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Article
Publication date: 11 October 2021

Uttam Chakraborty and Santosh Kumar Biswal

To attain gender equality, a part of sustainable development goals (SDGs) worldwide, there has been a considerable concentration on women entrepreneurship which ultimately…

Abstract

Purpose

To attain gender equality, a part of sustainable development goals (SDGs) worldwide, there has been a considerable concentration on women entrepreneurship which ultimately fosters women empowerment. Therefore, the purpose of this paper is to focus on the dimensions of women’s psychological empowerment, and by improving these dimensions, it will ultimately strengthen empowerment of women entrepreneurs which will help to attain the SDGs results such as gender parity, reducing poverty and social disequilibrium.

Design/methodology/approach

Social cognitive theory, Vroom's expectancy theory and cultural modernization theory are followed to identify the dimensions of psychological empowerment. The present study conducted netnography in the platform of Twitter to understand the dimensions of psychological empowerment among women entrepreneurs.

Findings

The data analysis identifies four psychological women empowerment dimensions, namely, goal internationalization, perceived control, perceived competency and self-esteem.

Originality/value

This study attempts to identify the psychological empowerment dimensions in the context of women entrepreneurs. The study integrates three theories to understand the psychological empowerment of women entrepreneurs.

Details

Management Research Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2040-8269

Keywords

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Article
Publication date: 5 October 2021

Thi Phuong Linh Nguyen and Hau Xuan Doan

The objective of this study is to investigate the relationship between psychological empowerment and employee creativity with the mediating role of creative process…

Abstract

Purpose

The objective of this study is to investigate the relationship between psychological empowerment and employee creativity with the mediating role of creative process engagement and intrinsic motivation by testing the research model.

Design/methodology/approach

Data were collected from in-depth interviews and surveys of 420 Vietnamese telecommunications enterprises employees. To test models and hypotheses, the collected data has been processed through Cronbach's alpha analysis, exploratory factor analysis (EFA), confirmatory factor analysis (CFA) and structural equation modeling (SEM) using SPSS 22.0 and AMOS 24.0 tools.

Findings

The results confirm that psychological empowerment has a positive direct and indirect relationship through creative process engagement and intrinsic motivation with employee creativity.

Research limitations/implications

The main limitation of this paper is that a full study of the impact of leadership style on psychological empowerment and psychological empowerment to employee creativity should be conducted in the future at Vietnamese telecommunications enterprises.

Practical implications

Telecommunications enterprises managers who want to stimulate employee creativity need to pay attention to empowering workers and creating conditions for them to participate in the creative process when doing work.

Originality/value

The main contribution of this research is to apply theories of psychological empowerment, self-determination and composition theory of creativity to understand the relationship between psychological empowerment, creative process engagement, intrinsic motivation and employee creativity of telecommunications enterprises employees in the context of a developing country in Asia.

Details

International Journal of Emerging Markets, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1746-8809

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Article
Publication date: 5 October 2021

Mukesh Pal, Hemant Gupta and Yogesh C. Joshi

Women empowerment becomes an important policy discussion in development economics and modernization theory. The empowerment of women can lead to an increase in the quality…

Abstract

Purpose

Women empowerment becomes an important policy discussion in development economics and modernization theory. The empowerment of women can lead to an increase in the quality viz-a-viz the capacity of human resources accessible for economic development. The purpose of this study is to evidence the impact of social and economic dimensions on women empowerment through financial inclusion in rural India.

Design/methodology/approach

To reveal the research objective, the study has utilized a primary survey of women respondents from the Gujarat state of India by a simple random sampling method and applied a logistic regression approach to identify the relationship between the need of a bank account (determinant of financial inclusion) as a dependent variable and social and economic dimensions of women empowerment such as earning status, participation in financial decision-making, recipient of social welfare schemes and perception towards the safety of saving as independent variables.

Findings

The results of this study show that earning status, participation in financial decision-making at household level and recipient of social welfare schemes by women have a significant impact on women empowerment through financial inclusion; however, safety of their savings is observed as an insignificant variable, yet the odd value is very high (2.437) in the present study.

Originality/value

The present study is the first of its kind to examine the social and economic status of women and its impact on their requirement of a formal bank account for the overall empowerment of women in rural India.

Details

Equality, Diversity and Inclusion: An International Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2040-7149

Keywords

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Article
Publication date: 24 September 2021

Jeevita Muniandi, Christopher Richardson and Yashar Salamzadeh

The purpose of this study is to investigate the relationship between ethical leadership and the quality of the manager-subordinate relationship, as well as the moderating…

Abstract

Purpose

The purpose of this study is to investigate the relationship between ethical leadership and the quality of the manager-subordinate relationship, as well as the moderating effect of female employees’ psychological empowerment on this relationship.

Design/methodology/approach

This is quantitative research in which an online questionnaire was distributed to female subordinates from multinational enterprises in Malaysia (n = 120). A partial least square is used for analysis in this research.

Findings

The findings confirm a strong positive correlation between all the seven ethical leadership dimensions and the quality of manager-subordinate relationship (leader member exchange). However, the moderating effect of psychological empowerment was found to be insignificant for two of the seven dimensions of ethical leadership.

Originality/value

This study contributes to highlighting new perspectives of women empowerment. Moreover, it also uncovers psychological factor that influences manager-subordinate relationship using cognitive evaluation theory. The seven dimensions of ethical leadership have not been tested in the past studies (only identified, not tested separately).

Details

Gender in Management: An International Journal , vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1754-2413

Keywords

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Article
Publication date: 30 September 2014

Steven H. Appelbaum, Robin Karasek, Françis Lapointe and Kim Quelch

The purpose of the paper is to uncover and synthesise the main factors that affects and determines the success or failure of empowerment initiatives from a macro and micro…

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3426

Abstract

Purpose

The purpose of the paper is to uncover and synthesise the main factors that affects and determines the success or failure of empowerment initiatives from a macro and micro perspective.

Design/methodology/approach

A thorough review of scholarly articles and empirical evidence was conducted on the topic of empowerment in order to bring to light the correlation between the different factors affecting structural empowerment, psychological empowerment and the effect of leadership style.

Findings

It has been determined that a team based structure and a culture based on trust and open communication are the key factors affecting the successful implementation of empowerment. Furthermore, although, many positive points can be made for transformational leadership, transactional leadership cannot be discounted as the research shows that the right combination of incentives and rewards, coupled with a certain organisational culture can breed empowerment among certain types of employees.

Research limitations/implications

Going forward in terms of research on the increasingly popular concept of empowerment, it is believed that a more fully integrated model should be developed. Although some models do incorporate analysis of various macro and micro variables a more comprehensive and encompassing model would prove useful. Such a model would allow for a far more in-depth understanding of empowerment and its defining factors and would provide an invaluable tool to organisations wishing to implement empowerment in the most optimal way.

Practical implications

In applying a combination of theories on empowerment, leadership and individuals as part of an organisation, the authors posit that empowerment initiatives are predisposed to either success or failure. In order for empowerment to permeate the corporate culture and prove successful, the predispositions of decentralised management and personal ambition are strong factors of success.

Social implications

The authors postulate that the deciding factors regarding the success or failure of empowering an employee originate from the employees themselves. Even though employees can adopt new corporate cultures and be transformed by their leaders, their core traits remain the same and will have a decisive impact on the eventual success or failure of empowerment initiatives.

Originality/value

Going forward in terms of research on the increasingly popular concept of empowerment, it is believed that a more fully integrated model should be developed. Although some models do incorporate analysis of various macro and micro variables, a more comprehensive and encompassing model would prove useful.

Details

Industrial and Commercial Training, vol. 46 no. 7
Type: Research Article
ISSN: 0019-7858

Keywords

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Article
Publication date: 1 November 1998

Jay Klagge

Empowerment has been added to the long list of environmental hazards facing the organizationally endangered species known as “middle managers”. For the sake of balance and…

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2396

Abstract

Empowerment has been added to the long list of environmental hazards facing the organizationally endangered species known as “middle managers”. For the sake of balance and interest, the author asked middle managers for their views regarding empowerment. This article presents the views of middle managers along with those found in the literature. Definitions are set forth, pros and cons are covered, and dos and don’ts are delineated. The author closes with the following advice for those seeking to implement empowerment: organizations should set the unifying vision for empowerment at the top management level; organizations should train and develop their line employees prior to giving them full empowerment; and organizations should rely on middle managers to provide two‐way communication and coaching for line employees as they are trained for empowerment. The article concludes that organizations should view middle managers as “bridges” rather than “blockages” to the implementation of empowerment.

Details

Journal of Management Development, vol. 17 no. 8
Type: Research Article
ISSN: 0262-1711

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Article
Publication date: 1 March 2003

Manuela Pardo del Val and Bruce Lloyd

This paper aims to contribute to the empowerment literature by providing a concrete definition of the topic and thus a way of measuring the empowerment level in…

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6949

Abstract

This paper aims to contribute to the empowerment literature by providing a concrete definition of the topic and thus a way of measuring the empowerment level in organisations. The tool designed to measure empowerment – resulting from the previous theoretical definition – has been proved to be a scale, fulfilling the necessary properties: reliability and validity. It has been tested on a sample of Spanish firms, concluding that it follows a Normal distribution, whereas 20 per cent of the companies apply a less participative style and 20 per cent could be described as empowered. Measuring empowerment not only serves to know how many companies use empowerment practices but also can be used to delve deeper into relationships between empowerment levels and other managerial concepts, such as the effects of empowerment on organisational change, on quality, or even on organisational performance.

Details

Leadership & Organization Development Journal, vol. 24 no. 2
Type: Research Article
ISSN: 0143-7739

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Article
Publication date: 1 March 1997

Joanne C. Neher and Samuel M. Natale

The concept of empowerment is very familiar to the human services world where the goal is to empower clients to manage their own lives as much as possible. In the…

Downloads
1358

Abstract

The concept of empowerment is very familiar to the human services world where the goal is to empower clients to manage their own lives as much as possible. In the corporate world, however, empowerment is a fairly new concept. There are issues involved in the infusion of empowerment into the corporate structure which are addressed in this paper. These include the process of developing an empowerment structure that will continue to function, the identification of qualified employees who can manage their workloads within an empowerment system, and the commitment of managers to empowerment as a way of meeting production goals. Within the human services system, empowerment is an accepted form of practice. The corporate world is trying to develop this practice in an era of downsizing and redefining of structures. This paper maintains that the development of empowerment found in human services can be transferred to the corporate system because the process of infusing empowerment into each system is relatively the same.

Details

Empowerment in Organizations, vol. 5 no. 1
Type: Research Article
ISSN: 0968-4891

Keywords

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Article
Publication date: 1 December 1997

Margaret Erstad

Among the many fashionable management terms, empowerment refers to a change strategy with the objective of improving both the individual’s and the organization’s ability…

Downloads
10830

Abstract

Among the many fashionable management terms, empowerment refers to a change strategy with the objective of improving both the individual’s and the organization’s ability to act. Reviews the various themes of empowerment with particular reference to articles published between 1994‐1996 in the journal Empowerment in Organizations. The main themes are: creating an empowerment culture; empowerment as a management strategy; training and development for empowered employees; empowered teams and implementation techniques and empowerment and organizational change in the hospitality industry.

Details

International Journal of Contemporary Hospitality Management, vol. 9 no. 7
Type: Research Article
ISSN: 0959-6119

Keywords

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Article
Publication date: 2 February 2015

Steven H. Appelbaum, Robin Karasek, Francis Lapointe and Kim Quelch

The purpose of this paper is to uncover and synthesise the main factors that affects and determines the success or failure of empowerment initiatives from a macro and…

Downloads
3437

Abstract

Purpose

The purpose of this paper is to uncover and synthesise the main factors that affects and determines the success or failure of empowerment initiatives from a macro and micro perspective.

Design/methodology/approach

A thorough review of scholarly articles and empirical evidence was conducted on the topic of empowerment in order to bring to light the correlation between the different factors affecting structural empowerment, psychological empowerment and the effect of leadership style.

Findings

It has been determined that a team based structure and a culture based on trust and open communication are the key factors affecting the successful implementation of empowerment. Furthermore, although, many positive points can be made for transformational leadership, transactional leadership cannot be discounted as the research shows that the right combination of incentives and rewards, coupled with a certain organisational culture can breed empowerment among certain types of employees.

Research limitations/implications

Going forward in terms of research on the increasingly popular concept of empowerment, it is believed that a more fully integrated model should be developed. Although some models do incorporate analysis of various macro and micro variables a more comprehensive and encompassing model would prove useful. Such a model would allow for a far more in-depth understanding of empowerment and its defining factors and would provide an invaluable tool to organisations wishing to implement empowerment in the most optimal way.

Practical implications

In applying a combination of theories on empowerment, leadership and individuals as part of an organisation, the authors posit that empowerment initiatives are predisposed to either success or failure. In order for empowerment to permeate the corporate culture and prove successful, the predispositions of decentralised management and personal ambition are strong factors of success.

Social implications

The authors postulate that the deciding factors regarding the success or failure of empowering an employee originate from the employees themselves. Even though employees can adopt new corporate cultures and be transformed by their leaders, their core traits remain the same and will have a decisive impact on the eventual success or failure of empowerment initiatives.

Originality/value

Going forward in terms of research on the increasingly popular concept of empowerment, it is believed that a more fully integrated model should be developed. Although some models do incorporate analysis of various macro and micro variables, a more comprehensive and encompassing model would prove useful.

Details

Industrial and Commercial Training, vol. 47 no. 1
Type: Research Article
ISSN: 0019-7858

Keywords

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