Auswahl der wissenschaftlichen Literatur zum Thema „Employee empowerment“
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Zeitschriftenartikel zum Thema "Employee empowerment":
Pradhan, Preethi, T. J. Kamlanabhan, R. D. Thulasiraj und V. R. Muraleedharan. „Employee Empowerment“. Journal of Multidisciplinary Research in Healthcare 1, Nr. 1 (01.10.2014): 53–62. http://dx.doi.org/10.15415/jmrh.2014.11005.
Nykodym, Nick, Jack L. Simonetti, Warren R. Nielsen und Barbara Welling. „Employee Empowerment“. Empowerment in Organizations 2, Nr. 3 (Dezember 1994): 45–55. http://dx.doi.org/10.1108/09684899410071699.
Brymer, Robert A. „Employee Empowerment“. Cornell Hotel and Restaurant Administration Quarterly 32, Nr. 1 (Mai 1991): 58–68. http://dx.doi.org/10.1177/001088049103200116.
Boudrias, Jean‐Sébastien, Patrick Gaudreau, André Savoie und Alexandre J. S. Morin. „Employee empowerment“. Leadership & Organization Development Journal 30, Nr. 7 (18.09.2009): 625–38. http://dx.doi.org/10.1108/01437730910991646.
Ward, James A. „Implementing Employee Empowerment“. Information Systems Management 14, Nr. 1 (Januar 1997): 62–65. http://dx.doi.org/10.1080/10580539708907033.
Sanchez, Lynda, und Laura Cralle. „Attaining Employee Empowerment“. Nurse Leader 10, Nr. 2 (April 2012): 38–40. http://dx.doi.org/10.1016/j.mnl.2011.12.010.
Khokher, Nimra Ali, und Abdul Raziq Abdul Raziq. „The Relationship Between Employee Empowerment and Subjective Wellbeing: Evidence from Services-Based SMEs in Pakistan“. Lahore Journal of Business 5, Nr. 2 (01.03.2017): 81–99. http://dx.doi.org/10.35536/ljb.2017.v5.i2.a5.
Weidenstedt, Linda. „Employee Empowerment and Paternalism: A Conceptual Analysis of Empowerment's Embeddedness in Communicative Contexts“. management revue 31, Nr. 4 (2020): 444–64. http://dx.doi.org/10.5771/0935-9915-2020-4-444.
Merry, Liz Zeny, und Faroman Syarief. „THE EFFECT OF EMPOWERMENT, EMPLOYEE ENGAGEMENT AND ORGANIZATIONAL COMMITMENT TOWARDS PERFORMANCE OF GOVERNMENTAL-EMPLOYEES OF FINANCIAL-MANAGEMENT“. IJHCM (International Journal of Human Capital Management) 1, Nr. 01 (30.07.2017): 152–63. http://dx.doi.org/10.21009/ijhcm.01.01.12.
Merry, Liz Zeny, und Faroman Syarief. „THE EFFECT OF EMPOWERMENT, EMPLOYEE ENGAGEMENT AND ORGANIZATIONAL COMMITMENT TOWARDS PERFORMANCE OF GOVERNMENTAL-EMPLOYEES OF FINANCIAL-MANAGEMENT“. IJHCM (International Journal of Human Capital Management) 1, Nr. 01 (30.07.2017): 152–63. http://dx.doi.org/10.21009/ijhcm.011.012.
Dissertationen zum Thema "Employee empowerment":
Menon, Sanjay T. „Employee empowerment : definition, measurement and construct validation“. Thesis, McGill University, 1995. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=29088.
An analysis of the construct of power from a psychological perspective yielded three dimensions of power: power as perceived control, power as perceived competence and power as being energized toward valued goals. Based on this analysis and a review of existing literature on empowerment, the empowered state was defined as a cognitive state perceived control, perceived competence and goal internalization. Building on this definition, a number of antecedents and of empowerment were examined leading to theoretical propositions and testable hypotheses.
The empirical test of the proposed theoretical framework was carried out in two stages. Phase I was devoted to the development of a psychometrically sound measure of empowerment. Phase II was concerned with construct validation through the testing of hypotheses relating the empowerment construct to other established constructs.
The empirical results supported the view that empowerment is a construct conceptually distinct from other constructs such as delegation, self-efficacy and intrinsic task motivation. The proposed multi-dimensional nature of empowerment was also strongly supported. In addition, organizational and job level context factors as well as select managerial behaviors were identified as possibile antecedents of empowerment. Empowerment was also found to be significantly related to a number of outcome variables including job satisfaction, job involvement and organizational commitment. The thesis concludes with implications for managerial practices and suggestions for future research.
Hermawan, Aji. „Analysing variations in employee empowerment in Indonesia“. Thesis, University of Manchester, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.488985.
Turner, Jon T. Jr. „Employee empowerment: Relationships between location in the hierarchy, span of control, and industry type on perceptions of empowerment“. Thesis, University of North Texas, 2006. https://digital.library.unt.edu/ark:/67531/metadc5306/.
Gqamane, Zukiswa. „An investigation of the empowerment needs of councillors with reference to the King Sabata Dalindyebo local municipality, province of the Eastern Cape“. Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/d1010168.
Yacobucci, Peter. „Antecedents of employee extra work effort: The importance of employee empowerment and organizational commitment“. Diss., The University of Arizona, 2003. http://hdl.handle.net/10150/280336.
Philamon, Jan Elizabeth, und n/a. „Influences on Employee Empowerment, Commitment and Well-Being in a Gambling Industry“. Griffith University. School of Applied Psychology, 2004. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20041013.114742.
Philamon, Jan Elizabeth. „Influences on Employee Empowerment, Commitment and Well-Being in a Gambling Industry“. Thesis, Griffith University, 2004. http://hdl.handle.net/10072/365192.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Applied Psychology (Health)
Full Text
Williamson, Kathleen M. „Home health care nurses' perceptions of empowerment“. Access to citation, abstract and download form provided by ProQuest Information and Learning Company; downloadable PDF file, 150 p, 2005. http://proquest.umi.com/pqdweb?did=954038861&sid=5&Fmt=2&clientId=8331&RQT=309&VName=PQD.
Lingenfelder, Delmarie. „Die ontwikkeling en empiriese evaluering van n verduidelikende strukturele sielkundige bemagtigingsmodel“. Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/97282.
AFRIKAANSE OPSOMMING: Die navorsingstudie spruit voort uit ʼn dringende behoefte om die faktore te verstaan wat daartoe bydra dat sekere werknemers meer geneig is om te wil groei en wat organisasies gevolglik kan doen om werknemers te motiveer en meer te wil ontwikkel. Etlike faktore gee aanleiding tot ʼntekort aan lynbestuurders en die feit dat die begeerte om te groei ʼn skaars karaktereienskap by werknemers is. Sekere konstrukte is beheerbaar, terwyl ander nie beheerbaar is nie. Deur die beheerbare faktore te identifiseer, stel organisasies en bestuurders in staat om aksieplanne te implementeer om die impak van die konstrukte en die afwesigheid van sielkundige eienaarskap in die werksplek te verminder. Aksieplanne soos bevordering van sielkundige eienaarskap mag daartoe lei om die hoeveelheid lynbestuurders te vergroot. Dit sal bydra om tekorte uit te wis en uitdagende omstandighede die hoof te bied. Bewese navorsing oor die implementering van ʼn gestruktureerde werknemerbemagtigingsprogram kan bydra om hierdie uitdaging van die afwesigheid van sielkundige eienaarskap te oorkom. Die lynbestuurder en sy/haar bevoegdheid is ʼn sleutelrolspeler in sodanige program en die bestuur van werknemers. Hierdie studie het ten doel om ʼn bestaande sielkundige bemagtigingsmodel vir lynbestuurders te herevalueer en addisionele veranderlikes voor te stel wat organisasie-uitkomste soos werkstevredenheid, werknemerdoeltreffendheid, organisasie-verbondenheid en voorneme om te bedank beïnvloed. As lynbestuurders en organisasies verstaan watter lynbestuurbevoegdhede organisasie-uitkomste beïnvloed, asook die manier waarop hierdie bevoegdhede op sodanige uitkomste inwerk, kan hulle toegerus word om prosesse en programme te formuleer wat tot die behoud van ʼn vaardigheid in die organisasie kan bydra. Die studie en die operasionalisering van die sielkundige bemagtigingsbevoegdhede was onsuksesvol. Die gevolgtrekking word gemaak dat die voorgestelde model gereduseer moes word en talentbestuur se latente veranderlikes uit die model verwyder moes word. Modelpassing was swak met betrekking tot die gereduseerde model. Modelspesifieke wysigings wat aangebring is, was gebaseer op modifikasie-indeksvoorstelle wat uit die data afleibaar was. Met verwysing na die gewysigde model is goeie passing getoon en ondersteuning van alle fasette en bene gevind. Daar word aanbeveel dat navorsing oor kruisvalidasie met betrekking tot die gewysigde gereduseerde model gedoen word.
Black, Janice Adele. „The relationship of human resource development manager empowerment to organizational conditions“. Diss., This resource online, 1993. http://scholar.lib.vt.edu/theses/available/etd-10022007-145213/.
Bücher zum Thema "Employee empowerment":
Bloom, Daniel T. Employee Empowerment. New York : Routledge, 2020.: Productivity Press, 2020. http://dx.doi.org/10.4324/9780429400735.
Klose, Allen J. Breaking the chains: The empowerment of employees : how to evaluate, monitor, and improve employee empowerment levels. Lincoln, NE: Continental Business Books, 1993.
McClenaghan, Gary R. Employee empowerment-opportunities and problems. London, Canada: Western Business School, University of Western Ontario, 1992.
Wilson, Terry. The empowerment manual. Aldershot, England: Gower, 1996.
Long, L. Kristi. Empowering employees. Chicago: Irwin, 1996.
Ron, Johnson. The art of empowerment: The profit and pain of employee involvement. London: Financial Times/Pitman Pub., 1998.
Plunkett, Lorne C. Participative management: Implementing empowerment. New York: Wiley, 1991.
Thompson, Colin J. M. Becoming the best: Empowering employees to deliver service excellence. Bedford: IFS International, 1994.
Ortigas, Carmela D. Training for empowerment: Formulated for the Foundation for Educational Evolution and Development, FEED. Quezon City: Office of Research and Publications, School of Arts and Sciences, Ateneo de Manila University, 1993.
Kinlaw, Dennis C. The practice of empowerment: Making the most of human competence. Aldershot, England: Gower, 1995.
Buchteile zum Thema "Employee empowerment":
Romero, Steven. „Employee Empowerment“. In Eliminating “Us and Them”, 185–87. Berkeley, CA: Apress, 2011. http://dx.doi.org/10.1007/978-1-4302-3645-0_18.
Bloom, Daniel T. „Introduction“. In Employee Empowerment, 1–4. New York : Routledge, 2020.: Productivity Press, 2020. http://dx.doi.org/10.4324/9780429400735-1.
Bloom, Daniel T. „How Do We Define Empowerment?“ In Employee Empowerment, 5–14. New York : Routledge, 2020.: Productivity Press, 2020. http://dx.doi.org/10.4324/9780429400735-2.
Bloom, Daniel T. „The Role of DNA in Life“. In Employee Empowerment, 15–18. New York : Routledge, 2020.: Productivity Press, 2020. http://dx.doi.org/10.4324/9780429400735-3.
Bloom, Daniel T. „The Role of DNA in Business“. In Employee Empowerment, 19–30. New York : Routledge, 2020.: Productivity Press, 2020. http://dx.doi.org/10.4324/9780429400735-4.
Bloom, Daniel T. „The TLS Continuum Empowerment Model“. In Employee Empowerment, 31–40. New York : Routledge, 2020.: Productivity Press, 2020. http://dx.doi.org/10.4324/9780429400735-5.
Bloom, Daniel T. „The Empowered Manager“. In Employee Empowerment, 41–46. New York : Routledge, 2020.: Productivity Press, 2020. http://dx.doi.org/10.4324/9780429400735-6.
Bloom, Daniel T. „Empowerment through Cross-Functional Teams“. In Employee Empowerment, 47–66. New York : Routledge, 2020.: Productivity Press, 2020. http://dx.doi.org/10.4324/9780429400735-7.
Bloom, Daniel T. „Empowerment of Human Capital“. In Employee Empowerment, 67–80. New York : Routledge, 2020.: Productivity Press, 2020. http://dx.doi.org/10.4324/9780429400735-8.
Bloom, Daniel T. „Empowerment and Engagement“. In Employee Empowerment, 81–92. New York : Routledge, 2020.: Productivity Press, 2020. http://dx.doi.org/10.4324/9780429400735-9.
Konferenzberichte zum Thema "Employee empowerment":
Xiaojun, Fan. „Employee Empowerment in the Network Era“. In Proceedings of the 4th International Conference on Economics, Management, Law and Education (EMLE 2018). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/emle-18.2018.89.
Dunker, Jeffrey D. „Employee empowerment in the computer consultant field“. In the 22nd annual ACM SIGUCCS conference. New York, New York, USA: ACM Press, 1994. http://dx.doi.org/10.1145/196355.196415.
Agustina, G., S. E. Nurhayati, L. A. Wibowo, Nandang Djunaedi und Feby Febrian. „Effect of Employee Empowerment on Lecturer Performance“. In 5th Global Conference on Business, Management and Entrepreneurship (GCBME 2020). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/aebmr.k.210831.036.
Pitoyo, Djoko. „Employee Empowerment at PT PLN UIP JBB“. In Proceedings of the International Conference on Trade 2019 (ICOT 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/icot-19.2019.24.
Wulandari, Nurlaily, Alvin Arifin, Masfufatul Khoiriyah, R. A. Istiqomah Pujiningtiyas und Moh Arifin. „Effect of Empowerment and Compensation on Employee Loyalty“. In International Conference on Health Informatics, Medical, Biological Engineering, and Pharmaceutical. SCITEPRESS - Science and Technology Publications, 2020. http://dx.doi.org/10.5220/0010330902590263.
Gürbüz, Gözde, İlknur Kumkale und Adil Oğuzhan. „TheEffects of Empowerment Applications on Organizational Loyality in the Banking Sector: A Study of Trakya Region“. In International Conference on Eurasian Economies. Eurasian Economists Association, 2013. http://dx.doi.org/10.36880/c04.00767.
Krenn, Florian, und Matthias Neubauer. „Subject-Oriented Employee Involvement and Empowerment in Organizational Innovation“. In the 2014 European Conference. New York, New York, USA: ACM Press, 2014. http://dx.doi.org/10.1145/2637248.2637269.
Pitoyo, Djoko. „Organizational Culture and Employee Empowerment at National Strategic Manufacturing Companies“. In 2nd Workshop on Language, Literature and Society for Education. EAI, 2019. http://dx.doi.org/10.4108/eai.21-12-2018.2282685.
Jais, Juraifa. „Employee Empowerment And Organizational Commitment In Yemen Islamic Banking Sector“. In IEBMC 2017 – 8th International Economics and Business Management Conference. Cognitive-Crcs, 2018. http://dx.doi.org/10.15405/epsbs.2018.07.02.35.
Diah, Yuliansyah M., und Afriyadi Cahyadi. „Improving Organizational Performance Through Job Satisfaction Based on Employee Empowerment“. In 5th Sriwijaya Economics, Accounting, and Business Conference (SEABC 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200520.025.
Berichte der Organisationen zum Thema "Employee empowerment":
Ford, Deborah. An Evaluation of Moderating Influences of Employee Proactive Personality: Empowerment and Political Skill. Portland State University Library, Januar 2000. http://dx.doi.org/10.15760/etd.515.