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Open Access
Article
Publication date: 1 December 2022

Jaya Addin Linando and M. Halim

Building on the conservation of resources (COR) theory, this study aims to investigate employee empowerment’s moderation effect on the relationship of situational (job…

Abstract

Purpose

Building on the conservation of resources (COR) theory, this study aims to investigate employee empowerment’s moderation effect on the relationship of situational (job satisfaction, affective commitment) and dispositional (positive affectivity, emotional intelligence) variables toward the emotional exhaustion of service employees amidst the pandemic.

Design/methodology/approach

In total, 288 service employees from various sectors in Indonesia participate as the study’s respondents. This study applies a two-stage structural equation modeling approach to test the hypotheses.

Findings

The results show that employee empowerment moderates situational and dispositional variables differently. While employee empowerment significantly influences situational variables, a different situation is found on dispositional variables, that employee empowerment does not significantly influence these variables. This study’s findings portray the COR theory in practice and clarify the importance of employee empowerment for employees with particular attributions.

Research limitations/implications

The present study bears four limitations: the cross-sectional design; no exploration of dispositional and situational variables’ antecedents; the findings are limited to the service workers; and lastly, this study only takes Indonesian samples.

Practical implications

From a practical perspective, this study reveals which type of service employees are responsive to empowerment policy and which are prone to experience emotional exhaustion, particularly during a crisis.

Social implications

By understanding what factors determine employee empowerment’s effectiveness, managers could maximize the impacts of their empowerment policies. Subsequently, it will create better service deliveries which might benefit the broader societal scope.

Originality/value

This study contributes to both theoretical and practical understanding. Theoretically, this study adds and promotes using a categorical lens to examine the pattern of interactions between organizations and employees.

Details

RAUSP Management Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2531-0488

Keywords

Article
Publication date: 28 November 2022

Tanushree Mahato, Manish Kumar Jha, Akhaya Kumar Nayak and Neelam Kaushal

The purpose of the paper is to conduct a comprehensive bibliometric analysis and systematic review to examine the research landscape of women empowerment through…

Abstract

Purpose

The purpose of the paper is to conduct a comprehensive bibliometric analysis and systematic review to examine the research landscape of women empowerment through participation in self-help groups (SHGs), identifying the eminent contributors, intellectual communities and future research agenda in the field of SHGs and women empowerment.

Design/methodology/approach

The global works of literature related to the theme of SHGs and women empowerment between 1998 and May 6, 2022 were scanned for bibliometric analysis and systematic review. A total of 176 English language documents from the Scopus database were extracted. Bibliometric analysis is conducted using Biblioshiny and VOSviewer software.

Findings

This study finds that SHGs are paramount in achieving rural women’s empowerment multidimensionally. Found that India is the most contributing country with 136 documents, and Ranjula Bali Swain and Fan Yang Wallentin are the most cited authors in the research field of SHGs and women empowerment. In addition, the paper proposes a comprehensive conceptual framework to portray rudimentary antecedents of women’s empowerment achieved through participation in SHGs.

Practical implications

This bibliometric analysis, along with a systematic review demonstrating a framework encapsulating the principal dimensions of women empowerment and their indicators, will be helpful to practitioners, government, policymakers and researchers working in the area of SHGs and women empowerment.

Originality/value

This study recognizes numerous significant contributions by eminent scholars and presents a concise review of the literature for novice researchers working in the area of SHGs and women empowerment.

Details

Journal of Enterprising Communities: People and Places in the Global Economy, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1750-6204

Keywords

Article
Publication date: 25 October 2022

Areela Khatoon, Saif Ur Rehman, Talat Islam and Yasir Ashraf

Knowledge sharing has become necessary for organizations as it is a source of competitive advantage. Therefore, this study aims to investigate how empowering leadership…

Abstract

Purpose

Knowledge sharing has become necessary for organizations as it is a source of competitive advantage. Therefore, this study aims to investigate how empowering leadership through psychological empowerment encourages employees’ knowledge-sharing (KS) behavior. This study further explores the moderating role of learning goal orientation (LGO) between psychological empowerment and KS behavior.

Design/methodology/approach

This study collected data from 423 employees working in manufacturing and service organizations in two waves on convenience basis to tackle common method variance. The data were analyzed through structural equation modeling.

Findings

The results revealed that empowering leadership helps employees modify their KS behavior both directly and indirectly in the presence of psychological empowerment. Moreover, individuals high in LGO are more likely to involve in KS behavior when psychologically empowered.

Research limitations/implications

This study used a cross-sectional design and suggests management focus on their working environment to enhance knowledge sharing among employees, which is possible through empowering leaders. The study further suggests management not ignore individual attributes during recruitment.

Originality/value

Drawing upon job characteristics model and social exchange theory, this study explores the mediating role of psychological empowerment between empowering leadership and KS behavior and the moderating role of LGO on the association between psychological empowerment and KS behavior.

Details

Global Knowledge, Memory and Communication, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2514-9342

Keywords

Open Access
Article
Publication date: 13 October 2022

Thomas Andersson, Nomie Eriksson and Tomas Müllern

The purpose of the article is to analyze how physicians and nurses, as the two major health care professions, experience psychological empowerment for managerial work.

Abstract

Purpose

The purpose of the article is to analyze how physicians and nurses, as the two major health care professions, experience psychological empowerment for managerial work.

Design/methodology/approach

The study was designed as a qualitative interview study at four primary care centers (PCCs) in Sweden. In total, 47 interviews were conducted, mainly with physicians and nurses. The first inductive analysis led us to the concept of psychological empowerment, which was used in the next deductive step of the analysis.

Findings

The study showed that both professions experienced self-determination for managerial work, but that nurses were more dependent on structural empowerment. Nurses experienced that they had competence for managerial work, whereas physicians were more ignorant of such competence. Nurses used managerial work to create impact on the conditions for their clinical work, whereas physicians experienced impact independently. Both nurses and physicians experienced managerial work as meaningful, but less meaningful than nurses and physicians' clinical work.

Practical implications

For an effective health care system, structural changes in terms of positions, roles, and responsibilities can be an important route for especially nurses' psychological empowerment.

Originality/value

The qualitative method provided a complementary understanding of psychological empowerment on how psychological empowerment interacted with other factors. One such aspect was nurses' higher dependence on structural empowerment, but the most important aspect was that both physicians and nurses experienced that managerial work was less meaningful than clinical work. This implies that psychological empowerment for managerial work may only make a difference if psychological empowerment does not compete with physicians' and nurses' clinical work.

Details

Journal of Health Organization and Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1477-7266

Keywords

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…

3876

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

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…

2527

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

Keywords

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…

7311

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

Keywords

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…

1391

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

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…

11360

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

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…

3644

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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