to the research on empowerment. In addition, the authors propose ways of how individual employees can affect shared perceptions among work-unit members. The study offers insights into the development of empowered work units, the vertical transfer of training across levels of analysis and implications for training programs.

Details

International Journal of Manpower, vol. 36 no. 3
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 12 November 2021

Anupama Singh

This paper aims to examine the factors that mediate and moderate the relationship between psychological empowerment and organizational health. Specifically, work

Abstract

Purpose

This paper aims to examine the factors that mediate and moderate the relationship between psychological empowerment and organizational health. Specifically, work engagement is posited to mediate the relationship between psychological empowerment and organizational health and organizational communication to moderate the relationship between psychological empowerment and work engagement.

Design/methodology/approach

Data were collected from 524 scientists belonging to 10 laboratories of CSIR – an Indian R&D organization. For statistical analysis of moderated-mediation model, hierarchical multiple regression and process macro for SPSS was used.

Findings

Results revealed that work engagement was found to mediate the positive relationship between psychological empowerment and organizational health and organizational communication moderated the influence of psychological empowerment on work engagement. Results of moderated-mediation revealed that mediation of work engagement was moderated by organizational communication such that at higher levels of communication, the mediating effect of work engagement became stronger.

Originality/value

This study extends the understanding of the organizational health concept by studying the mediating effect of work engagement being moderated by organizational communication and its subsequent impact on organizational health.

Details

Management Research Review, vol. 45 no. 2
Type: Research Article
ISSN: 2040-8269

Keywords

Article
Publication date: 30 April 2018

Israr Ahmad and Yongqiang Gao

The purpose of this paper is to investigate the mediating role of psychological empowerment in the relationship between ethical leadership and employee work engagement as…

3817

Abstract

Purpose

The purpose of this paper is to investigate the mediating role of psychological empowerment in the relationship between ethical leadership and employee work engagement as well as the moderating effect of power distance orientation.

Design/methodology/approach

With a multi-wave survey, this paper uses a sample of 251 employees from the banking sector in Pakistan to test the hypotheses.

Findings

The results reveal that psychological empowerment partially mediates the relationship between ethical leadership and employee work engagement. Besides, power distance orientation mitigates the positive relationship between ethical leadership and psychological empowerment as well as the indirect effect of ethical leadership on employee work engagement via psychological empowerment.

Originality/value

This study contributes to the existing ethical leadership literature by identifying psychological empowerment as an additional mediator and power distance orientation as a boundary condition, in the relationship between ethical leadership and employee work engagement.

Details

Management Decision, vol. 56 no. 9
Type: Research Article
ISSN: 0025-1747

Keywords

Article
Publication date: 2 February 2010

Tsung‐Hsien Kuo, Li‐An Ho, Chinho Lin and Kuei‐Kuei Lai

The purpose of this paper is to elicit the determinants of information technology (IT) professional work change and investigates the impact of such changes on IT…

9648

Abstract

Purpose

The purpose of this paper is to elicit the determinants of information technology (IT) professional work change and investigates the impact of such changes on IT professionals. Specifically, this paper investigates the effect of work redesign on two personal outcomes: self‐perceived psychological empowerment and organizational commitment.

Design/methodology/approach

An empirical study is conducted in the field of high‐tech industrial organizations in Taiwan. Data collected from 40 technological companies, located in the Taipei and Hsinchu Science Parks (n=428), are analyzed using structural equation modeling.

Findings

The results confirm that both work redesign and empowerment generate positive and direct influence on employees' commitment. Specially, the effect of work redesign is amplified on employee commitment through the implementation of employee empowerment.

Practical implications

The conceptual structural equation model provides useful information for managers to improve employees' commitment towards their work and the organizations through the proper employee empowerment policies.

Originality/value

As technology continues to change at a rapid pace, IT professionals are required to adapt to new tasks and enhanced roles. The paper demonstrates how work redesign indirectly but positively influences employees' work commitment and illustrates the mediate effect of employee empowerment on employee commitment.

Details

Industrial Management & Data Systems, vol. 110 no. 1
Type: Research Article
ISSN: 0263-5577

Keywords

Article
Publication date: 14 April 2014

Fabian O Ugwu, Ike E. Onyishi and Alma Maria Rodríguez-Sánchez

This study aims to investigate the relationship between organizational trust, psychological empowerment, and employee engagement. In addition, the study seeks to test the…

10084

Abstract

Purpose

This study aims to investigate the relationship between organizational trust, psychological empowerment, and employee engagement. In addition, the study seeks to test the moderating role of psychological empowerment on the relationship between trust and engagement.

Design/methodology/approach

Hierarchical regression analyses were carried out on a sample of 715 employees from seven commercial banks and four pharmaceutical companies in south-eastern Nigeria who participated in the survey.

Findings

The results showed that organizational trust and psychological empowerment were predictors of work engagement. There was a moderating effect of empowerment on the relationship between trust and engagement.

Research limitations/implications

The findings show that organizational trust and psychological empowerment that predict positive job behaviour in Western cultures are also critical in understanding Nigerian workers ' positive organizational behaviour such as work engagement.

Practical implications

For practical purposes, the results suggest that organizational trust may be a significant component of organizational interventions. Given that psychological empowerment is strongly related to work engagement, empowerment intervention programs is therefore important in building employees that would be engaged in their work.

Originality/value

This study was one of the first attempts to empirically investigate the direct relationship among organizational trust, psychological empowerment and employee work engagement. Additionally, most previous studies on engagement have been conducted in developed economies of North America and Europe. This study was carried out in a Nigerian business environment where organizational behaviours have been scarcely investigated and comparing these findings with earlier studies may help further clarify the emerging work engagement concept.

Details

Personnel Review, vol. 43 no. 3
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 12 September 2008

Siew Kien Sia and Boon Siong Neo

This paper aims to clarify the apparent confusion on the work impacts of business process re‐engineering (BPR), specifically, the level of empowerment and work monitoring…

3092

Abstract

Purpose

This paper aims to clarify the apparent confusion on the work impacts of business process re‐engineering (BPR), specifically, the level of empowerment and work monitoring, through the conceptual lens of Panopticon.

Design/methodology/approach

An intensive case study at the Singapore Internal Revenue Services was conducted. Ninety‐nine employees were also surveyed on their perceived empowerment and work‐monitoring pre‐ and post‐BPR.

Findings

The findings revealed intense work monitoring in the post‐BPR environment. For the redesign of routine processes, tighter work monitoring is coupled with continuous efforts to formalize behaviors, leaving little need or scope for real empowerment. Greater empowerment is evident only in the redesign of non‐routine processes, through a Panopticon‐like combination of greater empowerment and higher work monitoring.

Research limitations/implications

The research suggests the applicability of Panopticon as a conceptual lens in understanding and reconciling the apparent contradictions greater empowerment and heightened work monitoring in reengineered workplace. It suggests the need for future research to begin bridging the disparate empowerment and control literature.

Practical implications

The study shows practitioners how they can leverage the discipline of visibility to orchestrate control creatively in a reengineered environment. The glimpses of post‐BPR workplace also help managers to better anticipate change management issues.

Originality/value

The paper addresses an important issue of BPR work impacts. Its suggestion of Panopticon as a conceptual lens also provides a refreshing look at the traditional issues in BPR.

Details

Business Process Management Journal, vol. 14 no. 5
Type: Research Article
ISSN: 1463-7154

Keywords

1 – 10 of over 31000