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1
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.
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The notion of improving employee productivity and satisfaction through increased work autonomy has led to a variety of managerial practices that seek to enhance employees' sense of control over their work and workplace. One such organizational intervention which has gained currency last decade is empowerment. This thesis is an attempt clearly explicate the precise nature of the empowerment construct through theoretical analysis and empirical investigation.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.
2
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.
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This thesis aims to provide an examination of theory and practice of empowerment in an Indonesian context. It develops a theoretical analysis of empowerment based on literature from several disciplines including organisational behaviour, human resource management, community psychology, and political science. It integrates perspectives by taking advantage of the diversity offered by these disciplines, while recognising the limitations of one discipline, in order to produce a richly contextualised understanding of empowerment. As a consequence, this study also combines their different methodologies. It consists of four cases of manufacturing plants in Indonesia. The empirical work involved a survey of employees, interviews with management and employees, and analysis of corporate documents.
3
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/.
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The current study seeks to examine the relationships between perceptions of employee empowerment and perceptions of leadership, span of control, and industry type. Participants were gathered from an archival source employing a high school alumni e-mail group (n = 361) and a survey from 9 organizations (n = 647) and combined into a larger sample (n = 1008). The participants took Bodner's (2005) Assessment of Employee Empowerment and Assessment of Empowering Leadership instruments. Support was found to suggest that people report being less empowered than they believe that top management would report about them. Also, participants reported that their leader was less empowering than they believed top management would report about the leader. Span of control was found to impact perceptions of empowerment. Production workers reported feeling more empowered than workers in service industries. Participants did not report that leaders were more empowering if they were higher in the hierarchy (executive) than lower levels (coach, employee). Also, a respondent's position did not affect the relationship between job type and feelings of empowerment. This study suggests that the organizational design (span of control) and industry type may affect empowerment initiatives, while lower levels of the organization may view empowerment much differently than top management.
4
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.
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The purpose of this study was to investigate the empowerment needs of councillors in a municipality. The main focus was to assess the successes or inadequacies of the empowerment programmes previously offered to councillors by the King Sabata Dalindyebo Local Municipality. In order to achieve the research objectives an in-depth literature study was undertaken. A survey was also conducted to examine the level of empowerment being offered by the King Sabata Dalindyebo Local Municipality to its councillors and the data was collected by means of self-administered questionnaires. The literature study proved the hypothesis to be correct, which stated that empowered councillors could enhance effective public participation, effective communication which could result in effective service delivery. The empirical study revealed that certain councillors require adequate training in areas such as communication skills, council’s rules of procedures and new developmental mandate assigned to local government. The empirical survey also revealed that there is limited mutual trust between councillors and the senior officials, immediate intervention is required to restore trust between councillors and officials. It has been recommended that King Sabata Dalindyebo Local Municipality should not only provide regular “in house” training, but also training conducted by outside agencies is required. In certain instances, one may find that municipalities may not have fully capacitated persons for “in house” training. Thus, outside agencies which possess the relevant expertise such as universities and SALGA should be encouraged to also facilitate capacity training for councillors.
5
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.
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To maintain a competitive edge in the tourism and hospitality industries, considerable emphasis has been placed on providing quality services for customers. While the work attitudes and behaviours of staff who deliver these services can influence the experiences of service by customers, little is known how internal and external aspects of the environment of an organisation with a controversial service affect the empowerment, work attitudes and well-being of its employees. The aim of the present program of research was to identify employees' perceptions of the salient aspects of the internal and external environment of an organisation delivering a controversial service, gambling, and to examine the impact of these environmental aspects on the empowerment, commitment and well-being of its employees. Working in any service organisation can be demanding for employees, exacerbated when employees deliver a controversial service such as gambling, and work in close proximity to people who gamble. Research indicates that delivery of a gambling service differs from the delivery of other recreational pursuits due to the negative personal, social, and financial impacts of gambling on problem gamblers and others. These negative costs of gambling have generated long standing ethical or moral objections within the community, and, because of the range of community views about gambling, employees who deliver gambling services are likely to be confronted with opposing community views. By interacting with patrons, employees may also question their values and attitudes to gambling, and feel concerned about those patrons who they consider may have a problem with gambling. Organisational resources that facilitate the empowerment, work attitudes and well-being of employees may exist, however, and reduce the negative effects of any gambling-related influences on employees. A mixed methods research design, consisting of two sequential phases, was used. The methods complemented each other, and minimised the disadvantages of using only one approach. A qualitative method was used in the first phase of the program to collect rich descriptions of the experiences of twenty staff working in seven Queensland clubs with gambling services in South East Queensland. The in-depth interviews helped to identify gambling-related challenges and climate-based resources of the internal and external work environments of the service organisation. The gambling-related challenges included community and media attitudes to gambling, peoples' demands on clubs, and staff beliefs about patrons who gamble. The climate-based resources included the organisational welfare of employees, expressed as meeting employees' needs for respect, developing supportive relationships with staff, encouraging open and clear communication, and the provision of social support. Organisational emphasis on quality service and meeting the needs of patrons also served as a climate-based resource for employees. The qualitative process additionally examined the impact of these factors on the empowerment, commitment and well-being of the employees, allowing the development of a conceptual model of the environmental factors of a gambling industry predicting employees' empowerment, commitment, and well-being. In the second phase of the research program, the conceptual model was tested using a cross-sectional survey. A complex, stratified, random sampling technique allowed access to a sample of clubs and participants that best represented registered and licensed clubs in Queensland. A self-administered mail questionnaire was sent to 468 employees over 41 Queensland clubs with 25 to 280 poker machines. After firstly establishing the soundness of the measurement properties of the model using confirmatory factor analysis, structural equation modelling was used to test the utility of the conceptual model developed in Study 1. Overall, Study 2 supported several of the proposed links, suggesting that the conceptual model developed in Study 1 was useful for examining the salient aspects of the external and internal environments of a club that influence staff empowerment, commitment, and well-being. The study showed the role of climate-based resources in a gambling industry by indicating that those employees who had positive perceptions about employee relations, positive beliefs about patron welfare, and felt supported by their supervisors, felt more empowered, and reported higher commitment and reduced emotional exhaustion. Employee relations was the most influential construct in predicting empowerment, and indirectly affected commitment and well-being (mediated by the empowerment dimensions). Study 2 also confirmed that gambling-based challenges of the external and internal environments impacted on the empowerment and well-being of employees. Those employees who believed that the community supported gambling reported an increased sense of influence over their work environment. The employees who held positive beliefs about patrons who gamble, reinforced gambling in clubs, and attributed the causes of problems in gambling onto sources outside themselves (mostly to the patrons), reported more positive well-being. Employees who perceived that people were demanding, and were not appreciative of what clubs did for the community reported reduced meaningfulness, a reduced sense of influence over their duties and work environment, and reduced well-being. Findings also illustrated the key role of influence, and, in particular, the meaningfulness dimension, in the empowerment, commitment, and well-being of employees in an industry delivering a gambling service. The findings of this research have implications for managerial interventions designed to promote the empowerment, commitment and well-being of employees who deliver a gambling service. By developing and strengthening the organisational resources that facilitate the empowerment, work attitudes and well-being of employees, managers are also likely to reduce the negative effects of the demands and conflicting influences of the external and internal gambling-related challenges on employees. This research program is distinctive in that research has not previously examined the impact of internal and external challenges and resources of a gambling industry on the empowerment, work attitudes, and well-being of its employees. There has, also, been no prior research focused on the work attitudes of employees in the Queensland club industry. Future research needs to replicate the findings of the present research program. The challenges and resources that were found to affect employees in the club industry, however, may be organisation specific. There is, therefore, a need for further research that compares the impact of factors related to the delivery of a gambling service in the club industry with different gambling industries, such as the hotel and casino industries. To provide further insight into the effects of empowerment on employees' work outcomes, a performance measure, such as patron satisfaction could be included. Future studies could also examine group differences in perceptions of climate-based and gambling-related influences on the empowerment, work attitudes and well-being of employees, as a function of their occupational level. The interviews of the present research program implied that employees in different organisational positions might respond differently to both the external and internal environmental factors of the organisation.
6
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.
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To maintain a competitive edge in the tourism and hospitality industries, considerable emphasis has been placed on providing quality services for customers. While the work attitudes and behaviours of staff who deliver these services can influence the experiences of service by customers, little is known how internal and external aspects of the environment of an organisation with a controversial service affect the empowerment, work attitudes and well-being of its employees. The aim of the present program of research was to identify employees' perceptions of the salient aspects of the internal and external environment of an organisation delivering a controversial service, gambling, and to examine the impact of these environmental aspects on the empowerment, commitment and well-being of its employees.
Working in any service organisation can be demanding for employees, exacerbated when employees deliver a controversial service such as gambling, and work in close proximity to people who gamble. Research indicates that delivery of a gambling service differs from the delivery of other recreational pursuits due to the negative personal, social, and financial impacts of gambling on problem gamblers and others. These negative costs of gambling have generated long standing ethical or moral objections within the community, and, because of the range of community views about gambling, employees who deliver gambling services are likely to be confronted with opposing community views. By interacting with patrons, employees may also question their values and attitudes to gambling, and feel concerned about those patrons who they consider may have a problem with gambling. Organisational resources that facilitate the empowerment, work attitudes and well-being of employees may exist, however, and reduce the negative effects of any gambling-related influences on employees. A mixed methods research design, consisting of two sequential phases, was used. The methods complemented each other, and minimised the disadvantages of using only one approach. A qualitative method was used in the first phase of the program to collect rich descriptions of the experiences of twenty staff working in seven Queensland clubs with gambling services in South East Queensland. The in-depth interviews helped to identify gambling-related challenges and climate-based resources of the internal and external work environments of the service organisation. The gambling-related challenges included community and media attitudes to gambling, peoples' demands on clubs, and staff beliefs about patrons who gamble. The climate-based resources included the organisational welfare of employees, expressed as meeting employees' needs for respect, developing supportive relationships with staff, encouraging open and clear communication, and the provision of social support. Organisational emphasis on quality service and meeting the needs of patrons also served as a climate-based resource for employees. The qualitative process additionally examined the impact of these factors on the empowerment, commitment and well-being of the employees, allowing the development of a conceptual model of the environmental factors of a gambling industry predicting employees' empowerment, commitment, and well-being. In the second phase of the research program, the conceptual model was tested using a cross-sectional survey. A complex, stratified, random sampling technique allowed access to a sample of clubs and participants that best represented registered and licensed clubs in Queensland. A self-administered mail questionnaire was sent to 468 employees over 41 Queensland clubs with 25 to 280 poker machines. After firstly establishing the soundness of the measurement properties of the model using confirmatory factor analysis, structural equation modelling was used to test the utility of the conceptual model developed in Study 1.
Overall, Study 2 supported several of the proposed links, suggesting that the conceptual model developed in Study 1 was useful for examining the salient aspects of the external and internal environments of a club that influence staff empowerment, commitment, and well-being. The study showed the role of climate-based resources in a gambling industry by indicating that those employees who had positive perceptions about employee relations, positive beliefs about patron welfare, and felt supported by their supervisors, felt more empowered, and reported higher commitment and reduced emotional exhaustion. Employee relations was the most influential construct in predicting empowerment, and indirectly affected commitment and well-being (mediated by the empowerment dimensions).
Study 2 also confirmed that gambling-based challenges of the external and internal environments impacted on the empowerment and well-being of employees. Those employees who believed that the community supported gambling reported an increased sense of influence over their work environment. The employees who held positive beliefs about patrons who gamble, reinforced gambling in clubs, and attributed the causes of problems in gambling onto sources outside themselves (mostly to the patrons), reported more positive well-being. Employees who perceived that people were demanding, and were not appreciative of what clubs did for the community reported reduced meaningfulness, a reduced sense of influence over their duties and work environment, and reduced well-being. Findings also illustrated the key role of influence, and, in particular, the meaningfulness dimension, in the empowerment, commitment, and well-being of employees in an industry delivering a gambling service. The findings of this research have implications for managerial interventions designed to promote the empowerment, commitment and well-being of employees who deliver a gambling service. By developing and strengthening the organisational resources that facilitate the empowerment, work attitudes and well-being of employees, managers are also likely to reduce the negative effects of the demands and conflicting influences of the external and internal gambling-related challenges on employees. This research program is distinctive in that research has not previously examined the impact of internal and external challenges and resources of a gambling industry on the empowerment, work attitudes, and well-being of its employees. There has, also, been no prior research focused on the work attitudes of employees in the Queensland club industry. Future research needs to replicate the findings of the present research program. The challenges and resources that were found to affect employees in the club industry, however, may be organisation specific. There is, therefore, a need for further research that compares the impact of factors related to the delivery of a gambling service in the club industry with different gambling industries, such as the hotel and casino industries. To provide further insight into the effects of empowerment on employees' work outcomes, a performance measure, such as patron satisfaction could be included. Future studies could also examine group differences in perceptions of climate-based and gambling-related influences on the empowerment, work attitudes and well-being of employees, as a function of their occupational level. The interviews of the present research program implied that employees in different organisational positions might respond differently to both the external and internal environmental factors of the organisation.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Applied Psychology (Health)
Full Text
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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.
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This study uses a survey of a large sample of public and private sector employees in Tucson, Arizona, to reveal the determinants of employee extra work effort. Extra work effort is defined as those actions benefitting their employer performed by employees for which employees are not explicitly compensated. The current literature suggests employee empowerment through the variation of personnel systems to allow for greater employee responsibility and decision-making as a powerful determinant of employee extra work effort. The finding of this research suggests that while the implementation of these personnel systems may increase other positive occupational traits, such as job satisfaction and employee interest, no direct connection can be made between employee empowerment managerial systems and employee extra work effort. Instead, organizational commitment is a more robust determinant of employee extra work effort. Implications of these findings are suggested for the current literature and practical application.
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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.
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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.
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Thesis (MBA)--Stellenbosch University, 2014AFRIKAANSE 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.
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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/.
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Gie, Liiza. „Theoretical and practical perspectives of employee wellness programmes at a selected South African university“. Thesis, Cape Peninsula University of Technology, 2017. http://hdl.handle.net/20.500.11838/2600.
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Thesis (DTech (Human Resource Management))--Cape Peninsula University of Technology, 2017.In attempting to contribute to social transformation, South African Higher Education has undergone considerable changes, taking on greater student enrollment, increasing curriculum responsiveness, and prioritising pass- and graduation rates, all of which have put universities’ resources, specifically their human resources, under considerable pressure and stress (Rensburg, 2013: 5). Paradoxically, there has been no meaningful attempt to address the negative effects of these pressures and stress on the wellness of those who are expected to cope with the enormous changes. In addition, Higher Education Institutions’ (HEIs’) mergers, although honourable in intention, have resulted in negative, unintended consequences for staff. Previous research studies have highlighted the growing occupational stressors experienced by HEIs’ staff; however, limited sustainable solutions have been forthcoming. It is on this premise that this research study aimed to develop a holistic employee wellness programme model that would provide a support system for university staff. This model would alleviate the impact of challenges experienced in staff daily work and on their personal lives, and ultimately aid in promoting quality of work life and balance within the institution. The intention was to prevent university staff from experiencing job burnout and health-related problems, thereby promoting their optimal wellness and performance at work. A mixed methods research design was adopted involving a case study and a quasi-experimental research design. Purposive sampling was applied within the case study unit which included both academic and non-academic staff, as they shared similar attributes and wellness experiences within a university. Triangulation mixed methods that was applied combined, with equal importance, both quantitative and qualitative data which were brought together for comparison. This research study identified thirteen employee wellness factors that formed the foundation of a holistic employee wellness programme. Each employee wellness factor was allocated according to three types of interventions, namely primary – prevention, secondary – reduction, and tertiary – treatment, in order to promote employee-organisational health and wellness. The prevention intervention firstly promotes quality of work life and balance through a number of wellness factors, namely, Wellness working environment, Organisational intervention expectations, Organisational wellness support, Organisational culture, Human relations, and Social support; and, secondly, workplace health is promoted through the wellness factors, Physical health and wellness, and Lifestyle. The reduction intervention builds psychological capital through Psychological health and wellness, Resourcefulness, Resilience, and Basic work life skills.
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Bodner, Sarah L. „Dimensional Assessment of Empowerment in Organizations“. Thesis, University of North Texas, 2003. https://digital.library.unt.edu/ark:/67531/metadc4236/.
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This research project was inspired by a survey that was designed to help an organization determine how well it was doing in its efforts to empower associates and achieve a goal of continuous improvement. Initial review of the survey created suspicion that the survey was not built around the appropriate dimensions to accurately measure the level of empowerment in organizations. As such, the survey was psychometrically analyzed to determine the validity of the instrument as a measure of empowerment. Additionally, an extensive review of the literature was performed to determine new dimensions that would most accurately measure empowerment. Eight dimensions (culture, trust, accountability, leadership, ability, commitment, responsibility, and communication) were put forth as the most appropriate to measure empowerment. Subject matter experts with knowledge and experience in the area of organizational empowerment reviewed the new dimensions for accuracy and fit with the original survey items.
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Bowman, Earle Lindel. „Empowerment : lip service or guest service /“. Online version of thesis, 1993. http://hdl.handle.net/1850/12011.
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Brewer, Marcia S. „Nurse empowerment and job satisfaction work environmental factors /“. Muncie, IN : Ball State University, 2009. http://cardinalscholar.bsu.edu/696.
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Nuttall, P. A. „Understanding 'empowerment' : a study in a manufacturing company“. Thesis, Henley Business School, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.246150.
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Albertyn, Ruth Meriel. „Conceptualisation and measurement of the empowerment of workers : an educational perspective“. Thesis, Stellenbosch : Stellenbosch University, 2000. http://hdl.handle.net/10019.1/51662.
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Annexure is transcription of in-depth interviews.Dissertation (DPhil) -- Stellenbosch University, 2000.
Bibliography
ENGLISH ABSTRACT: In the era of globalisation, demands for increased productivity and multiple skills present challenges to adult educators in their role of facilitating empowerment in individuals. The proposed link between productivity and empowerment has stimulated interest in the concept by management and there has to be accountability to ensure that the needs of individuals and organisations are balanced. The aim of designing a standardised measuring instrument comprised the first phase of this research. The questionnaire was compiled based on the outcomes of empowerment identified in the literature on three levels (Micro-level, Interface level and Macro-level). After exploratory testing, the summated ratings method was applied in order to reduce and standardise the questionnaire. This instrument was tested for validity and the questionnaire of 61 statements was retained for the experiment. The experiment was conducted in the second phase to measure the effects of an intervention on the empowerment of workers. The questionnaire was applied in the Pre-, Post- and Postpost- test design in eight companies in the Western Cape where the life-skills training programme FREE TO GROW was implemented. Qualitative data collected identified the outcomes of empowerment and also validated the measuring instrument. Statistical procedures applied identified the patterns of empowerment in respondents. The respondents in the experiment were mainly females and the mean age was 33.9 years. The majority were Afrikaans and most classified themselves as part of the Coloured ethnic group. The FREE TO GROW training programme succeeded in achieving the objective of empowerment because it was found that there was a statistically significant improvement in the empowerment status of workers both in the short and long term. Most of the total group was empowered on the Interface level prior to the course and on the Micro-level after the course and in the long term. The males were more empowered on the Macro-level before the course, but had increased sustained Interface-level empowerment. The females benefited most on the Micro-level directly after the course and in the long term. Before the course the Coloured group was more empowered on the Micro-level compared to the whites, but they benefited most on the Interface level directly after the course. The Coloured group and females had statistically significant higher scores on the Interface level in the long term. In terms of the patterns of empowerment, it was found that the Micro-level issues were dominant prior to the course with a greater spread of perception of the other aspects of empowerment over time. Before the course, the respondents tended to react to personal and family issues where no action was needed. They were motivated to achieve their goals and had a desire for control over aspects affecting them. Directly after the course they had a more positive view of life, a sense of personal responsibility, and an ability to cope. They were prepared to take the initiative, were more ambitious and felt confident of their abilities in the workplace. In the long term their experience of empowerment was more balanced and they felt good about themselves, were more assertive, able to think critically and more involved in issues external to themselves. The measuring instrument designed in this study measured the outcomes of empowerment on three levels and helped to identify the patterns that emerged over the course of an intervention. A standardised empowerment questionnaire can increase accountability, assist in balancing the needs of individuals and management, and can provide insights to educationalists seeking to empower adults.
AFRIKAANSE OPSOMMING:In die era van globalisering stel die vraag na verhoogde produktiwiteit en veelvuldige vaardighede groot uitdagings aan opvoedkundiges betrokke by volwassene-onderrig in hul rol as fasiliteerders van bemagtiging by individue. Die voorgestelde verb and tussen produktiwiteit en bemagtiging het bestuur se belangstelling in die konsep aangewakker en toerekenbaarheid is noodsaaklik ten einde te verseker dat die behoeftes van individue en organisasies in balans is. Die eerste fase van hierdie navorsing het die ontwerp van 'n gestandaardiseerde meetinstrument ten doel gehad. Die vraelys is saamgestel op grond van die uitkomste van bemagtiging op drie vlakke (Mikrovlak, Interpersoonlike-vlak en Makrovlak) soos in die literatuur geYdentifiseer. Na ondersoekende toetsing is die vraelys verkort en gestandaardiseer. Hierdie instrument is vir geldigheid getoets en die vraelys van 61 stellings is vir die eksperiment behou. In die tweede fase is die eksperiment uitgevoer om die uitwerking van 'n intervensie op die bemagtiging van werkers te meet. Die vraelys is in die voor- en na-toets en mi die na-toets in agt maatskappye in die Wes-Kaap toegepas waar die opleidingsprogram In lewensvaardighede, "FREE TO GROW', geYmplementeer is. Kwalitatiewe data wat ingesamel is het die resultate van bemagtiging geYdentifiseer en ook die geldigheid van die meetinstrument bekragtig. Statistiese prosedures wat toegepas is het die bemagtigingspatrone by respondente geYdentifiseer. Die respondente in die eksperiment was hoofsaaklik vroue en die gemiddelde ouderdom was 33.9 jaar. Die meeste was Afrikaanssprekend en het hulself as lede van die Kleurling etniese groep geklassifiseer. Die "FREE TO GROW' opleidingsprogram het daarin geslaag om die doelwit van bemagtiging te bereik, omdat daar op kort- en lang termyn 'n statisties beduidende verbetering in die bemagtigingstatus van werkers gevind is. Die meeste van die totale groep is voor die kursus op die Interpersoonlike-vlak bemagtig en na die kursus en op die lang termyn op die Mikrovlak. Die mans is voor die kursus meer op die Makrovlak bemagtig, maar het groter volgehoue Interpersoonlike-vlak bemagtiging getoon. Die vroue het onmiddellik na die kursus en op die lang termyn die meeste op die Mikrovlak gebaat. Voor die kursus was die Kleurlinggroep meer op die Mikrovlak bemagtig in vergelyking met die blankes, maar hulle het onmiddellik na die kursus die meeste op die Interpersoonlike-vlak gebaat. Die Kleurlinggroep en die vroue het op lang termyn statisties beduidend hoer tellings op die Interpersoonlike-vlak behaal. Wat bemagtigingpatrone betref, is bevind dat die Mikrovlak-kwessies voor die kursus oorheersend was, met 'n groter verspreiding van persepsie van die ander aspekte van bemagtiging oor tyd. Voor die kursus was die respondente geneig om op persoonlike en gesinsaangeleenthede te reageer wat geen aksies vereis het nie. Hulle was gemotiveer om hul doelwitte te bereik en het beheer verlang oor aspekte wat hulle geraak het. Onmiddellik na die kursus het hulle 'n meer positiewe uitkyk op die lewe en 'n persoonlike verantwoordelikheidsin gehad, en getoon dat hulle probleme kon hanteer. Hulle was bereid om die insiatief te neem, was meer ambisieus en het vertroue gehad in hul vermoens in die werkplek. Op die lang termyn was hul ervaring van bemagtiging meer gebalanseerd en hulle het goed gevoel oor hulself, was meer assertief, in staat tot kritiese denke en meer betrokke by aangeleenthede buite hulself. Die meetinstrument wat in hierdie studie ontwerp is, het die uitkoms van bemagtiging op drie vlakke gemeet en gehelp om die patrone wat oor die verloop van 'n intervensie na yore gekom het, te identifiseer. 'n Gestandaardiseerde bemagtigingsvraelys kan toerekenbaarheid verhoog, help om die behoeftes van individue en bestuur te balanseer, en insig bied aan opvoedkundiges wat poog om volwassenes te bemagtig.
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Au, Kam Man. „How does empowering leadership impact on innovative performance? A study on the role of employees' entrepreneurial orientation, values and creative self- efficacy“. HKBU Institutional Repository, 2018. https://repository.hkbu.edu.hk/etd_oa/575.
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Aiming to better understand how empowering leadership affects employees' innovative performance, this research examines this relationship by reviewing the existing leadership and innovation literature, then theorizing and testing the extent to which employees' entrepreneurial orientation mediates it. This research also proposes that the effect of empowering leadership on followers' entrepreneurial orientation will vary according to the presence of different moderating variables. Hence, the moderating effects of the employees' value of openness in the relationship between empowering leadership and employees' entrepreneurial orientation are examined. Similarly, the effects of the employees' creative self-efficacy in the relationship between employees' entrepreneurial orientation and their own innovative performance are explored. In the study, supervisor-employee matched data from seven factories across three provinces in China were collected. The results of the data analysis supported the association between empowering leadership and employees' innovative performance, as well as the mediating effect of employees' entrepreneurial orientation. The moderating effect of employees' creative self-efficacy was also supported. However, the moderating role of the value of openness was not significant. These findings enable us to better understand the mechanism by which an empowering leader influences employees' innovative performance. It also explains how this process of influencing is subject to employees' various individual characteristics.
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Peters, Chigozim, und Elham Mazdarani. „The impact of employee empowerment on service quality and customer satisfaction in service organizations: a case study of Länsförsäkringar bank AB : The impact of employee empowerment“. Thesis, Mälardalen University, School of Sustainable Development of Society and Technology, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-779.
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COURSE: Bachelor Thesis in Business Administration, 15ECTS
AUTHOURS:Peters Silvia Chigozirim. Elham Mazdarani.
Flugsnappargatan 6, 3tr. Nybohovsbacken 99, 9tr.
72472, Västerås. 11764, Stockholm
0737225113. 0709391923
SUPERVISOR: LEIF SANNER
TOPIC: The impact of employee empowerment on service quality and customer satisfaction: a case study of Länsförsäkringar AB.
BACKGROUND: Considering the nature of service delivery and particularly intangible-dominant services, employee empowerment becomes a very important issue to organizations producing services. In that, the customers and the employees are, engaged simultaneously in the production of the service. This inseparability is what is considered by the organization in choosing how best to serve its customers, either by the traditional method or through the empowerment approach.
The inability of the management to control the service encounter makes the employees responsible for the quality of service delivered to the customers. In order for the management to trust that the employees are successful in dealing with their customers, the management has to give the employees the authority and necessary support to succeed at it, which is referred to as employee empowerment. The practice of which can directly affect the quality of services delivered, and customer satisfaction.
PURPOSE: The purpose of this research is to ascertain the extent to which Länsförsäkringar Bank AB practices employee empowerment in their organization and how it impacts on service quality and customer satisfaction.
RESEARCH METHOD: This research is based on a qualitative study. The authors’ have used both primary and secondary data to make a qualitative analysis, since this is a single-case study to enable them to fulfill the purpose of the research.
CONCLUSION: Based on this research, the authors have found out that employee empowerment practices at LFB enable the employees to influence customers’ perception of service quality positively, due to their control over the service delivery process, which leads to customers’ satisfaction.
Moreover, LFB extensively practices employee empowerment through the actions and practices of human resource management and top management. The nature of the organizational structure also influence the character of the services delivered through their employees regarding the free flow of information all around the bank.
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Hartmann, Suzette. „Psychological empowerment in a recruitment company / Suzette Hartmann“. Thesis, North-West University, 2003. http://hdl.handle.net/10394/2442.
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George, Tania Arlene. „Employee empowerment of frontline administrative staff at a University Of Technology, Western Cape Province, South Africa“. Thesis, Cape Peninsula University of Technology, 2015. http://hdl.handle.net/20.500.11838/2445.
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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2015.When one refers to tertiary education in general or specific institutions, its academic functions and features are paramount. Often, there is little dialogue around those who constitute most of the workforce, the administrative staff, and more specifically, the frontline administrators. Given that frontline administrators are ‘customer-facing’ and that their behaviour could significantly influence perceptions of the organisation, these staff members are often portrayed as ones who do not have any authority at work but merely serve a support role. Ensuring that these staff members are ‘taken care of’ is an operational way of guaranteeing that the customers (staff and stakeholders) have a pleasant experience that could positively affect the bottom line. The working lives, feelings of efficiency, job satisfaction and overall empowerment of frontline administrative staff, especially in tertiary education, have not been well documented in scholarly literature. This research project attempts to identify areas where universities of technology could take cognisance of the power that frontline administrative staff hold and also to ascertain how to improve their overall work experience.
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Fiedler, Anne M. „The effect of vision congruence on employee empowerment, commitment, satisfaction, and performance“. FIU Digital Commons, 1993. http://digitalcommons.fiu.edu/etd/3317.
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Five models delineating the person-situation fit controversy were developed and tested. Hypotheses were tested to determine the linkages between vision congruence, empowerment, locus of control, job satisfaction, organizational commitment, and employee performance. Vision was defined as a mental image of a possible and desirable future state of the organization.
Data were collected from 213 employees in a major flower import company. Participants were from various organizational levels and ethnic backgrounds. The data collection procedure consisted of three parts. First, a profile analysis instrument was used which was developed employing a Q-sort based technique, to measure the vision congruence between the CEO and each employee. Second, employees completed a survey instrument which included scales measuring empowerment, locus of control, job satisfaction, organizational commitment, and social desirability. Third, supervisor performance ratings were gathered from employee files. Data analysis consisted of using Kendall's tau to measure the correlation between CEO's and each employee's vision. Path analyses were conducted using the EQS structural equation program to test five theoretical models for goodness-of-fit. Regression analysis was employed to test whether locus of control acted as a moderator variable.
The results showed that vision congruence is significantly related to job satisfaction and employee commitment, and perceived empowerment acts as an intervening variable affecting employee outcomes. The study also found that people with an internal locus of control were more likely to feel empowered than were those with external beliefs. Implications of these findings for both researchers and practitioners are discussed and suggestions for future research directions are provided.
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Ramokolo, Mmatsatsi Elizabeth. „The exploration of the reasons for the resistance of troubled employees to utilize the Employee Assistance Programme at Aventis Pharma“. Diss., Pretoria : [s.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-01242005-143926.
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Halvorsen, David Lars. „An Investigation of Employee Satisfaction and Employee Empowerment Specific to On-Site Supervisors in the Residential Construction Industry“. Diss., CLICK HERE for online access, 2005. http://contentdm.lib.byu.edu/ETD/image/etd1140.pdf.
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Holdsworth, Lynn. „Empowerment,satisfaction and employee well-being : the dilemma for call centres“. Thesis, University of Manchester, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.631667.
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Although empowerment is acknowledged as a beneficial form of work design for both employees and organisations, there is limited research into the concept within call centres. Two studies were conducted to explore four dimensions of psychological empowerment, job satisfaction and employee well-being for employees in call centre environments. Study 1 compared the perceptions of empowerment, job satisfaction and well-being of customer service agents, administration staff and supervisors within six call centres. Overall working as a customer service agent offered less autonomy, but was no less satisfying, than working in administration at the same level. However, all non-supervisory call centre workers reported poorer well-being than the general working population. The results for the customer service agent role revealed that more empowerment led to higher job satisfaction, improvement in employee wellbeing and a reduction in intention to leave. However, an inverted U-shape relationship between empowerment and job satisfaction suggested that too much empowerment decreased job satisfaction and impaired employee wellbeing. Comparisons between diverse service management models suggested customer service agents felt "high commitment" models to be the most empowering, satisfying and best for well-being. However, the introduction of limited empowerment practices into "mass service models" could reduce unwanted turnover. The second study used a longitudinal design in one call centre. Study 2 evaluated the effect of an organisational development programme on empowerment, job satisfaction, employee well-being, and performance for customer service agents. Study 2 . substantiated the inverted U-shape relationship between empowerment and job satisfaction. The organisational "development programme improved business performance and employee wellbeing, but reduced satisfaction and perceptions of empowerment, and could result in an increase in unwanted turnover. The findings suggest a cautious approach when introducing empowerment practices. From the employee perspective some empowerment is beneficial. However, from the organisational perspective, unless empowerment is introduced unequivocally, and in a controlled and supportive way, the result may not produce a commensurate improvement in performance and outcomes desired. Limitations of the studies are discussed and recommendations for future research are proposed.
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Lai, Jackson. „Employee empowerment in international tourist hotels in Taiwan : a cultural perspective“. Thesis, Sheffield Hallam University, 2009. http://shura.shu.ac.uk/19937/.
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Empowerment in the hospitality industry is often regarded as a means to improve service quality and customer satisfaction by involving frontline employees with a focus on the employee-guest encounter. Because of the notion of empowerment many international hotel chains companies try to adopt and implement empowerment and transfer empowerment management practice to their hotels worldwide. However empowerment theory has barely addressed the implications of applying empowerment in a cross-cultural context (Klidas, 2001). This thesis explores in what way and to what extent national cultural value orientations influence individual behaviours for empowerment policy and practice through cases studies of three international tourist hotels in Taiwan. The study's approach involved developing a conceptual framework of issues related to employee empowerment implementation. The investigation is based on the way that individual employees and managers give their personal views and experiences with regard to empowerment and look at the causes of any gaps between the empowerment rhetoric and practice. Relevant primary data was collected through semi-structured interviews and document analysis. The study adopted an inductive approach to evaluate the implication of the research's empirical findings to understand better national cultural value orientations influence individual behaviours. The results highlight the Taiwanese cultural value of group harmony orientation influence individual behaviour that may affect people's perception of relationship between managers and employees and how business should be operated challenging empowerment implementation. The contribution of this research is to our understanding of national cultural values have an impact on empowerment implementation and to the theory of the cultural relativity of empowerment.
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Makololo, Makgola Euphrate. „The impact of Broad Based Black Economic Empowerment employee share schemes“. Diss., University of Pretoria, 2012. http://hdl.handle.net/2263/23722.
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Organisations are continuously re-engineering human resource strategy in order to attract, motivate and retain the best possible talent possible. This is a continuous process because strategies are quickly copied and replicated within industries. Share schemes have been used over a long period of time to attract, motivate and retain employees. The dawn of democracy in South Africa has seen the introduction of broad based black economic empowerment share schemes in a number of organisations. Organisations implemented these share schemes not only to improve BEE score rating but to motivate and retain employee.This research studies the impact that B-BBBEE share schemes have had on employee motivation and retention at a South African organisation.Dissertation (MBA)--University of Pretoria, 2012.
Gordon Institute of Business Science (GIBS)
unrestricted
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Slocum, Kendra M. „Nurse job satisfaction and empowerment in magnet and non-magnet hospitals“. Muncie, Ind. : Ball State University, 2008. http://cardinalscholar.bsu.edu/370.
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Cox, Lillian Sharon. „Teacher empowerment change and Reading Recovery professional development training /“. free to MU campus, to others for purchase, 2004. http://wwwlib.umi.com/cr/mo/fullcit?p3137691.
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Thesis (Ed. D.)--University of Missouri-Columbia, 2004.Reading Recovery has registered trademark symbol after the "y" in Recovery in title. Typescript. Vita. Includes bibliographical references (leaves 131-144). Also available on the Internet.
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Opp, David. „Cross-functional partnering and empowerment in StorageTek business unit action research project /“. [Denver, Colo.] : Regis University, 2006. http://165.236.235.140/lib/DOpp2006.pdf.
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Slye, Gail Lynn. „The relationship between teacher empowerment and teacher satisfaction for novice and veteran teachers /“. free to MU campus, to others for purchase, 1999. http://wwwlib.umi.com/cr/mo/fullcit?p9946296.
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Logan, Sandra E. „The role of teacher empowerment in beginning and veteran teachers' commitment to the teaching profession in a midwestern state /“. free to MU campus, to others for purchase, 2002. http://wwwlib.umi.com/cr/mo/fullcit?p3074424.
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Al, sada Adnan M. „A literature review of empowerment with a suggested model for Bahrain Defense Force“. Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2003. http://library.nps.navy.mil/uhtbin/hyperion-image/03Dec%5FAl%5FSada%5FMBA.pdf.
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Thesis (M.B.A.)--Naval Postgraduate School, December 2003."MBA professional report"--Cover. Thesis advisor(s): Alice Crawford, Bill Gates. Includes bibliographical references (p. 49-51). Also available online.
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Cordas, Jon D. (Jon Dmetrius). „The Emergence of a New Capitalist Ethic: Transformational Leadership and the Civil Society Movement as Emergent Paradigms Affecting Organizational and Societal Transformation“. Thesis, University of North Texas, 1997. https://digital.library.unt.edu/ark:/67531/metadc278427/.
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Rapid and chaotic changes in market environments have caused business organizations to modify their organizational structures and social relationships. This paper examines the change in relationship between management and employees, which is shifting from an adversarial and controlling role to facilitation and employee empowerment. This paper's research question concerns how classical sociological theory would explain power redistribution within organizations and the formation of an associative and collaborative relationship which contradicts traditional paradigms. Traditional bureaucratic and contemporary organizational forms are compared and contrasted. Organizational climate, psycho-social components of underlying assumptions and group ethics are seen to be the mechanisms impelling transformation. Organizational change is driven by an emerging secular ethic. This ethic is embodied in an applied model of leadership and examined as an ideal type. The common ethic impelling organizational change is seen to be the same as that causing social transformation in both national and international spheres.
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Bateman, Cynthia L. „Relationships among empowerment, organizational health, and principal effectiveness /“. free to MU campus, to others for purchase, 1999. http://wwwlib.umi.com/cr/mo/fullcit?p9946242.
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Chan, Wing-por Robert. „Teachers' perception on teacher empowerment in Hong Kong aided secondary schools“. Hong Kong : University of Hong Kong, 1998. http://sunzi.lib.hku.hk/hkuto/record.jsp?B20135920.
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Bodner, Sarah L. „Design and Empirical Analysis of a Model of Empowering Leadership“. Thesis, University of North Texas, 2005. https://digital.library.unt.edu/ark:/67531/metadc4789/.
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Mid-level leaders are often expected to implement employee empowerment initiatives, yet many do not have a clear understanding of how to empower employees. To address this issue, a model of empowering leadership was developed. The model presents specific, actionable behaviors that a leader should perform in order to empower employees. The model comprises 13 factors built around the areas of ability, accountability, and authority. First, leaders must ensure employees have the ability to be empowered. To do so, they must (a) build employee organizational knowledge, (b) provide access to pertinent information, (c) assure employees have the necessary skill set, and (d) identify and provide needed resources. Second, leaders must create systems of accountability for employee outcomes by (e) setting a standard of continuous improvement, (f) recognizing and rewarding good work, (g) regularly evaluating employee efforts, and (h) providing continuous feedback on employee efforts. Third, leaders should provide employees with the authority to be empowered by (i) serving as advocates of employee efforts, (j) providing an environment that is conducive to empowerment, (k) setting a clear and consistent direction to guide employee efforts, and (l) building systems and structures to support employee empowerment. The thirteenth factor of the model is a constant focus on the work, because without the work there is no real reason for empowerment. A review of the existing literature suggests a need for empirical research on empowerment concepts. This dissertation empirically investigated empowering leadership with two studies. The first focused on development of measures, while the second focused on model development. The measurement study supported the three general areas of ability, accountability, and authority, although the accountability area was weak. Results of the model examination study indicated that the model largely behaved as expected, but did require some modification. Based on the model exploration, four of the original 13 dimensions (set a standard of continuous improvement, provide continuous feedback on employee efforts, set a clear and consistent direction to guide employee efforts, and focus on work) were removed. Finally, the study revealed that a relationship does exist between employee empowerment and empowering leadership.
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Thornton, Renita. „Impact of Job Classification Level on Perceived Empowerment Level in a Work Setting“. Thesis, University of North Texas, 1992. https://digital.library.unt.edu/ark:/67531/metadc501268/.
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Empowerment, which has been described as both a means of effecting higher and more efficient quality work outputs and a means of facilitating greater freedom in the workplace combines elements of philosophy, psychology, and management theory. The perceptions of the present empowerment level of 3500 employees of a division of a major corporation were analyzed using data from an empowerment survey. The results were examined using correlational and factorial measures to test the structure of the survey. ANOVA and pair-wise comparisons were used to examine group differences on five subscales of the survey based on employee level in the organization. Significant differences were found in almost all categories. Rank order for the three levels differed from previous findings, perhaps due to empowerment thrusts.
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Huq, Rozana. „An investigation of what employee empowerment means in theory and in practice“. Thesis, Queen's University Belfast, 2008. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.492008.
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This research aimed to investigate what employee empowerment means in theory and in practice. There is high consensus in the management literature that employee empowerment is necessary for the survival and success of organisations. However, there are still considerable gaps in our knowledge and understanding of a range of issues. concerning employee empowerment, both at the conceptual and practice levels. This is further exacerbated by the relative paucity of empirical research in the management context, which has led to limited understanding of empowerment and provided little evidence of it as a distinct construct and how it can be operationalised (Huq and Hill, 1999). The knowledge drawn from the management literature proved unsatisfactory, hence it was deemed necessary to draw knowledge from another discipline, namely social work (Huq and Hill 2005), where empowerment is an important construct. This research was informed by a subjective ontology and constructionist epistemology which proposes that there is no objective social reality independent of human cognition, but that the social world is constructed by individuals and groups. Thus, an interpretivist approach employing qualitative methods was adopted; it involved conducting two in-depth information-rich case studies. In achieving its research objectives, this study makes a number of significant contributions. The findings demonstrate that among other things, employee empowerment may have little to do with power or its redistribution. This research is a first attempt to provide some important evidence, both at the conceptual and practice levels about employee empowerment. Few studies to date have contributed to both levels with regards to the enhancement of knowledge about employee empowerment, which this study does. Furthermore, a 'Framework for Implementing Employee Empowerment' is proposed to assist in bridging some of the gaps in knowledge about the practice of employee empowerment. Recommendations for future research are also made.
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Tan, Meng Khuan. „Antecedents and outcomes of employee empowerment : an empirical study of British managers“. Thesis, Cardiff University, 2007. http://orca.cf.ac.uk/55698/.
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Spreitzer's (1995) four dimension psychological empowerment measurement has opened up a wealth of research possibilities for the organisational behaviour researcher to study the subject of employee empowerment more objectively and analytically. However, many current studies employed Spreitzer's empowerment model by aggregating the four measures resulting in a less than adequate understanding of the concept of empowerment. It is suggested that by critically investigating the four empowerment dimensions separately, a more fine-grained understanding on the aspects of psychological empowerment can be examined (Carless, 2004). Moreover, few studies to date have been made with on organisational specific level as most studies seem to focus on personality specific level. For the purpose of this study, the antecedents of psychological empowerment proposed are organicity, centralisation, organisational support, training, rewards, information sharing, leadership trust, role conflict and role ambiguity. Together these measures encompass Structure and Support, HR Practices, Leadership Trust and Conflict and Ambiguity dimensions of organisations. The outcomes of empowerment are job satisfaction, organisational commitment, and turnover intention. The sample was drawn from an alumnus of a well known business school in the Britain. All the respondents (n=284), comprising managers of British businesses randomly selected from a range of industry sector. Data analysis was performed in three stages: firstly, the direct relationships between antecedents and outcomes as well as individual psychological empowerment variables were made secondly mediation tests were performed on all possible variables thirdly, moderation tests were analysed. The results strongly support the hypotheses that the antecedents9 positively impacted on dimensions of psychological empowerment As for outcomes, job satisfaction and organisational commitment impacted positively by perceptions of psychological empowerment whilst turnover intentions impacted negatively. Additionally, mediation analysis employing Baron and Kenny's (1986) procedures found that dimensions of psychological empowerment in particular meaning, self-determination and impact mediated between the antecedents and outcomes. Moderation effects further suggest that aspects of empowerment, in particular meaning, self-determination and impact are enhanced in the presence of positive HR practices and supportive organisational structures. Demographics like job level, tenure and age also moderated the relationship between antecedents and work outcomes supporting the notion that empowerment initiatives should be addressed differently depending on employee circumstances. Competence, however did not suggest any mediation supporting concerns posited by Kraimer et al. (1999) and Siegall and Gartner (2000). The study also found strong support for organisational commitment and job satisfaction mediating the relationship between psychological empowerment dimensions and turnover intentions. Overall, the study supports the premise that employee empowerment needs to be approached in a holistic manner, failing which empowerment initiatives would be futile. The study further contributes to the growing body of literature on employee empowerment by empirically testing related organisational behaviour constructs.
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Aziz, Yuhanis Abdul. „Empowerment and emotional dissonance : employee-customer relationships in the Malaysian hotel industry“. Thesis, University of Nottingham, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.438448.
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Phillips, Frances. „Effectiveness of the AMSA employee empowerment share scheme as mechanism for transformation“. Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/64910.
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Business in South Africa is under increased pressure to more effectively transform ownership ratios. As a result corporates have been adopting employee empowerment share schemes as a mechanism for transformation. Despite increased adoption, there still exists ambiguity around the ability of these schemes to effectively achieve the vision of Broad Based Black Economic Empowerment. This study considers the ArcelorMittal South Africa Employee Empowerment share scheme to establish its effectiveness in stimulating feelings of ownership and the associated behavioural benefits. Furthermore it aims to understand the main drivers of effectiveness and deduce mechanisms for improvement. To advance the understanding of participantÕs subjective experience a qualitative, phenomenological research method was adopted. In-depth semi-structured interviews were conducted with a total of 21 middle managers across a variety of disciplines. Embedded in the inductive approach of the study thematic content analysis was applied to
each interview. Key findings indicated the AMSA EE share scheme ineffective as a mechanism for transformation, failing to inspire feelings of ownership or effect behavioural change. The subjective account of participantÕs ownership experience revealed the three antecedents of psychological ownership ÔInvestment of the SelfÕ; ÔPower Over TargetÕ and ÔComing to Know the ObjectÕ, were not satisfied in the implementation of the AMSA EE share scheme. Additionally four contextual ÔfencesÕ obstructing the development of psychological ownership were identified. Business Performance; Significance of Extrinsic Reward and Perceived Intent were established to collectively obstruct the ÔInvestment of the SelfÓ antecedent, whilst Structural Design obstructed the ÔPower Over Target Õantecedent to impede feelings of ownership. From these findings the Main Drivers of Effectiveness framework was developed. Furthermore two Thrusts for Improved Effectiveness were recognized linked to 12 specific recommended actions. From the two Thrusts for Improved Effectiveness it was concluded management initiatives that promote satisfaction of the three antecedents of psychological ownership and/or mitigate the impeding effects of contextual fences will improve the effectiveness of the AMSA EE share scheme.Mini Dissertation (MBA)--University of Pretoria, 2017.
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Gordon Institute of Business Science (GIBS)
MBA
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Gale, Lesia. „The relationship between leadership and employee empowerment for successful total quality management“. Thesis, View thesis, 2000. http://handle.uws.edu.au:8081/1959.7/28037.
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The aim of this thesis is to assist industry leaders in Australia understand the nature of employee empowerment by identifying the characteristics of employee empowerment, the leadership strategies required to guide employee behaviour changes and the interaction between the two concepts. This thesis argues that in the 1990's the role of leadership needs to change in order to address the threat of increasing competition. The role of leadership needs to focus on employee development and enhancing their ability to adapt to change, be innovative, creative and committed to achieving the goals of the organisation. Effective leadership is therefore reflected in the behaviour of employees. A characteristic identified as employee empowerment. The research for this study had two components. First was the development of the model to investigate the relationship between leadership strategies and employee empowerment behaviour in a workplace setting. The second research component of the study was testing the model. Testing required the development of a multi-component workplace survey instrument. A range of validation methodologies supported the survey instrument. The case study site was a government organisation. Results provided answers to each of the research questions. Among other findings, it was found that factors other than leadership could also moderate empowerment behaviours. The results of the study, if replicated, have important significance to Australian industry. Serious questions are raised concerning the direction of previous leadership research. Furthermore a new focus is provided to explain why TQM fails in organisations. Another key point highlighted in the study was the importance of using practical models that can be tested in the workplace.
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Gale, Lesia. „The relationship between leadership and employee empowerment for successful total quality management /“. View thesis, 2000. http://library.uws.edu.au/adt-NUWS/public/adt-NUWS20040311.130341/index.html.
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Thesis (Ph.D.) -- University of Western Sydney, Macarthur, 2000."A theis presented to the University of Western Sydney, Macarthur in fulfilment of the requirements for the degree of Doctor of Philosophy, June, 2000.''--t.p. Bibliography: leaves 235-287.
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Blewett, Verna. „Workers changing work : the influence of worker power ; a longitudinal case study analysis of workplace change at Moving Metals Limited /“. Title page, contents and abstract only, 2000. http://thesis.library.adelaide.edu.au/public/adt-SUA20030815.104708.
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Bibliography: leaves 261-276. Electronic publication; full text available in PDF format; abstract in HTML format. This thesis is about the role that shop floor workers play in organisational change. In particular, it investigates the manner in which a distinct group of worker-level leaders and change agents affected the generation and implementation of change and helped to shape the change process in an organisation undergoing planned change. The data for the thesis were obtained from a three-year, longitudinal case-study of organisational change in a medium-sized automotive components manufacturer, Moving Metals Limited (MML). Electronic reproduction.[Australia] :Australian Digital Theses Program,2001.
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Kruger, Sandra. „A case study of Fairtrade labelling and worker empowerment on two wine and fruit farms in the Western Cape“. Thesis, University of the Western Cape, 2008. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_5221_1256823868.
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"
This thesis explores the link between Fairtrade labelling and worker empowerment in the cases of LFFT and Stellar Organics in terms of: the reasons for becoming certified and commercial benefits expected from the Fairtrade labelling
the intergration of the Faitrade requirements into the structures and management of employee equity share shemes
the enabling or disabling factors for Fairtrade certification to contribute to the socio-economic development and empowerment of the workers. This thesis describes the two cases in detail according to these links and concludes that Fairtrade labelling has not significantly changed the trade relationships with large retailers for these two Fairtrade producers even though it has provided additional market access. The link between the Fairtrade requirements and the legal and administrativestructures of employee equity share schemes is complex and open to interpretation. Finally, the possibility for Fairtrade certification to contribute to the socio-economic development and empowerment of workers is dependent on changes in management and communicationbetween white farm owners and bleck workers which confronts deeply held paternalist beliefs..."
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Yim, Hong Kit Anderson Rolph E. „Psychological empowerment of salespeople : the construct, its inducement, and consequences on customer relationships /“. Philadelphia, Pa. : Drexel University, 2008. http://hdl.handle.net/1860/2981.
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Du, Preez Luzanne. „An exploration of coaching interventions and techniques used to address workplace bullying in South Africa“. Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/97431.
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Thesis (MPhil)--Stellenbosch University, 2014.ENGLISH ABSTRACT: Despite workplace bullying becoming more prevalent today, limited focus has been placed on this phenomenon within the organisational research context. It is important to note that this particular field of study still seems to be fairly new. Preventative measures for workplace bullying have focused on organisations taking responsibility through revisiting organisational leadership and culture, implementing policies and programmes, one of which includes coaching interventions. The present study set out to state that through effective and well-directed coaching interventions, awareness regarding workplace bullying can be created on both an individual and organisational level. The main objective of the study was to explore what coaching interventions and techniques can be used in coaching to address workplace bullying in South Africa. This study, positioned in the interpretivist paradigm, explored the personal experiences of 13 qualified and registered business coaches with COMENSA in South Africa, regarding their understanding, experience and knowledge of coaching related to workplace bullying from the sample group, through qualitative data. The sample group participated in individual semi-structured interviews relaying their experiences by answering specific questions, formulated as guidelines to the study. The questions were grouped into four categories, in order to analyse the qualitative data by using the content analysis method. The study found that coaches are increasingly faced with the responsibility to coach individuals related to workplace bullying, that it is a definite problem in South African organisations, but that organisations are currently not addressing it. The sample group in general had an average understanding of the concept of workplace bullying. However, their experience in workplace bullying contributed to insight on a number of factors, not obtained from literature. This also included the identification of several approaches, techniques and tools, which have been used with great effectiveness, whether coaching bullies or individuals being bullied. The sample group also emphasised a number of critical areas that coaches need to be aware of, including the importance of coaching supervision, proper contracting with clients and the effect that workplace bullying have on the coach himself, to mention just a few. The study focused on discussing the findings of this study by analysing and comparing the specific results, with previous literature, research and studies. The literature mentioned a number of theoretical underpinnings that can be used in workplace bullying coaching, but the study found more value in the processes followed by the coaches regarding effective coaching interventions, combined with approaches, tools and techniques, which are indicated specifically in the study. It was also found that an effective workplace bullying coach should have a good knowledge of organisations, organisational culture and the dynamics in business. In relation to South Africa’s focus on workplace bullying, the study found that this is greatly lacking, and special attempts should be made to create awareness of the topic in South African organisations. Investigations are proposed to incorporate workplace bullying into the South African labour legislation and to establish a Workplace Bullying Body to quantitatively and qualitatively investigate and regulate workplace bullying in South Africa.
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Laage, Lelanie. „Psychological empowerment, job satisfaction and organisational commitment in a chemical industry / Lelanie Laage“. Thesis, North-West University, 2003. http://hdl.handle.net/10394/2344.
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Pandle, Nolubabalo Leeanne. „An investigation into employee empowerment strategies for Small, Medium, and Micro Enterprises (SMMEs)“. Thesis, Nelson Mandela Metropolitan University, 2006. http://hdl.handle.net/10948/d1012138.
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Employee empowerment is a strategy that small business managers can deploy to add value to the business. This strategy is aimed at cultivating the power and ability of employees in their jobs. A business is a business by people working in it though they differ in many ways their contribution to the success of the organization is very important. However, these people are not often recognized as value contributors in the success of the business and for this reason they do not intend to add value to the business and they become demotivated to do their jobs properly. People are the business storehouse of knowledge and they are central to the organization's competitive advantage. Well educated, coached, and highly motivated people are critical to the development and execution of strategies, especially in today's fast-paced market, where top management can no longer assure the business competitiveness in isolation. In the business world, almost all businesses are doing the same, small businesses should strive to do things differently, and the only way that they can achieve that uniqueness is through instilling frankness and liberty to employees so that they act as if the business also belongs to them. The reason behind this success is the strategy the business is using to get into the heart of its customers, and this strategy is “employee empowerment”. People are the business's most underutilized resource; involvement in an organization is no longer a one-way road. In today's corporate environment a manager must work towards engaging the organization forcefully enough to achieve its objectives. New knowledge-based enterprises are characterized by flat hierarchical structures and a multi-skilled workforce. Managers assume more leadership and coaching tasks and work hard to provide employees with resources and working conditions they need to accomplish the goals they have agreed to. In brief, managers work for their staff, and not the reverse and this makes employees feel valued. Small business owners should tap into a new dimension of utilizing employee empowerment strategies in their businesses as these are proficient and are not costly. This paper investigates employee empowerment strategies that can be used by small, medium and micro enterprises (SMME's). An important reason for this investigation is that small businesses have incompetent skilled labour force due to the fact that they operate under a limited budget from which it would be difficult to get skilled workers who will demand higher salaries, as a result they need to put their energies rather on equipping and educating their employees through empowerment, which could at the end make them feel valued and part of the business. It is imperative to firstly assess the current situation of small business commitment to employee empowerment strategies; to what extent do they use employee empowerment strategies in their businesses In terms of the empirical study it was determined that small businesses were not aware of the concept of employee empowerment, but are in actual fact practicing employee empowerment strategies that have been theoretically revealed, according to the researcher’s observation, they were not aware of the impact of employee empowerment in the organization and that they can be implemented into the business. Therefore, by introducing the concept of employee empowerment and the strategies that can be used in small businesses, SMME's can enhance their services to customers, increase productivity and contribute to the welfare of employees to add value to the individual, the business and the country.
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Ramjee, Meelan. „An investigation into the impact of training and leadership programmes on employee empowerment“. Thesis, Nelson Mandela Metropolitan University, 2007. http://hdl.handle.net/10948/744.
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The South African banking industry is currently facing increasing macro- and micro-environmental pressures which had led banks to move towards customer-oriented strategies. This has influenced the way their systems and processes are developed and innovated to provide a satisfactory service to their clients. It appears that service quality has been the differentiating factor that has set the competitors apart in providing their customers with a unique customer experience through client relationships and interaction. As a consequence, banks have resorted to implementing various training and leadership interventions as a driver, to effectively empower their employees to improve service quality The aim of this research study was to identify the impact that training and leadership programmes implemented by a particular branch of Standard Bank South Africa (SBSA) had on employee empowerment. This was achieved through a comprehensive literature review and an empirical study to measure whether employees had perceived themselves to be empowered. The results from this study will be used by the Human Resource Division of SBSA to evaluate and implement effective training methods for the employees of the selected branch in order to improve employee empowerment. This would serve as a great benefit for the bank as employees that are satisfied with the work are generally more productive, hence producing increased revenue for the organisation. An empirical study was embarked on to measure the respondents’ perception of being empowered and involved a survey of eighty-three employees of the retail branch in the Sandton, Johannesburg area. Forty-three of the employees responded to the anonymous questionnaire and the data obtained was analysed and interpreted into meaningful results. The results of the survey indicated that the majority of the employees at the selected branch perceived themselves to be empowered and it was concluded that the implementation of the training and leadership programmes by SBSA had a positive impact on them. The following recommendations were made: - Firstly, to increase training and development, in the form of leadership courses, inter-departmental learning and on-the-job training sessions to develop the employees to their full potential; - Secondly, management needs to encourage employees to participate in discussion forums and staff meetings and involve them in decision-making thus improving the perceived lack of a free-flow of information and transparency within the workplace; - Thirdly, team leaders and supervisors should encourage support and coaching of the junior employees by giving them constructive on-going feedback, supporting their ideas, delegating tasks, and giving them direction on the way forward; - Fourthly, a review of the reward and recognition system would be advisable where employees are rewarded (financially or non-financially) for a job or task well done, or to promote certain behaviours and attitudes in the workplace; and - Finally, it was recommended that the employees be informed and educated on the benefits, associated for both the employees and the organisation, of the Scheme in order to increase their commitment and performance. The empowerment of employees in the organisation is important as it involves employees who take responsibility for their decisions and actions because they are primarily the ones who solve the problems in their own teams. Empowerment in organisations can thus lead to less absenteeism, lower employee turnover, less employee training costs, increased employee satisfaction and more productive employees.