Relevant bibliographies by topics / Employees empowerment

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Employees empowerment'

Author: Grafiati
Published: 4 June 2021
Last updated: 14 February 2022

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Journal articles on the topic "Employees empowerment"

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Vu, Hieu Minh. "Employee empowerment and empowering leadership: A literature review." Technium: Romanian Journal of Applied Sciences and Technology 2, no. 7 (2020): 20–28. http://dx.doi.org/10.47577/technium.v2i7.1653.

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Empowerment fosters employee’s creativity, quality of work-life, spirit of teamwork and organisational effectiveness. organisations do not only need to empower employees but should also encourage empowering leadership. Empowering leadership connotes the sharing of power and motivating employees to crave for superior performance. This paper focuses on literature in the employee empowerment and empowering leadership contexts. Considering the role people play in organisations, it is important to understand the impact of employee empowerment and empowering leadership on organisational outcomes. The author used historical data and findings from previous studies to draw insight on the subject. Based on our review, it was observed that employee empowerment fosters employee performance, job satisfaction, organisational commitment, customer satisfaction, productivity and business growth. Empowering leadership have been examined from the structural and motivational theoretical perspective. Several studies lend credence to the positive influence of empowering leadership on employees’ psychological empowerment. The author proposed some recommendations for managers to implement
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Echebiri, Chukwuemeka, Stein Amundsen, and Marit Engen. "Linking Structural Empowerment to Employee-Driven Innovation: The Mediating Role of Psychological Empowerment." Administrative Sciences 10, no. 3 (2020): 42. http://dx.doi.org/10.3390/admsci10030042.

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This paper aims to link structural empowerment to employee-driven innovation (EDI) with psychological empowerment as a mediation mechanism. Recently, there has been an increase in interest in utilizing all sources of knowledge in an organization to stimulate innovation among all employees. A clear understanding of some of the mechanisms used to achieve this is needed. The paper applies a quantitative approach based on two studies. Study 1 involved a total of 228 employees in a public sector organization, while study 2 involved 60 employees from a private sector organization. We employed structural equation modeling to test the hypothesized relationships among the variables. It was determined that both structural empowerment and psychological empowerment have a direct positive association with EDI. Second, the relationship between structural empowerment and EDI was partially mediated by psychological empowerment. EDI can only happen in an organization if employers and managers empower the ordinary employees to not only generate creative ideas but also to participate in its development and implementation.
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Khan, Inam Ullah, Umar Safdar, and Zohair Durrani. "THE LIGHT TRIAD TRAITS, PSYCHOLOGICAL EMPOWERMENT, CREATIVE SELF-EFFICACY, SELF-RESILIENCE AND INNOVATIVE PERFORMANCE IN ICT OF PAKISTAN." SEPTEMBER 37, no. 03 (2021): 297–310. http://dx.doi.org/10.51380/gujr-37-03-05.

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This study analyses how the Information & Communication Technology sector of managers having light triad traits (altruism, empathy, compassion) associates employee innovative performance through creative self-efficacy, Self-Resilience, and psychological empowerment. This study used pro social trait theory for Light triad traits of managers and employees' perspectives to broaden and build an approach. This study hypothesized a relationship amid Light triad traits, creative self-efficacy, self-resilience and psychological empowerment, which affects the innovative performance of employee. Light triad traits have most substantial positive relationship with innovative performance when employees have high levels of the self-resilience and creative self-efficacy. The psychological empowerment mediates relationship between the Light triad traits and innovative employee performance. Data was collected in total from 650 employees, 500 employees (followers) in which they rated their managers (leaders) and after 1 week, 150 managers (leaders) rated their employee's performance and generated results to support our study hypotheses.
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Sudibyadnyana, Putu, and Desak Ketut Sintaasih. "PENGARUH KEPEMIMPINAN TRANSFORMASIONAL DAN PEMBERDAYAAN TERHADAP KEPUASAN KERJA PEGAWAI BIRO UMUM DAN PROTOKOL SETDA PROVINSI BALI." E-Jurnal Manajemen Universitas Udayana 7, no. 1 (2017): 56. http://dx.doi.org/10.24843/ejmunud.2018.v7.i01.p03.

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Human resources are an important resource for organizational effectiveness. The purpose of this study is to explain the influence of transformational leadership and empowerment of employees to job satisfaction. This research was conducted at the General Bureau and Protocol of Regional Secretariat of Bali, with sample of 86 employees. The analysis technique used is multiple linear regression analysis. The results showed that transformational leadership has a positive effect on job satisfaction and employee empowerment have a positive effect on job satisfaction. Suggestions that can be given in this research that the agency should create a positive working relationship both between employers with employees and between fellow employees. In order for transformational leadership to be realized and job satisfaction can be improved, the leader should make the situation in the organization so feels as comfortable as possible so that employees feel comfortable working and make employees feel part of the family of the organization. The sense of kinship created will make employees better at work and provide good results in work
 .
 Keywords: Transformational Leadership, Employee Empowerment, Job Satisfaction
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Badjie, Gibriel, Armanu Thoyib, Djumilah Hadiwidjojo, and Ainur Rofiq. "Testing the Relationship of Employee Empowerment and Organisational Performance." Jurnal Analisis Bisnis Ekonomi 18, no. 2 (2020): 95–110. http://dx.doi.org/10.31603/bisnisekonomi.v18i2.3732.

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The research aimed to test the new measures of employee empowerment in a collectively social oriented society. The study applied questionnaire-based survey to obtain data and test the relationship between employee empowerment and organisational performance. A total of 80 completed questionnaires from the senior HR personnel from 40 organisations in the Gambia took part in the survey. Ten employees were engaged in a face-to-face interview, 2 private and 8 public organisations from among the 40 organisations that participated. Both SPSS and SmartPLS were utilised to analyse data. MGA is used to determine the difference private and public organisations. The study has indicated a significant relationship between employee empowerment and organisational performance. The findings revealed a small but not significant difference between the private and public organisations in their definition of employee empowerment in the Gambia based on MGA report. The findings discovered that the social nature of employees cannot be disputed, and a strong recognition of employees promotes organisation performance. HR department and organisational flexibility relates more to employee’s empowerment and has effect on attitude and behaviour. The study recommends further large-scale research in other environments outside the Gambia.
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Emam, Ali Salman, Juraifa Bte Jais, and Mosab I. Tabash. "The role of tribalism as mediator between employee empowerment and organizational commitment in Yemeni Islamic banking sector." Management & Marketing. Challenges for the Knowledge Society 14, no. 1 (2019): 130–49. http://dx.doi.org/10.2478/mmcks-2019-0009.

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Abstract This study examined the influence of employee empowerment on organizational commitment, and the level to which Tribalism plays a role in the relationship between the former two variables in the context of Islamic banks in Yemen. Indeed, the rationale for introducing employee empowerment is to increase levels of employee’s commitment to ensue positive outcomes. The interrelationships between the variables were analyzed to develop a strategy for increased organizational commitment in the Yemeni Islamic banking sector. This study used a social exchange theory to illustrate the study framework to link the relations between employee empowerment, organizational commitment, and Tribalism. This study relied on quantitative approaches. The study sample comprised of Yemeni Islamic banks’ employees. 450 questionnaires were distributed to employees, out of which, 292 were retrieved and deemed usable for analysis, constituting a 65% rate of response. The partial least squares structural equation modelling (PLS-SEM) was employed to analyze data and test the proposed hypotheses. The results indicated that there is a significant relationship between empowerment of the employees and their organizational commitment in Islamic banks in Yemen. More importantly, this study revealed that Tribalism is a significant mediator on the relationship between employee empowerment, and organizational commitment.
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Utomo, Agus, Yosephine Angelina Yulia, and Yenni Khristiana. "Empowerment of employees in creative economic business: Case study of the developing economy." Journal of Governance and Regulation 10, no. 3 (2021): 93–103. http://dx.doi.org/10.22495/jgrv10i3art8.

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Companies engaged in the creative industry right now are implementing employee empowerment as one step in the organization to participate more effectively and make things work well (Siachou & Gkorezis, 2018). Empowerment teaches how employees make decisions and accept responsibility for the results of what they do. Related to the issue of development and creative economic growth, what are the organization’s efforts towards employees in creative industry companies through empowerment employee (McRobbie, 2016)? This study aims to determine employees’ perceptions of employee empowerment and the impact of empowerment on creative business. This research is qualitative research with a case study approach. The subject of the research is 18 employees at the company Janur Biru, Surakarta. Data collection was done through interviews, observations, and review of documents. Long-time observation and research take about 6 months. Research data are analyzed by classifying data based on various data available, then connecting with data and information obtained from literature, documents, surveys, interviews, and field observation. Based on the results of research conducted at Janur Biru about employee empowerment, it can be concluded, that overall empowerment for employees is good. The most dominant employee empowerment is accountability. The dimensions of desire are generally good. However, the lack of creative encouragement for employees to think about work strategies is because work strategies are still being made by leaders
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Alhosani, Adnan, Rosman Md Yusoff, Fadillah Ismail, and Fazal Ur Rehman. "Factors Affecting Delegation Authority toward Employees Performance." Journal of Social and Development Sciences 9, no. 4 (2019): 43–48. http://dx.doi.org/10.22610/jsds.v9i4(s).2690.

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Employees are the key asset of every organization and their performance can influence the goals and objectives of organizations in a positive or negative way. The aim of this study is to develop a theoretical framework in relations to examine the effects of employee’s satisfaction and participation, delegation authority and empowerment on employee’s performance in UAE organizations. Specifically, to get an in-depth understanding of the linkage between delegation authority and employees performance with emphasize on (employee participation and employee satisfaction). This study is only limited to Dubai organizations and future research may be conducted in other countries as well as can assess the moderating role in the defined variables. By integrating employee’s satisfaction and participation, delegation authority and empowerment, and employee’s performance literature, the main contribution of this paper is the analysis of defined variables in Dubai organizations with emphasize on new challenges and to boost up the gap of relevant literature.
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Badjie, Gibriel, Armanu Thoyib, Djumilah Hadiwidjojo, and Ainur Rofiq. "INTRODUCING NEW EMPLOYEE EMPOWERMENT APPROACH: A SYSTEMATIC LITERATURE REVIEW." Humanities & Social Sciences Reviews 7, no. 5 (2019): 696–706. http://dx.doi.org/10.18510/hssr.2019.7585.

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Purpose of the study: The aim of the paper is to introduce newly developed constructs of employee empowerment as alternatives to the existing measures serving both the organization and employees. Centered on employees as the focus of the argument regarding how genuinely employee empowerment is realistically practiced in organizations today.
 Methodology: The study applied systematic literature review (SLR) or systematic research synthesis (SRS) as the method to gather, analyze and respond to the research query. The study method embraces the definition of SLR by Rousseau et al., (2008). The conditions for the literature search electronically were done through multiple journal sites. The gathered academic published materials were dated between 1954-2017.
 Main Findings: The findings revealed that there is a misconception surrounding the true picture of employee empowerment in organizations. Different organizations have different interpretations of employee empowerment as deem fitting to serve their needs. Most findings propagate employee empowerment on the conditions of internal factors of the organization.
 Applications of this study: This new approach to employee empowerment will give employees a new lease of life that extends beyond the immediate influence of the organization. It incorporates external factors as both define and shape the attitude and behaviors of employees. Both micro and macro factors relating to work roles and non-work roles of employees matter in empowerment.
 Novelty/Originality of this study: This study takes a holistic approach to employee empowerment by taking both inside-out and outside-in approach to factors that have strong influence on the attitude and behavior of employees thus relates to performance. It introduces new measures for employee empowerment.
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Ilyas, Sehrish, Ghulam Abid, Fouzia Ashfaq, Muhammad Ali, and Wasif Ali. "Status Quos Are Made to be Broken: The Roles of Transformational Leadership, Job Satisfaction, Psychological Empowerment, and Voice Behavior." SAGE Open 11, no. 2 (2021): 215824402110067. http://dx.doi.org/10.1177/21582440211006734.

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Employee voice behavior has attained significant attention in contemporary research due to its positive consequences for both workers and employers. Drawing on the social exchange theory, this study examined the mediating role of job satisfaction and psychological empowerment on the relationship between transformational leadership and employee’s voice behavior. Data were collected through survey questionnaires by utilizing a three-wave time-lagged study design from employees from diverse private and public sector organizations in Pakistan. The parallel multiple mediation is tested through Hayes’s process macro. The results indicate that job satisfaction and psychological empowerment partially mediate the relationship between transformational leadership and employee’s voice behavior. Further analysis depicts that both job satisfaction and psychological empowerment leveraged under transformational leadership act as parallel mediators and have no statistical significant difference between them. The theoretical and managerial implications are discussed.
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Dissertations / Theses on the topic "Employees empowerment"

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Wong, Wai-kwok. "Teacher participation and empowerment the cases of Hong Kong and Taiwan /." Click to view the E-thesis via HKUTO, 2007. http://sunzi.lib.hku.hk/hkuto/record/B37842766.

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Leyds, Jaqueline Sue-Anne Acquila. "The effect of black economic empowerment on employees." Diss., University of Pretoria, 2008. http://hdl.handle.net/2263/23042.

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This study is aimed at determining the effect of Black Economic Empowerment on employees. The objectives of this study were: <ul> <li>To conceptualize theoretically what Black Economic Empowerment entails and to identify the causes of the Broad Based Black Economic Empowerment Act.</li> <li>To determine the physical, emotional, psychological and social effect of BEE on employees and to elaborate on employees’ experiences</li>. <li>To make recommendations regarding the implementation of BEE based on employees experiences.</li> </ul> This qualitative study endeavoured to answer the following research question: “What effect does BEE have on employees?” By answering this question, the researcher aimed to document experiences to understand the effect of this phenomenon on employees and to make recommendations regarding its implementation in the workplace. Probability sampling methods were used to select the respondents and data was gathered by using semi-structured interview schedules. These interviews were taped-recorded, transcribed and analysed by extracting themes and subthemes. The study was feasible as it was within the financial and practical means of the researcher. Permission was obtained from BOSASA to conduct the study, and use their resources, staff and data. The main themes that emerged from the data analysis are as follows: <ul> <li>Support for BEE</li> <li>Criticism of BEE</li> <li>The role of communication</li> <li>Change leads to mental shifts</li> <li>Changes in the working environment affects employees</li> <li>Attitude towards change impacts on physical effects</li> <li>The importance of development in the implementation of BEE.</li> </ul> From the research findings, the following conclusions and recommendations were made: It can be concluded that there are different opinions regarding the implementation of BEE and we have to acknowledge that there are positive and negative effects thereof. BEE can hold mutual benefits for both employees and the organization, but it is important for open and reciprocal communication channels to be present whilst BEE is being implemented. It was also concluded that although BEE is a legislative process the individuals within the organization definitely experience the ripple effect of the changes that are implemented. On micro-level, it is recommended that all organizations where BEE is being implemented should have open communication channels between themselves and their employees. Opportunities for questions regarding clarity of processes being implemented should be part of the process and communication of information should be reciprocal and not just from a top down approach. On meso-level, it is recommended that different levels of management should receive training regarding BEE, what it entails and how it will be implemented. The reasons for its implementation and the benefits it holds for the organization and employees should be explored during these sessions. On macro-level, it is recommended that the marketing of BEE should become more prominent in the media in South Africa, including newspapers, television and billboards. The emphasis should shift from only reporting on the “large” BEE deals that are done, to the untold stories of the masses that daily experience the positive effects that BEE has had on them as “smaller” organizations and individuals. Organizations should assist in rectifying the harms of the past. It should not only be about implementing BEE for the purpose of getting business deals from government, but also about realizing its significance for the economic growth of our country. This will assist in eradicating fronting and create a culture that is open to change. Copyright<br>Dissertation (MSW)--University of Pretoria, 2008.<br>Social Work and Criminology<br>unrestricted
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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.
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Litie, Njie Thaddeus, Fon Linus Teku, and Gbolahan Awomodu. "Top management commitment and Empowerment of employees in TQM implementation." Thesis, Högskolan i Borås, Institutionen Ingenjörshögskolan, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-18933.

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Top management commitment and employees empowerment is one of the most important and vital principle in total quality management, because it is often assumes to have a strong relationship with customer satisfaction. In TQM implementation top management commitment in creating an organizational climate that empowers employees is very imperative. Thus, this can be achieved with top management commitment in training employees and giving employees opportunities to be responsible for the quality of their work. TQM strategy brings about a turn around in corporate culture as compared to the old traditional system of management in which the top management simply give orders and the employees merely obey them. In this study we’ll show that TQM objective of quality improvement and customer satisfaction can be better achieve if the top management are committed to empower employees to be responsible for the quality of their work and also empowerment in relation to decision making authority and process. We’ll as well show that empowerment in TQM brings about a flattened organizational chart where there is a shared responsibility between the managers and the employees. Despite some arguments put forward by some researchers to criticize employee empowerment, we’ll as well show that employees’ empowerment and improved level of job satisfaction can be facilitated by top management leadership and commitment to the goal of customer satisfaction in TQM organization.<br>Uppsatsnivå: D
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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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Hancer, Murat. "An analysis of psychological empowerment and job satisfaction for restaurant employees." The Ohio State University, 2001. http://rave.ohiolink.edu/etdc/view?acc_num=osu1231520235.

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Luby, Carole Eagle. "A case study of psychological empowerment of employees in a community college." [Gainesville, Fla.] : University of Florida, 2006. http://purl.fcla.edu/fcla/etd/UFE0013818.

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Philamon, Jan Elizabeth, and 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.
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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.<br>Dissertation (DPhil) -- Stellenbosch University, 2000.<br>Bibliography<br>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.<br>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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Wong, Wai-kwok, and 黃偉國. "Teacher participation and empowerment: the cases of Hong Kong and Taiwan." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2007. http://hub.hku.hk/bib/B37842766.

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Books on the topic "Employees empowerment"

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Empowering employees. Irwin, 1996.

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Breaking the chains: The empowerment of employees : how to evaluate, monitor, and improve employee empowerment levels. Continental Business Books, 1993.

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Thompson, Colin J. M. Becoming the best: Empowering employees to deliver service excellence. IFS International, 1994.

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10 things employers expect their employees to know: A soft skills workbook. Frederick H. Wentz, 2013.

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Seifert, Lucy. 40 activities for training in self-empowerment. Gower, 1996.

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Stone, Marden G., and Kelly G. Rigby. Embracing change, empowering employees. The Bureau of Land Management's Service Center and National Performance Review Lab, 1995.

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Susan, Kernaghan, and Snow Deborah, eds. The power of empowerment: Release the hidden talents of your employees. Kogan Page, 1994.

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Martins, Clitia Helena Backx. Trabalhadores na reciclagem do lixo: Dinâmicas econômicas, socioambientais e políticas na perspectiva de empoderamento. Secretaria da Coordenação e Planejamento, Fundação de Economia e Estatística Siegfried Emanuel Heuser, 2005.

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Martins, Clitia Helena Backx. Trabalhadores na reciclagem do lixo: Dinâmicas econômicas, socioambientais e políticas na perspectiva de empoderamento. Secretaria da Coordenação e Planejamento, Fundação de Economia e Estatística Siegfried Emanuel Heuser, 2005.

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Martins, Clitia Helena Backx. Trabalhadores na reciclagem do lixo: Dinâmicas econômicas, socioambientais e políticas na perspectiva de empoderamento. Secretaria da Coordenação e Planejamento, Fundação de Economia e Estatística Siegfried Emanuel Heuser, 2005.

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Book chapters on the topic "Employees empowerment"

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Joyce, Paul, and Adrian Woods. "The Social Responsibility of Businesses: To Empower Employees by Listening and Responding." In Ethics and Empowerment. Palgrave Macmillan UK, 1999. http://dx.doi.org/10.1057/9780230372726_15.

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Bloom, Daniel T. "Introduction." In Employee Empowerment. Productivity Press, 2020. http://dx.doi.org/10.4324/9780429400735-1.

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Bloom, Daniel T. "How Do We Define Empowerment?" In Employee Empowerment. Productivity Press, 2020. http://dx.doi.org/10.4324/9780429400735-2.

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Bloom, Daniel T. "The Role of DNA in Life." In Employee Empowerment. Productivity Press, 2020. http://dx.doi.org/10.4324/9780429400735-3.

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Bloom, Daniel T. "The Role of DNA in Business." In Employee Empowerment. Productivity Press, 2020. http://dx.doi.org/10.4324/9780429400735-4.

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Bloom, Daniel T. "The TLS Continuum Empowerment Model." In Employee Empowerment. Productivity Press, 2020. http://dx.doi.org/10.4324/9780429400735-5.

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Bloom, Daniel T. "The Empowered Manager." In Employee Empowerment. Productivity Press, 2020. http://dx.doi.org/10.4324/9780429400735-6.

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Bloom, Daniel T. "Empowerment through Cross-Functional Teams." In Employee Empowerment. Productivity Press, 2020. http://dx.doi.org/10.4324/9780429400735-7.

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Bloom, Daniel T. "Empowerment of Human Capital." In Employee Empowerment. Productivity Press, 2020. http://dx.doi.org/10.4324/9780429400735-8.

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Bloom, Daniel T. "Empowerment and Engagement." In Employee Empowerment. Productivity Press, 2020. http://dx.doi.org/10.4324/9780429400735-9.

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Conference papers on the topic "Employees empowerment"

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Gürbüz, Gözde, İlknur Kumkale, and 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.

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It is necessary that several applications should be done by the firms to adaptation to the changing market conditions and taking advantage of loyality. The first-major one of these applications is “empowerment” which is a modern management application. Efforts and labor of employees, who are so important for the firms’ developing and growing process, make valuable the firms. As businesses are aware of this, give power, responsibility, authority, and confidence to the employees; and thus they will be empowered. When the employees feel that they are empowered, their loyality will increase to the employer. This is important for the firms in today's hard conditions. In this study, it was investigated how was applied empowerment in the banking sector that there is intensive competition and how the empowerment effect the loyality level on the organization. The study is done via first data acquired from questionnary which were applied to 382 employees in 20 banks in Edirne, Tekirdağ and Kırklareli city-centers, and seconder data is from the literrature. The reliability test, demographical dispersion of employees, interpretation of employee empowerment and organizational commitment’s surveys, factor analiysis, variation tests (Kolmogrov-Smirnov Z, Mann-Whitney U, Kruskal-Wallis), regression and correlation analysis was made by SPSS. As a result of the study, it is concluded that, the empowerment applications in the banking sector, increased the loyality of the employee to the organizations.
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Tian, Zai-Lan, and Pei-lun Huang. "Leader empowerment behavior, self-efficacy and employees' voice behavior: An empirical research on IT knowledge employees." In 2013 6th International Conference on Information Management, Innovation Management and Industrial Engineering (ICIII). IEEE, 2013. http://dx.doi.org/10.1109/iciii.2013.6703228.

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Mert, Esvet, and Sabahat Bayrak Kök. "An Examination of the Relationship between Organizational Justice and Psychological Empowerment." In International Conference on Eurasian Economies. Eurasian Economists Association, 2017. http://dx.doi.org/10.36880/c08.01861.

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The perceptions of empowerment and justice that employees create in their minds affect all processes within the organization. Psychological empowerment is the perception of the organization that the organization has built to empower its employees. Organizational justice encompasses rules and social norms developed in the distribution of benefits, distribution processes and interpersonal relationships. This study aims to determine the relationship between psychological empowerment and perceptions of organizational justice. The 105 employees who work in a public institution constitute the universe of the researcher. According to Spearman correlation analysis results, the statistically significant relation was found between psychological empowerment and organizational justice perception. The main hypothesis has not been rejected. The study also examined the relationship between dimensions of psychological empowerment and dimensions of organizational justice. The results revealed a statistically significant relationship. The most striking result is that the relationship between the dimension of autonomy and the dimension of organizational justice is found to be strongest. The weakest relationship is the relationship between the meaning dimension of psychological empowerment and the dimensions of the concept of organizational justice.
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Kun, Qiao, Sun Hai-yan, and Liu Lin-li. "The Effect of Empowerment on Employees' Organizational Commitment: Psychological Contract as Mediator." In 2007 International Conference on Management Science and Engineering. IEEE, 2007. http://dx.doi.org/10.1109/icmse.2007.4422054.

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Mustafa, Labeat, and Mirjeta Domniku. "The role and importance of motivation and empowerment employees in the success of the enterprise." In University for Business and Technology International Conference. University for Business and Technology, 2018. http://dx.doi.org/10.33107/ubt-ic.2018.322.

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Di, Y., and Y. Li. "Effects of psychological empowerment on the performance of R&D employees: Moderating effects of LOC." In EM). IEEE, 2010. http://dx.doi.org/10.1109/ieem.2010.5674562.

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Onyemeh, N. C., C. W. Lee, and K. A. Yap. "Comparing psychological empowerment levels of field employees in small and large companies of the oilfield service industry." In 2015 IEEE International Conference on Industrial Engineering and Engineering Management (IEEM). IEEE, 2015. http://dx.doi.org/10.1109/ieem.2015.7385829.

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Taimenas, Elsa, Imelda Pellokila, Yunita Rihi, and Sheila Day. "Homestay Employees Empowerment In Front Office Division Toward Competency Standard Practices To Improve The Services Quality In Kupang City." In Proceedings of the 1st International Conference on Engineering, Science, and Commerce, ICESC 2019, 18-19 October 2019, Labuan Bajo, Nusa Tenggara Timur, Indonesia. EAI, 2019. http://dx.doi.org/10.4108/eai.18-10-2019.2289942.

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Koyuncu, Kadife, Bekir Esitti, Ronald J. Burke, and Mustafa Koyuncu. "Workplace Learning Cultures, Learning Potential and Important Work Outcomes among Managerial Employees in Five-Star Turkish Hotels." In International Conference on Eurasian Economies. Eurasian Economists Association, 2015. http://dx.doi.org/10.36880/c06.01344.

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This research investigated the relationship of perceived workplace learning culture, workplace learning potential, perceived employability, feelings of psychological empowerment, important work outcomes, and self-reported assessments of service quality among supervisors and managers in five star hotels in Turkey. Data were collected from 205 managers, an eighty-nine percent response rate, from twelve hotels, using anonymously completed questionnaires. Work outcomes included job satisfaction, perceptions of service quality and intent to quit. Managerial Self-efficacy was significantly related to perceptions of workplace learning culture, opportunities for learning, employability and all other work outcomes. In addition, stronger workplace learning cultures and more opportunities for learning also had positive effects of several work outcomes. &#x0D; The present research has limitations which should be noted to better assess the results. First, all data were collected using self-report questionnaires with the possibility of response set tendencies and common method biases. Second, all data were collected at one point in time making it challenging to address issues of causality. Third, although the sample was relatively large, all respondents came from high quality properties in only one large city in Turkey (Istanbul), thus the extent to which our findings would apply to hotels in other regions or hotels of lower quality is indeterminate. &#x0D; Practical implications include training supervisors on ways to develop and support a workplace learning culture, training all employees on the benefits of personal efficacy and ways to increase it, and training employees on the benefits of their own learning and ways to enhance this.
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Taban, Mohammad, Seidmehdi Veiseh, and Yasan allah Poorashraf. "Investigating the Influence of Service Training, Reward System and Empowerment on Job Satisfaction and Organizational Commitment of the Employees of Ilam's Telecommunications Company." In Sixth International Conference on Computer Science, Engineering and Applications. Academy & Industry Research Collaboration Center (AIRCC), 2016. http://dx.doi.org/10.5121/csit.2016.60213.

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Reports on the topic "Employees empowerment"

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Ford, Deborah. An Evaluation of Moderating Influences of Employee Proactive Personality: Empowerment and Political Skill. Portland State University Library, 2000. http://dx.doi.org/10.15760/etd.515.

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