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Journal articles on the topic 'Employees empowerment'

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1

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. Th
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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 struct
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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. Lig
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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
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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
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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 fram
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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 t
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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 limi
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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). Th
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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 Haye
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Kidron, Aviv. "Examining the Mediating Role of Commitment to the Supervisor in Employees’ Affective Commitment: Temporary Employees Versus Permanent Employees." Journal of Leadership & Organizational Studies 25, no. 4 (2018): 456–68. http://dx.doi.org/10.1177/1548051818755635.

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One of the challenges faced by human resources management departments in recent years is how to manage employees with different employment contracts, in particular, temporary compared with permanent. This study tries to examine commitment to the supervisor as a mediating variable between psychological contract and empowerment, on one hand, and affective commitment, on the other. Commitment to the supervisor is considered a mediating variable since it emphasizes the importance of the supervisor’s role in the relationship between employees and the organization. The differences between commitment
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Hilimi, Zainudin, Dewi Susita, and Paulus Kindangen. "The Effect of Empowerment, Training, Compensation through Organizational Commitment on the Performance of the Financial Management of the North Sulawesi Provincial Government." IJHCM (International Journal of Human Capital Management) 4, no. 2 (2020): 1–10. http://dx.doi.org/10.21009/ijhcm.04.02.01.

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This study aims to analyze and determine the effect of empowerment, training, compensation through organizational commitment to the financial management performance of the North Sulawesi Provincial Government. The methodology used in this research is a quantitative approach with a descriptive survey method. Research respondents numbered 267 financial management employees.The results of this study indicate that 1) Empowerment has a direct and positive effect on the performance of financial management employees. 2) Training has a direct and positive effect on the performance of financial managem
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Gede, I. Komang, and Milla Permata Sunny. "PENGARUH LEADER MEMBER EXCHANGE, EMPOWERMENT, TALENT MANAGEMENT TERHADAP TURNOVER INTENTION." WIDYA MANAJEMEN 1, no. 2 (2019): 113–37. http://dx.doi.org/10.32795/widyamanajemen.v1i2.359.

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The purpose of this study to examine the influence of leader member exchange, empowerment, talent management to turnover intention on employees of PT Bank BRI Cabang Gatot Subroto. Sample used as many as 55 people with census method (total sampling), the analysis technique used is multiple linear regression. The result of analysis is known that member exchange leader has positive and significant impact to employee intention turnover at PT Bank BRI Cabang Gatot Subroto. Empowerment has a negative and significant effect on employee intention turnover at PT Bank BRI Cabang Gatot Subroto. Talent m
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Okunbanjo, Olajide Idowu, Noah Adewale Salami, and Wasiu Olusegun Kehinde. "Influence of Leadership Approach on Employee Empowerment: A Study of Selected Small-Scale Businesses in Nigeria." Management and Economics Research Journal 02 (2016): 13. http://dx.doi.org/10.18639/merj.2016.02.293919.

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Leadership determines the attitude of employees toward discharging the responsibilities in organizations. There have been few studies on leadership as it influences employee empowerment. Thus, the broad objective of this paper is to examine the relationship between leadership approach and employee empowerment in small businesses in Lagos State. The study administered 400 questionnaires to the employees of Small businesses in Lagos state; 377 were returned, but 372 were found usable. Pearson correlation matrix was employed to test the significant relationship between leadership approach and emp
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Kosar, Rizwana. "The Impact of Psychological Empowerment on Organizational Citizenship Behavior and Knowledge Sharing Behavior: The Mediating role of Employee Engagement and Moderating role of Leader-member exchange." Jinnah Business Review 5, no. 2 (2017): 1–12. http://dx.doi.org/10.53369/tnyv1870.

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The aim of this study is to determine the relationship between psychological empowerment and two behavioral outcomes of an employee (organizational citizenship behavior and knowledge sharing behavior) by examining the mediating role of employee engagement and moderating role of leader-member exchange. A survey was completed by 146 employees working in a variety of jobs and organizations. The data were collected by self- administered questionnaire and then analyzed by using correlation and regression analysis. Results indicate that psychological empowerment positively influences organizational
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Iis, Em Yusuf, Wahyuddin, and Armanu Thoyib. "The Effect of Empowerment, Work Environment, and Career Development on Employees Performance with Work Motivation as The Intervening Variable in The Government of Aceh - Indonesia." Quantitative Economics and Management Studies 2, no. 6 (2021): 376–86. http://dx.doi.org/10.35877/454ri.qems383.

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This study aimed to examine the effect of employee empowerment, work environment, and career development on the performance of Aceh Government employees. Data were obtained by distributing questionnaires to 150 employees. Data analysis method was Structural Equation Modeling (SEM). The results showed that employee empowerment, work environment, and employee career development affected work motivation and employee performance significantly. In addition, employee empowerment and work motivation have a direct and significant influence on employee performance, and career development and work envir
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Kippenberger, T. "Empowerment: tapping employees' ability." Antidote 2, no. 2 (1997): 20–21. http://dx.doi.org/10.1108/eum0000000006412.

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Kanani, Nima, and Bijan Shafiei. "Employees Empowerment in Organization." Kuwait Chapter of Arabian Journal of Business and Management Review 5, no. 8 (2016): 1–6. http://dx.doi.org/10.12816/0019407.

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Pragiwani, Meita, Mohammad Benny Alexandri, and Chandra P. "ANALISIS EMPLOYEE EMPOWERMENT DAN KNOWLEDGE MANAGEMENT PADA PENINGKATAN KINERJA KARYAWAN DI SEKTOR PARIWISATA." AdBispreneur 3, no. 1 (2018): 73. http://dx.doi.org/10.24198/adbispreneur.v3i1.18176.

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ABSTRACT Employee empowerment can spur to increase creativity, motivation, and innovative power of employees in carrying out their duties and responsibilities. Applicability of Employee Empowerment program or employee empowerment will improve employee performance, so that company's goal will be achieved well, fast and flexible. Based on the background of the problems described earlier, it can be identified the problem (a) Employee Empowerment gives influence to the performance of hotel employees (b) Management Knowledge gives influence to the performance of hotel employees. Hypothesis testing
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Bian, Xiaohua, Yueyi Sun, Zhihong Zuo, et al. "Transactional leadership and employee safety behavior: Impact of safety climate and psychological empowerment." Social Behavior and Personality: an international journal 47, no. 6 (2019): 1–9. http://dx.doi.org/10.2224/sbp.7295.

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We explored the influence of transactional leadership on employees’ safety behavior, and investigated the impact of safety climate and psychological empowerment on this influence. By surveying 260 employees in the construction industry, we obtained the following results: First, transactional leadership negatively predicted safety climate, psychological empowerment, and employees’ safety behavior. Second, safety climate and psychological empowerment positively predicted employees’ safety behavior. Third, safety climate and psychological empowerment played a mediating role in the relationship be
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Kanake, Mercy Kananu, and Ambrose Kemboi. "Employee Empowerment and Innovative Work Behavior." SEISENSE Journal of Management 3, no. 5 (2020): 13–23. http://dx.doi.org/10.33215/sjom.v3i5.421.

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Purpose: This paper seeks to address the moderating effect of leader-member exchange on the link between employee empowerment and innovative work behavior. Design/Methodology: The study draws on the causal-comparative research design, and employs paper-based self-administered questionnaires to gather data from a sample of 470 employees drawn from manufacturing firms in Kenya. This sample is part of a population of 9915 employees and has been narrowed down using Yamane’s formula. The study employs stratified and simple random sampling techniques to constitute the required sample of employees. F
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Weidenstedt, Linda. "Employee Empowerment and Paternalism: A Conceptual Analysis of Empowerment's Embeddedness in Communicative Contexts." management revue 31, no. 4 (2020): 444–64. http://dx.doi.org/10.5771/0935-9915-2020-4-444.

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Empowerment as a management technique builds on the assumption that employees desire more power. Consequently, to a large extent, research on employee empowerment has focused on defining the type of power that should be contained in empowerment, identifying relevant mediating and moderating effects of and for empowerment as well as empowerment's boundary conditions such as individual and social attributes. However, less research has dealt with communicative and relational aspects and how these may impact the outcome of employee empowerment. This paper uses an interactional perspective to conce
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Cierniak-Emerych, Anna, and Katarzyna Piwowar-Sulej. "Employee epowerment — terminological and practical perspective in Poland." Oeconomia Copernicana 8, no. 2 (2017): 301. http://dx.doi.org/10.24136/oc.v8i2.19.

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Research background: The 1980s saw popularization of the management paradigm requir-ing that employee intellectual potential should be noticed and used. The subjective approach to employees is fully reflected in the empowerment process. The definition scope of the analysed notion has not been unambiguously delineated to date. In narrow terms, empowerment means delegating power in the decision-making process and is considered a management method. In broad terms, in turn, the idea is at times called even a management concept.Purpose of the article: The aim of this paper is to provide answers to
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Yoo, Jaewon. "Customer power and frontline employee voice behavior." European Journal of Marketing 51, no. 1 (2017): 238–56. http://dx.doi.org/10.1108/ejm-07-2015-0477.

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Purpose This paper aims to develop a research model that proposes a relationship among customer power, psychological empowerment and voice behavior of frontline employees (FLEs). The model also suggests that managerial openness, as a result of the manager–employee interface, contributes by mediating the effect of customer power on psychological empowerment. As a result of the job characteristic–employee interface, task interdependence is suggested as a moderator in the relationship between psychological empowerment and voice behavior. Design/methodology/approach To analyze the data, a confirma
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Luoh, Hsiang-Fei, Sheng-Hshiung Tsaur, and Ya-Yun Tang. "Empowering employees: job standardization and innovative behavior." International Journal of Contemporary Hospitality Management 26, no. 7 (2014): 1100–1117. http://dx.doi.org/10.1108/ijchm-03-2013-0153.

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Purpose – This study aims to explore the relationship between job standardization and employee innovative behavior, as well as the mediating and moderating effects of employee psychological empowerment. Little research has been focused on the conflicting concepts of job standardization and employee innovative behavior. Design/methodology/approach – Respondents chosen from frontline services in tourist hotels in Taiwan were used to examine the mediating and moderating roles of psychological empowerment on the established relationships between job standardization and employee innovative behavior
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Suriyani, Erna. "PENGARUH PEMBERDAYAAN PEGAWAI TERHADAP KINERJA ORGANISASI KANTOR KECAMATAN HARUYAN KABUPATEN HULU SUNGAI TENGAH." Al-KALAM JURNAL KOMUNIKASI, BISNIS DAN MANAJEMEN 5, no. 1 (2018): 120. http://dx.doi.org/10.31602/al-kalam.v5i1.1338.

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The purpose of this study is to determine the effect of empowerment of employees on organizational performance at the District Office Haruyan Hulu Sungai Tengah. The type of research used is explanatory, while the research approach is a quantitative approach.The findings of research that is at a significant level of 5% proved to have an effect of empowerment of employees who viewed from the desire to the performance of Haruyan District Office, while for 1% it turned out that the empowerment of pegawi does not affect the performance of the organization. At a significant level of 5% proved to ha
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Ukil, Minhajul Islam. "The Impact of Employee Empowerment on Employee Satisfaction and Service Quality: Empirical Evidence from Financial Enterprizes in Bangladesh." Verslas: Teorija ir Praktika 17, no. 2 (2016): 178–89. http://dx.doi.org/10.3846/btp.2016.651.

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Organizations face immense challenges in improving their performance and productivity in the present changing and competitive business world. Experts view employee empowerment as an effective tool that fosters organizational performance, employee satisfaction and service quality. The present study intends to identify the influence of employee empowerment on employee satisfaction and service quality, and the impact of employee satisfaction on service quality. Fourteen dimensions and 52 item statements of employee empowerment, service quality and employee satisfaction have been adopted from prev
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Ratna, Ratna, and Dewi Maharani. "The Relationship Between Empowerment And Job Satisfaction on Employee Performance in Majalengka Regency." Procedia of Social Sciences and Humanities 1 (March 25, 2021): 193–97. http://dx.doi.org/10.21070/pssh.v1i.41.

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This study aims to see the relationship between empowerment and job satisfaction on employee performance in Majalengka Regency. This research uses a quantitative approach, with survey methods and path analysis techniques. The sample in this study were employees in the Majalengka environment with a sample size of 80 employees. The data collection technique in this research is by using a questionnaire containing several lists of statements. The results showed that (1) employee performance was directly affected by empowerment. Increased empowerment would result in an increase in performance of 3.
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., Reena. "Impact of Employees' Empowerment on their Performance." Journal of National Development 31, no. 2 (2018): 178–86. http://dx.doi.org/10.29070/31/58297.

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Khokher, Nimra Ali, and Abdul Raziq Abdul Raziq. "The Relationship Between Employee Empowerment and Subjective Wellbeing: Evidence from Services-Based SMEs in Pakistan." Lahore Journal of Business 5, no. 2 (2017): 81–99. http://dx.doi.org/10.35536/ljb.2017.v5.i2.a5.

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Employee empowerment plays a key role in the management of talented personnel: it enables an organization to use workers’ skills and abilities in a way that enhances the performance of both employer and employee. Based on a survey of 349 small and medium enterprises in Quetta, this study examines the impact of employee empowerment on employees’ subjective wellbeing, which is measured in terms of affective and cognitive components. Its results indicate that employee empowerment has a significant and positive impact on employees’ subjective wellbeing, implying that senior managers should priorit
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Sakeru, Adel Christian P., Aji Hermawan, and Yunus Triyonggo. "Pengaruh Employee Engagement, Pemberdayaan, dan Komitmen Organisasi Terhadap Kinerja Karyawan PT. Toyota Motormanufacturing Indonesia." Jurnal Manajemen Teori dan Terapan | Journal of Theory and Applied Management 12, no. 2 (2019): 126. http://dx.doi.org/10.20473/jmtt.v12i2.12345.

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PT Toyota Motor Manufacturing Indonesia needs to possess quality and competent human resources in order to face the stiff competition with the continuous growth of similar companies. Human resources development in a company must be well performed and well planned, and one way to do so is by performing evaluations about employee engagement, empowerment, and organisational commitment so that employees’ performance can be improved continuously, which in turn will improve the employees’ prosperity and the company’s profit. The purpose of this research is to analyse the impact of employee engagemen
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Pham Thi Phuong, Loan, and Young-joo Ahn. "Service Climate and Empowerment for Customer Service Quality among Vietnamese Employees at Restaurants." Sustainability 13, no. 3 (2021): 1172. http://dx.doi.org/10.3390/su13031172.

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This study examines the relationship between service climate, empowerment, and organizational citizenship behavior among Vietnamese employees at restaurants in urban areas of South Korea. Moreover, the mediating role of empowerment between service climate and organizational citizenship behavior is investigated. From a sample of 209 Vietnamese respondents working in Asian ethnic restaurants, the findings indicate that work facilitation is the most influential service climate that affects empowerment. However, two service climate factors—managerial support and customer orientation—are not statis
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Jasrin, Tadeus Arufan, Anne Agustina Suwargiani, Riana Wardani, et al. "Acceptance of Leadership Empowerment Efforts for Female Employees in Three Dental Hospitals." International Journal of Dentistry 2020 (August 3, 2020): 1–9. http://dx.doi.org/10.1155/2020/8056175.

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Introduction. Empowerment is an organisational effort in increasing the willingness and ability of employees to be more independent in performing their duties. Employee leadership empowerment substantially increases motivation, performance, and commitment to the organisation. Leadership empowerment includes self-determination, competence, meaning, and impact. The purpose of this study was to determine the acceptance of leadership empowerment efforts for female employees in three dental hospitals in Bandung. Methods. A descriptive survey was conducted and the study population was dental hospita
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Paradisani, Putu Tera, and Made Surya Putra. "PERAN PEMBERDAYAAN KARYAWAN DALAM MEMEDIASI HUBUNGAN ANTARA GAYA KEPEMIMPINAN TRANSFORMASIONAL TERHADAP KEPUASAN KERJA KARYAWAN." E-Jurnal Manajemen Universitas Udayana 8, no. 9 (2019): 5549. http://dx.doi.org/10.24843/ejmunud.2019.v08.i09.p10.

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The purpose of this study is to examine the effect of transformational leadership style on employee job satisfaction through employee empowerment as a mediating variable. The number of samples taken were 52 employees of DevinSky Hotel Seminyak who had worked for at least 3 years. The sampling technique used in this study is a saturated sampling technique. Data was collected through questionnaires. The analysis technique used is Partial Least Square (PLS). On the results of the analysis it was found that the transformational leadership style variable had a significant positive effect on employe
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Chen, Chao C., Ann Yan Zhang, and Hui Wang. "Enhancing the Effects of Power Sharing on Psychological Empowerment: The Roles of Management Control and Power Distance Orientation." Management and Organization Review 10, no. 1 (2014): 135–56. http://dx.doi.org/10.1111/more.12032.

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In this article we test a model of bounded empowerment: the boundary conditions under which power sharing affects employees' psychological empowerment. Using data from two telecommunication companies, we investigate how management control and power distance orientation moderate the effects of supervisors' power sharing on employees' psychological empowerment. Results show that power sharing improves job performance partly through psychological empowerment. Furthermore, management control enhances rather than impedes the positive effect of power sharing on psychological empowerment. Power dista
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Nayak, Tanaya, Chandan Kumar Sahoo, and Pravat Kumar Mohanty. "Workplace empowerment, quality of work life and employee commitment: a study on Indian healthcare sector." Journal of Asia Business Studies 12, no. 2 (2018): 117–36. http://dx.doi.org/10.1108/jabs-03-2016-0045.

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Purpose The purpose of the paper is to explore the relationship between workplace empowerment and employee commitment with quality of work life (QWL) as a mediator in the case of private healthcare employees in India. Design/methodology/approach The study used a structured questionnaire to collect primary data from 279 employees of private healthcare units in India. AMOS 20 was used to analyse the data. Findings Results of data analysis confirm that the proposed hypotheses of the study were significant. Structural equation modelling revealed a best-fit model that demonstrated QWL to be a signi
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Su, Xin, Peng Gao, Ying He, and Xuzhen Zhu. "Effect of leaders' implicit followership prototypes on employees' internal and external marketability." Social Behavior and Personality: an international journal 47, no. 12 (2019): 1–12. http://dx.doi.org/10.2224/sbp.8470.

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To examine if leaders' implicit followership theory can be transferred from the behavior level to the competence level, we used a social information processing perspective to investigate the effects of leaders' implicit followership prototypes on employee marketability. Participants were 331 employees of companies in China, who completed measures of their leaders' implicit followership prototypes, internal and external marketability, and psychological empowerment, and their leaders rated the employees' in-role performance. Results showed that leaders' implicit followership prototypes were posi
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Khaliq, Abdul. "RELATIONSHIP OF EMPLOYEE TRAINING, EMPLOYEE EMPOWERMENT, TEAM WORK WITH JOB SATISFACTION." Journal of Arts & Social Sciences 7, no. 2 (2020): 185–98. http://dx.doi.org/10.46662/jass-vol7-iss2-2020(185-198).

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Current research is designed to check the impact of employee training, employee empowerment, team work on job satisfaction. Employee training, employee empowerment, team work are independent variables and job satisfaction is dependent variable. Overall, 160 employees of banks employees who are working at managerial level are selected randomly. Results indicates that employee training, employee empowerment, team work has significant positive impact on job satisfaction. It is also seen that teamwork is emerging as strong predictor of job satisfaction the employee empowerment is second good predi
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Smith, Ken. "Hospitality and Empowerment: Trusting Employees." Hospitality & Tourism Educator 5, no. 2 (1993): 19–20. http://dx.doi.org/10.1080/23298758.1993.10685477.

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Altaf, Mohsin, Sany Sanuri Mohd Mokhtar, Faisal Mustafa, and Arfan Shahzad. "Brand Empowerment and Brand Consistent Behavior: Mediating Role of Brand Psychological Ownership and Employee Brand Understanding." Pakistan Journal of Psychological Research 34, no. 3 (2019): 477–96. http://dx.doi.org/10.33824/pjpr.2019.34.3.26.

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This study aimed to investigate the connection of brand empowerment with employee brand understanding, brand psychological ownership, and brand consistent behavior. Secondly, mediating role of brand psychological ownership and employee brand understanding in the relationship of brand empowerment and brand consistent behavior was also examined. Survey method was used to collect data from 274 employees of banking sector through multistage sampling. Measures of Brand Consistent Behavior Scale (King, Grace, & Funk, 2012), Employee Brand Understanding Scale (Piehler et al., 2016), Brand Psychol
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Novita Sari, Ni Kadek Yustina, and I. Gusti Ayu Dewi Adnyani. "PENGARUH KEPEMIMPINAN TRANSFORMASIONAL DAN KOMITMEN ORGANISASIONAL TERHADAP KEPUASAN KERJA BADAN PEMBERDAYAAN MASYARAKAT DAN PEMDES DENPASAR." E-Jurnal Manajemen Universitas Udayana 7, no. 12 (2018): 6786. http://dx.doi.org/10.24843/ejmunud.2018.v07.i12.p15.

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Companies in general will have all sorts of ways to improve employee job satisfaction. Factors that can improve employee job satisfaction are transformational leadership and organizational commitment of employees. The purpose of this study was to examine the effect of transformational leadership and organizational commitment on employee job satisfaction at Community Empowerment Board and Pemdes Government of Denpasar City. The population of this research is all employees of Community Empowerment Board and Pemdes Government of Denpasar City which amounted to 34 people, with sample determination
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Purnami, Ni Made Ita, and I. Wayan Mudiartha Utama. "PENGARUH PEMBERDAYAAN, MOTIVASI DAN LINGKUNGAN KERJA TERHADAP PRODUKTIVITAS KERJA KARYAWAN." E-Jurnal Manajemen Universitas Udayana 8, no. 9 (2019): 5611. http://dx.doi.org/10.24843/ejmunud.2019.v08.i09.p13.

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The purpose of this study is to find out the effect of empowerment, motivation and work environment on employee work productivity. This research was conducted at Legong Keraton Beach Hotel. The number of respondents studied was 41 employees, using saturated samples. Data collection is done through interviews and questionnaires. The analysis technique used is multiple linear regression. The findings in this study were that empowerment, motivation and work environment had a positive and significant effect on employee work productivity. Legong Keraton Beach Hotel is expected to pay more attention
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Alfian, Moh, I. Gede Arimbawa, and Elok Damayanti. "THE INFLUENCE OF APPLICATION OF “CLEAN VALUE” AND THE EMPOWERMENT OF EMPLOYEE WITH ORGANIZATIONAL CITIZENSHIP BEHAVIOR ON EMPLOYEE PERFORMANCE AT PT PERTAMINA MARKETING OPERATION REGION V SURABAYA." Journal of World Conference (JWC) 1, no. 2 (2019): 242–46. http://dx.doi.org/10.29138/prd.v1i2.146.

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This study aims to analyze the effect of applying clean values, employee empowerment towards organizational citizenship behavior with employee performance. This type of research used a quantitative approach. Data collection used interviews, observation and questionnaire dissemination. The population of this research were employees of PT. Pertamina MORV Surabaya with a sample of 135 respondents from 204 employees. The analytical method used the application of SmartPLS (Partial Least Square). Based on the results of the study, it can be concluded clean value management, employee empowerment have
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Hameed, Zahid, Ikram Ullah Khan, Tahir Islam, Zaryab Sheikh, and Rana Muhammad Naeem. "Do green HRM practices influence employees' environmental performance?" International Journal of Manpower 41, no. 7 (2020): 1061–79. http://dx.doi.org/10.1108/ijm-08-2019-0407.

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PurposeRecent research has demonstrated an increasing awareness among business communities about the importance of environmental concerns. Green human resource management (GHRM) has become a crucial business strategy for organizations because the human resource department can play a key role in going “green.” This study tests an integrative model incorporating the indirect effects of GHRM practices on employee organizational citizenship behavior toward environment (OCBE), through green employee empowerment. Moreover, this study investigates the moderating effect of individual green values on O
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Hartline, Michael D., and O. C. Ferrell. "The Management of Customer-Contact Service Employees: An Empirical Investigation." Journal of Marketing 60, no. 4 (1996): 52–70. http://dx.doi.org/10.1177/002224299606000406.

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The authors develop and test a model of service employee management that examines constructs simultaneously across three interfaces of the service delivery process: manager-employee, employee-role, and employee-customer. The authors examine the attitudinal and behavioral responses of customer-contact employees that can influence customers’ perceptions of service quality, the relationships among these responses, and three formal managerial control mechanisms (empowerment, behavior-based employee evaluation, and management commitment to service quality). The findings indicate that managers who a
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Anthonius, Anthonius. "The Influence Of Employee Empowerment, Soft Skills And Hard Skills Towards Employee Performance In Hotel/ Hospitality Industry." COMPETITIVE Jurnal Akuntansi dan Keuangan 5, no. 2 (2021): 14. http://dx.doi.org/10.31000/competitive.v5i2.4112.

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The growth and competition of Indonesia’s hotel industry, especially during the Covid-19 pandemic, has hardly pushed them to maintain their corporate and employee performance. The factors related to human resource and hospitality industry, which cloud significantly affects the employee’s performance are employee empowerment, soft skill and hard skill. This research is a quantitative research with hypothesis test. The samples used are 100 active employees of 4 stared rated hotels. This research uses questionnaire as the research instrument and the data analysis conducted by applying Structural
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Taradita, I. Gusti Ayu Sastria, and I. Made Artha Wibawa. "PENGARUH PEMBERDAYAAN PSIKOLOGIS DAN BUDAYA ORGANISASI TERHADAP PERILAKU INOVATIF." E-Jurnal Manajemen Universitas Udayana 8, no. 6 (2019): 3417. http://dx.doi.org/10.24843/ejmunud.2019.v08.i06.p05.

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This study aims to explain 1) the effect of psychological empowerment on innovative behavior, 2) the influence of organizational culture on innovative behavior. This research was conducted at UD Romo Jewelry Manufacture. The number of samples taken was 72 employees, with a non probability sampling method with a type of saturated sampling technique. Data collection is done through a survey approach with questionnaire and interview methods. The analysis technique used is multiple linear regression. Based on the results of the analysis it was found that psychological empowerment and organizationa
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A Nuzul, A., Andree Dwijanto Witjaksono, and Anang Kistyanto. "Empowering Leadership and Employee Creativity: The Mediating Role of Psychological Empowerment." SEISENSE Journal of Management 3, no. 6 (2020): 14–25. http://dx.doi.org/10.33215/sjom.v3i6.467.

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Purpose: This paper tried to examine the mediation effect of psychological empowerment between empowering leadership and employee creativity Design/Methodology: This study referred to quantitative research design and used a paper-based online questionnaire to collect data from a sample of 65 employees drawn from an Information Technology company in Surabaya, Indonesia. This study used the SEM (Structural Equation Modeling) Partial Least Square analysis with saturated samples. Findings: The results indicate that empowering leadership and psychological empowerment positively and significantly af
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Nesia, Rosalina Permatasari, and I. Gusti Ayu Manuati Dewi. "LEADER MEMBER EXCHANGE, PEMBERDAYAAN KARYAWAN DAN KOMPENSASI FINANSIAL BERPENGARUH TERHADAP KEPUASAN KERJA PT. CENTRAL HERO MANUNGGAL." E-Jurnal Manajemen Universitas Udayana 9, no. 2 (2020): 617. http://dx.doi.org/10.24843/ejmunud.2020.v09.i02.p11.

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Employees have an important role in achieving company goals, so the company continues to develop the potential of its human resources by increasing employee job satisfaction. The purpose of this study was to analyze the influence of leader-member exchange, employee empowerment and financial compensation on job satisfaction of employees of PT. Central Hero Manunggal. The population of this study were all employees of PT. Central Hero Manunggal, which numbered 40 people, divided into Administration, Sales and Marketing, and General Affairs. Sampling in this study used a saturated sample techniqu
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Sharma, Naman, and Vinod Kumar Singh. "Psychological Empowerment and Employee Engagement." International Journal of Human Capital and Information Technology Professionals 9, no. 4 (2018): 44–55. http://dx.doi.org/10.4018/ijhcitp.2018100103.

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There is an increasing interest in investigating antecedents of employee engagement at workplace. The present article examines the role of psychological empowerment as an antecedent of employee engagement in organizations and simultaneously explored the mediating role of constructive deviance. Data was collected from 233 Indian IT sector employees. A mediation effect was documented through multiple regression analysis suggested by Barron and Kenny. Findings suggest that both psychological empowerment and constructive deviance positively affect employee engagement while constructive deviance ac
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