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Thuss, Mary, Yolanda Babenko-Mould, Mary-Anne Andrusyszyn, and Heather K. S. Laschinger. "Nursing Clinical Instructor Experiences of Empowerment in Rwanda: Applying Kanter’s and Spreitzer’s Theories." International Journal of Nursing Education Scholarship 13, no. 1 (January 1, 2016): 117–25. http://dx.doi.org/10.1515/ijnes-2014-0073.
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AbstractThe purpose of this study was to explore Rwandan nursing clinical instructors’ (CIs) experiences of structural and psychological empowerment. CIs play a vital role in students’ development by facilitating learning in health care practice environments. Quality nursing education hinges on the CI’s ability to enact a professional role. A descriptive qualitative method was used to obtain an understanding of CIs empowerment experiences in practice settings. Kanter’s Theory of Structural Power in Organizations and Spreitzer’s Psychological Empowerment Theory were used as theoretical frameworks to interpret experiences. Interview data from 21 CIs were used to complete a secondary analysis. Most participants perceived the structural components of informal power, resources, and support while formal power and opportunity were limited, diminishing their sense of structural empowerment. Psychological empowerment for CIs stemmed from a sense of competence, meaning, impact and self-determination they had for their teaching roles and responsibilities in the practice setting.
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Nasser, Randa, and Belal A. Saadeh. "Motivation for Achievement and Structural Workplace Empowerment among Palestinian Healthcare Professionals." Perspectives on Global Development and Technology 12, no. 5-6 (2013): 543–60. http://dx.doi.org/10.1163/15691497-12341273.
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AbstractThis study tests Kanter’s theory of structural workplace empowerment. It maintains that previous research that attempted to do so failed to account for the effect of an important personal characteristic—i.e. employees’ achievement motivation. This body of research also failed to uncover the mechanisms by which personal characteristics of employees influence their perceived empowerment. Data was collected from a sample of 154 hospital nurses, in two major Palestinian hospitals, through a survey design and self-administered questionnaire. The results of multivariate regression analyses and path-analysis indicate that perceived empowerment is indirectly influenced by personal factors (including educational qualifications, experience, position, and motivation towards achievement) through more direct structural determinants (access to formal and informal lines of power). More significantly, motivation has a direct—albeit weak—impact on perceived empowerment, after the effects of the more proximate structural determinants are controlled for.
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DeSisto, Marie C., and Thomas Patrick DeSisto. "School Nurses’ Perceptions of Empowerment and Autonomy." Journal of School Nursing 20, no. 4 (August 2004): 228–33. http://dx.doi.org/10.1177/10598405040200040801.
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The purpose of this study was to explore Kanter’s Theory of Structural Power in Organizations, using school nurses and to answer the research question of whether there is a relationship between empowerment and autonomy in school nurses. This study found a positive relationship between the nurses’ perceptions of empowerment and autonomy. The school nurses surveyed perceived themselves to have a high degree of autonomy and a moderate degree of empowerment, and they reported that their access to informal power structures was higher than their access to formal power structures in their school systems. School nurses can benefit by understanding factors that can increase their empowerment in the workplace. They need to understand the organizational structure of their workplace to increase their effectiveness and job satisfaction.
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Miller, Patricia A., Peggy Goddard, and Heather K. Spence Laschinger. "Evaluating Physical Therapists' Perception of Empowerment Using Kanter's Theory of Structural Power in Organizations." Physical Therapy 81, no. 12 (December 1, 2001): 1880–88. http://dx.doi.org/10.1093/ptj/81.12.1880.
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Abstract Background and Purpose. Little is known about physical therapists' perceptions of empowerment. In this study, Kanter's theory of structural power in organizations was used to examine physical therapists' perceptions of empowerment in a large Canadian urban teaching hospital. Kanter's theory, which has been studied extensively in the nursing profession, proposes that power in organizations is derived from access to information, support, resources, opportunity, and proportions. Subjects and Methods. A convenience sample of physical therapists who had been working in the hospital longer than 3 months was used to determine the scores for the physical therapists' ratings of empowerment using the Conditions of Work Effectiveness Questionnaire. Results. Physical therapists' scores were similar to reported staff nurses' scores for access to support, information, resources, and opportunity (X̄=2.89, 2.91, 2.62, 3.25, respectively). Physical therapists' scores were higher than the majority of reported staff nurses' and nurse managers' scores for access to sources of informal and formal power structures (X̄=2.81 and 3.29, respectively). There was a relationship between the empowerment score and the physical therapists' global rating of empowerment. Unlike studies of nurses, there were no relationships when demographic attributes and empowerment scores were examined. Discussion and Conclusion. Evidence for the validity of Kanter's theory of empowerment was found. Kanter's theory can provide physical therapists and their managers with a useful framework for examining critical organizational factors (access to information, support, opportunity, and resources) that contribute to employees' perceptions of empowerment. A baseline measure for comparing future empowerment scores of this sample is available. Further work to examine the application of Kanter's theory to other samples of physical therapists appears to be warranted.
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Hayes, Bronwyn, Clint Douglas, and Ann Bonner. "Predicting emotional exhaustion among haemodialysis nurses: a structural equation model using Kanter's structural empowerment theory." Journal of Advanced Nursing 70, no. 12 (May 27, 2014): 2897–909. http://dx.doi.org/10.1111/jan.12452.
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Spence Laschinger, Heather K., Jean Anne Sabiston, and Lia Kutszcher. "Empowerment and staff nurse decision involvement in nursing work environments: Testing Kanter's theory of structural power in organizations." Research in Nursing & Health 20, no. 4 (August 1997): 341–52. http://dx.doi.org/10.1002/(sici)1098-240x(199708)20:4<341::aid-nur7>3.0.co;2-g.
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OrgambÃdez-Ramos, Alejandro, Gabriela Gonçalves, Joana Santos, Yolanda Borrego-Alés, and María Isabel Mendoza-Sierra. "Empowering Employees: A Portuguese Adaptation of the Conditions of Work Effectiveness (CWEQ-II)." PSICOLOGIA 29, no. 1 (June 2, 2015): 1–10. http://dx.doi.org/10.17575/rpsicol.v29i1.526.
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The aim of this study was to adapt and translate into Portuguese the Conditions for Work Effectiveness Questionnaire (CWEQ-II) (Laschinger, Finegan, Shamian, & Wilk, 2004). A process of translation and reverse-translation was applied to the questionnaire's items, whose psychometric properties were examined using a sample of 282 Portuguese university employees, teachers and services staff. The data were subjected to confirmatory factor analysis, item analysis and reliability analysis. Criterion-related validity was analyzed using a multiple regression model on global empowerment and t-test. The results confirmed the original, four-factor structure obtained by Laschinger and colleagues (2004), supporting Kanter's structural empowerment theory. The psychometric properties of the Portuguese version of the CWEQ-II were adequate, supporting the use of this questionnaire in the workplace. Future research should investigate its construct validity and test the nomological network of the operationalized construct within the field of psychological well-being and in the context of the workplace.
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Spence Laschinger, Heather K. "A theoretical approach to studying work empowerment in nursing: A review of studies testing Kanterʼs theory of structural power in organizations." Nursing Administration Quarterly 20, no. 2 (1996): 25–41. http://dx.doi.org/10.1097/00006216-199602020-00006.
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SPENCE LASCHINGER, HEATHER K., STEPHANIE GILBERT, LESLEY M. SMITH, and KATE LESLIE. "Towards a comprehensive theory of nurse/patient empowerment: applying Kanter’s empowerment theory to patient care." Journal of Nursing Management 18, no. 1 (January 2010): 4–13. http://dx.doi.org/10.1111/j.1365-2834.2009.01046.x.
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Horwitz, Sujin K., and Irwin B. Horwitz. "The effects of organizational commitment and structural empowerment on patient safety culture." Journal of Health Organization and Management 31, no. 1 (March 20, 2017): 10–27. http://dx.doi.org/10.1108/jhom-07-2016-0150.
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Purpose The purpose of this paper is to investigate the relationship between patient safety culture and two attitudinal constructs: affective organizational commitment and structural empowerment. In doing so, the main and interaction effects of the two constructs on the perception of patient safety culture were assessed using a cohort of physicians. Design/methodology/approach Affective commitment was measured with the Organizational Commitment Questionnaire, whereas structural empowerment was assessed with the Conditions of Work Effectiveness Questionnaire-II. The abbreviated versions of these surveys were administered to a cohort of 71 post-doctoral medical residents. For the data analysis, hierarchical regression analyses were performed for the main and interaction effects of affective commitment and structural empowerment on the perception of patient safety culture. Findings A total of 63 surveys were analyzed. The results revealed that both affective commitment and structural empowerment were positively related to patient safety culture. A potential interaction effect of the two attitudinal constructs on patient safety culture was tested but no such effect was detected. Research limitations/implications This study suggests that there are potential benefits of promoting affective commitment and structural empowerment for patient safety culture in health care organizations. By identifying the positive associations between the two constructs and patient safety culture, this study provides additional empirical support for Kanter’s theoretical tenet that structural and organizational support together helps to shape the perceptions of patient safety culture. Originality/value Despite the wide recognition of employee empowerment and commitment in organizational research, there has still been a paucity of empirical studies specifically assessing their effects on patient safety culture in health care organizations. To the authors’ knowledge, this study is the first empirical study to examine the relationship between structural empowerment as proposed by Kanter and the culture of patient safety using physicians.
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Žukauskaitė, Irena, Dalia Bagdžiūnienė, and Rita Rekašiūtė Balsienė. "The Relationships between Employee Occupational Self-efficacy, Structural Empowerment, and Work Engagement." Psichologija 59 (July 17, 2019): 37–52. http://dx.doi.org/10.15388/psichol.2019.3.
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Nowadays the competitive advantage of any organization mainly relies not only on technologies or material resources but also on competitive, energetic, engaged employees, who are willing to share their knowledge, skills, and experience. Organizations must not only recruit talents but also inspire them and create the conditions in which they reveal themselves and have the prospect for professional growth. According to Bandura (1982), the personal belief of how well one can execute courses of action required to deal with prospective situations may become crucial for work success. The present study integrates Bandura’s (1982; 1989) Social Cognitive, Kanter’s (1977; 1979) Structural Empowerment, and Schaufeli and Bakker’s(2004) Work Engagement theories and is aimed (1) to analyze the relationships between employee occupational self-efficacy, structural empowerment, and work engagement and (2) to determine the role of occupational self-efficacy in the relationships between the elements of structural empowerment and work engagement.
A total of 1636 specialist level employees from one Lithuanian public sector organization were surveyed online. Ninety four percent of the respondents were female, six percent were male. The average age of the respondents was 45.71 (SD = 10.34) years, with the average of 8.29 (SD = 7.23) years of working experience. All respondents had higher education. Occupational self-efficacy was measured using the Schyns & von Collani (2002) OCCSEEF scale (short version), structural empowerment elements (access to opportunity, information, support, and resources, informal power and formal power) were measured using the Conditions of Work Effectiveness Questionnaire – II (CWEQ – II) (Laschinger, Finegan, Shamian, & Wilk, 2001), and the Utrecht Work Engagement Scale (UWES-9) (Schaufeli, Bakker, & Salanova, 2006) was used to measure work engagement. Structural equation modelling (SEM) was applied to determine the mediating role of occupational self-efficacy in the relationships between elements of structural empowerment and work engagement.
The analysis revealed that all dimensions of structural empowerment positively predicted occupational self-efficacy, and that occupational self-efficacy positively predicted work engagement. Formal power directly positively predicted work engagement, occupational self-efficacy fully mediated the relationship between informal power and work engagement and partially mediated the relationships between certain predictors (access to opportinity, information, and resources) and work engagement.
Despite some limitations (e.g., this being a cross-sectional study, and that specialist level employees were surveyed from one organization), the results of the study highlighted, first, that employee occupational self-efficacy and work engagement might be strengthened by empowering organizational structures, and, second, that occupational self-efficacy is an important personal characteristic explaining the relationships between empowering organizational structures and employee work engagement. Perspectives for future research and practical implications are discussed.
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Kosciulek, John F., and MaryAnn Merz. "Structural Analysis of the Consumer-Directed Theory of Empowerment." Rehabilitation Counseling Bulletin 44, no. 4 (July 2001): 209–16. http://dx.doi.org/10.1177/003435520104400403.
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Trus, Marija, Diane Doran, Arvydas Martinkenas, Paula Asikainen, and Tarja Suominen. "Perception of work-related empowerment of nurse managers." Journal of Research in Nursing 23, no. 4 (January 11, 2018): 317–30. http://dx.doi.org/10.1177/1744987117748347.
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Purpose/Aim The paper aims to analyse the perception of being empowered according to the self-evaluation of nurse managers, presenting it as structural and psychological empowerment. Methods A questionnaire-based study was conducted. The sample consisted of 193 nurse managers working in a total of seven university and general level hospitals in Lithuania. The Conditions of Work Effectiveness Questionnaire-II measuring structural empowerment and the Work Empowerment Questionnaire measuring psychological empowerment were used. Results The paper reveals that nurse managers experienced structural empowerment at a moderate level and were highly psychologically empowered. Conclusions These findings are in line with previous research. The results showed that particular background factors were related to aspects of empowerment. The findings of this research can be used to examine the structural and psychological aspects that function as barriers to feeling empowered. The results are also useful for chief nurses who are involved in the recruitment and retention of nurse managers. Further research is needed to look into the question of improving formal power issues, e.g. the rewards for innovation at work, and also outcome empowerment aspects that may affect changes in the way that nurse managers carry out their work.
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Nekesa, Tabitha Brenda, and Jane Wanjira. "Employee Empowerment and Customer Service Delivery in Selected Small and Medium Size Restaurants in Nairobi City County, Kenya." International Journal of Business Management, Entrepreneurship and Innovation 2, no. 3 (October 7, 2020): 49–65. http://dx.doi.org/10.35942/jbmed.v2i3.134.
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In the global market today, competition between various providers of service is brutal and firms in the service industry continuously endeavor to create, manage and maintain healthy relationships with customers, to gain competitive advantage over the others. When services are inappropriately handled and coordinated, the outcome is wrong perception of service quality, client’s complaints, staff turnover, low sales and customer dissatisfaction. This study investigated the effect of employee empowerment on customer service delivery and the following specific objectives guided the study: to investigate the effect of training, leadership, employee involvement and incentives on customer service delivery. The study was guided by Resource based view theory, the SERVQUAL model and the Kanter’s theory of empowerment. Descriptive research design was adopted. This study targeted 50 full-service restaurants in Nairobi city. Six workers were then selected in the category of operational staff, supervisors and senior management. This formed a total population 740 respondents. The study adopted multistage sampling technique and obtained a sample of 216 respondents. The study used self- administered questionnaires as the major instrument for data collection. Pretesting the validity of the questionnaires a pilot study was done. Reliability of the questionnaire was evaluated using the Cronbach alpha test, which provided an acceptable threshold of 0.7. Descriptive statistics (in form of means, percentages & measures of dispersion) and analysis of inferential (multiple regressions) were applied to show the level of the association between the dependent and independent variables and the effect of the independent variables on dependent variables. The study findings were displayed in pie charts and frequency tables and a brief explanation provided for each. This study may be beneficial to employers in the hospitality industry who require an in depth knowledge on how to empower employees for better service delivery, entrepreneurs who may want to venture into restaurant business and academicians who may want to broaden their knowledge and understanding on employee empowerment. The study findings indicated a positive correlation R (coefficient of correlation) of 0.79 signifying that there was a strong relationship between employee empowerment and customer service delivery. The results indicated that there was a significant statistical relationship between the independent and the Customer service delivery, training R=0.082, leadership R= 0.054, employee involvement R=0.212 and incentives R=0.518. There was also a positive association between the dependent and independent variable of 0.792, the study therefore rejected the null hypotheses (H0) and accepted the alternate hypotheses (HA) ,that there is a significant relationship between Training, Leadership, Employee Involvement and Incentives as measures of Employee empowerment and Service delivery based on the correlational analysis and regression analysis results. The study concluded that it’s important for restaurants to consider training, leadership, providing attractive incentives and involving employees in decision making in order to create competitiveness in service delivery so as to achieve maximum customer satisfaction.
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García-Juan, Beatriz, Ana B. Escrig-Tena, and Vicente Roca-Puig. "Empowerment in the Public Sector: Testing the Influence of Goal Orientation." Public Personnel Management 48, no. 4 (December 22, 2018): 443–70. http://dx.doi.org/10.1177/0091026018819020.
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Empowerment has emerged as an important new issue in the public sector organization setting in the wake of mainstream new public management (NPM). Nevertheless, few studies in this frame have combined structural (managerial) and psychological (individual) approaches in an integrative study of empowerment. There is also a need to examine the moderating variables involved in this relationship, as well as to extend research on work motivation in public management. This study explores the effect of structural empowerment on psychological empowerment, and it also draws on goal orientation (GO) theory to examine the moderating role of employees’ GO in this link. The model is tested on a sample of 521 Spanish local authority employees. The results do not confirm the direct link between structural and psychological empowerment, but show that learning GO has considerable moderating power in this relationship, and its interaction with structural empowerment affects employees’ psychological empowerment levels.
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Dalain, Dr Ali. "INSPECTING THE ROLE OF EMPOWERMENT, OSTRACISM, DEFENSIVE SILENCE AND EMPLOYEE PROACTIVITY WITH RELATION TO EMPLOYEE CREATIVITY AND ORGANIZATIONAL PERFORMANCE." INFORMATION TECHNOLOGY IN INDUSTRY 9, no. 1 (March 18, 2021): 1300–1314. http://dx.doi.org/10.17762/itii.v9i1.271.
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Purpose: This study attempts to gain insight into what factor influence on employee creativity and perceived organizational performance. Therefore, a theoretical framework is developed grounded in empowerment theory workplace ostracism and defensive silence. In addition to that the moderating role of employee proactivity is hypothesized between employee creativity and perceived organizational performance.
Design/Methodology/Approach: The research design of this study is based on positivist paradigm and followed quantitative research approach. A survey was administered towards public sector organizations in Saudi Arabia. Sample size of this study is computed with prior-power analysis using G-power software. For data analysis 384 responses were analyzed with structural equation modeling (SEM).
Findings: Results indicate that employee creativity is predicted by empowering leadership, psychological empowerment, structural empowerment, trust in leadership, defensive silence and workplace ostracism and explained 52.4% variance in employee creativity. Therefore, employee creativity and employee proactivity shows 55.1% variance in perceived organizational performance. Effect size analysis showed that structural empowerment had medium level of effect size when predicting employee creativity.
Practical Implications: This study contributes to empowerment theory and enriches the innovative and leadership literature. Practically, this research suggested that managers and policy makers should focus on empowering leadership, structural empowerment, psychological empowerment, employee proactivity and trust in leadership in order to boost employee creativity and perceived organizational performance.
Originality/value: This research is significant as it extends the empowerment theory with defensive silence and workplace ostracism and extends the body of knowledge on this subject. To the best of researcher knowledge this study is the first that test the empowerment theory with the moderating role of employee proactivity to determine employee creativity and perceived organizational performance.
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Teixeira, Abílio, and Maria Barbieri-Figueiredo. "Nursing empowerment and job satisfaction: an integrative review according the Structural Theory." Revista de Enfermagem Referência IV Série, Nº 6 (September 30, 2015): 151–60. http://dx.doi.org/10.12707/riv14024.
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Friend, Mary Louanne, and Christina L. Sieloff. "Empowerment in Nursing Literature: An Update and Look to the Future." Nursing Science Quarterly 31, no. 4 (September 17, 2018): 355–61. http://dx.doi.org/10.1177/0894318418792887.
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This review was conducted to describe empowerment theories that have influenced nursing practice, education, and research. Multiple perspectives of empowerment including structural, psychological, and group have contributed to the failure to consistently describe and measure this complex concept. The majority of empowerment literature originates from nonnursing theoretical frameworks. This review suggests that the nursing theory of work team/group empowerment, a midlevel nursing theory based upon King’s conceptual framework of nursing, may be used to better understand and improve nurses’ work team’s/group’s empowerment within healthcare organizations.
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Lewis, Rachael L., David A. Brown, and Nicole C. Sutton. "Control and empowerment as an organising paradox: implications for management control systems." Accounting, Auditing & Accountability Journal 32, no. 2 (February 18, 2019): 483–507. http://dx.doi.org/10.1108/aaaj-11-2017-3223.
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Purpose The purpose of this paper is to reframe the debate about the tension between management control and employee empowerment by drawing on a theory of paradox. Reframing the problem in this way draws attention to the variety of ways in which organisations can attend to both control and empowerment simultaneously. Design/methodology/approach The authors undertake a conceptual examination of the relationship between empowerment and control using a paradox theory lens. First, the authors bring together two dimensions of empowerment – structural empowerment and psychological empowerment – and combine them to produce three new empowerment “scenarios”: illusory empowerment, obstructed empowerment and authentic empowerment. For each of these three scenarios, the central tenets of paradox theory are applied in order to explain the nature of the paradoxical tension, anticipated behavioural responses and the resulting challenges for ongoing management control. Findings The authors find that neither structural nor psychological empowerment alone can account for variation in behavioural responses to management control. The conceptual analysis highlights the interplay of socio-ideological control and systems of accountability in generating psychological empowerment and demonstrates that this does not come at a cost to management control but instead results in a reduction in the scale and scope of ongoing challenges. Originality/value This paper contributes a new theoretical perspective on the classic problem of tension between management control and employee empowerment. Rather than positioning control and empowerment either as a managerial choice or dialectic, the authors identify three different ways in which organisations can engage with both paradoxical elements simultaneously.
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Lin, Chun-wen. "The Effect of ICT Acceptance on Kindergarten Parents’ Empowerment: Deliberative Belief as the Mediator." Journal of Education and Learning 7, no. 6 (September 7, 2018): 37. http://dx.doi.org/10.5539/jel.v7n6p37.
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The primary aim of this study was two-fold: 1) to identify information communication technology (ICT) acceptance of kindergarten parents that influence parents’ deliberative belief and empowerment by applying the socio-technical systems theory as theoretical framework; and 2) to examine the mediated effect of deliberative belief between ICT acceptance and empowerment. A total of 949 elementary school and kindergarten parents in Taiwan were asked to complete questionnaire about their ICT acceptance, deliberative belief, and empowerment. Structural equation modeling (SEM) was utilized to evaluate the validity of structural/ latent model. The results revealed that deliberative belief, mediate the relationship between the ICT acceptance and empowerment among parents. ICT acceptance had effect on deliberative belief, and deliberative belief had the effects on empowerment. According to this information, it is recommended that school administrators should encourage parents and teachers together to improve and enhance their deliberative belief, ICT acceptance that may lead to more positive parents’ empowerment in school governance.
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Zimmerman, Marc A. "Toward a theory of learned hopefulness: A structural model analysis of participation and empowerment." Journal of Research in Personality 24, no. 1 (March 1990): 71–86. http://dx.doi.org/10.1016/0092-6566(90)90007-s.
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WARREN, MARK E. "Voting with Your Feet: Exit-based Empowerment in Democratic Theory." American Political Science Review 105, no. 4 (October 18, 2011): 683–701. http://dx.doi.org/10.1017/s0003055411000323.
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Democracy is about including those who are potentially affected by collective decisions in making those decisions. For this reason, contemporary democratic theory primarily assumes membership combined with effective voice. An alternative to voice is exit: Dissatisfied members may choose to leave a group rather than voice their displeasure. Rights and capacities for exit can function as low-cost, effective empowerments, particularly for those without voice. But because contemporary democratic theory often dismisses exit as appropriate only for economic markets, the democratic potentials of exit have rarely been theorized. Exit-based empowerments should be as central to the design and integrity of democracy as distributions of votes and voice, long considered its key structural features. When they are integrated into other democratic devices, exit-based empowerments should generate and widely distribute usable powers for those who need them most, evoke responsiveness from elites, induce voice, discipline monopoly, and underwrite vibrant and pluralistic societies.
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Meira, Jessica Vieira de Souza, and Murat Hancer. "Using the social exchange theory to explore the employee-organization relationship in the hospitality industry." International Journal of Contemporary Hospitality Management 33, no. 2 (January 23, 2021): 670–92. http://dx.doi.org/10.1108/ijchm-06-2020-0538.
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Purpose This research developed a conceptual model for the hospitality industry based on the employee-organization relationship using the social exchange theory as the theoretical framework. This study aims to consider perceived organizational support as the psychological empowerment antecedent, while work engagement and service-oriented organizational citizenship behavior were considered as its outcome. This study also tested psychological empowerment as a mediator of these relationships. Design/methodology/approach Data were gathered from a sample of frontline hotel employees and analyzed through partial least squares structural equation modeling. A total of 242 completed and validated questionnaires were used for the analysis. Findings Perceived organizational support had a significant relationship with psychological empowerment (through meaning, competence, self-determination and impact), which also had a significant relationship with work engagement (through meaning and impact) and service-oriented organizational citizenship behavior (through meaning, self-determination and impact). Psychological empowerment partially mediated the relationship between perceived organizational support with work engagement and service-oriented organizational citizenship behavior. Originality/value Although psychological empowerment is receiving further empirical attention in the hospitality field, little is known about its antecedents and outcomes. Hence, this research extends previous studies using the social exchange theory to fill these literature gaps and create a conceptual model for the hospitality industry based on the employee-organization relationship.
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Mostafa, Ahmed Mohammed Sayed. "The mediating role of positive affect on the relationship between psychological empowerment and employee outcomes." Evidence-based HRM: a Global Forum for Empirical Scholarship 5, no. 3 (December 4, 2017): 266–82. http://dx.doi.org/10.1108/ebhrm-07-2016-0015.
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Purpose Even though the relationship between psychological empowerment and employee outcomes is well established, less is known about the mechanisms that underlie this relationship. Drawing on affective events theory and broaden-and-build theory, the purpose of this paper is to examine a mediation model in which psychological empowerment influences positive affect which in turn affects job satisfaction and work stress. Design/methodology/approach Two-wave longitudinal data from a sample of Welsh local government workers (n=362) were used to test the hypothesized relationships by using structural equation modeling. Findings The results indicate that psychological empowerment has a positive influence on positive affect. Furthermore, positive affect mediates the relationship between psychological empowerment and job satisfaction. However, it does not mediate the relationship between psychological empowerment and stress. Originality/value This study is among the first to empirically examine the mediating role of positive affect on the relationship between psychological empowerment and both job satisfaction and work stress.
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Kosciulek, John F. "Structural Equation Model of the Consumer-Directed Theory of Empowerment in a Vocational Rehabilitation Context." Rehabilitation Counseling Bulletin 49, no. 1 (October 2005): 40–49. http://dx.doi.org/10.1177/00343552050490010501.
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Linn, Dawn M., Faye Anderson, Christine Filipovich, and Teresa Hargett. "Improving Structural Empowerment and Job Satisfaction Among State Health Facility Surveyors." Journal of Doctoral Nursing Practice 13, no. 1 (February 26, 2020): 90–100. http://dx.doi.org/10.1891/2380-9418.13.1.90.
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BackgroundState survey agencies are experiencing an increase in work requirements and surveyor staffing instability thereby compromising organizational performance. No information has been published about surveyor perceptions of the work environment and job satisfaction to inform management interventions for improvement.ObjectiveThe purposes of this study were to evaluate state health facility surveyor perceptions of the work environment and to formulate management recommendations for improving recruitment and retention.MethodsThe Theory of Structural Empowerment (SE) served as the framework for this study which employed a nonexperimental descriptive survey design. Data were obtained using the Conditions of Work Effectiveness Questionnaire-II, the Job Satisfaction Survey, and open-ended questions. Participants were surveyors employed by a state survey agency in northeast United States (N = 52).ResultsSurveyors reported moderate and ambivalent overall SE and job satisfaction, respectively. Significant differences among bureaus, divisions, disciplines/backgrounds, and level of nursing education were identified.ConclusionsSurveyor perceptions of SE and job satisfaction are suboptimal and could be improved with modifications to the work environment.Implications for NursingManagers should assess how staff perceive the work environment and implement data-driven, evidence-based interventions that can reduce attrition and improve organizational efficiency and effectiveness.
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Hinojosa-Alcalde, Ingrid, Ana Andrés, Pedrona Serra, Anna Vilanova, Susanna Soler, and Leanne Norman. "Understanding the gendered coaching workforce in Spanish sport." International Journal of Sports Science & Coaching 13, no. 4 (December 20, 2017): 485–95. http://dx.doi.org/10.1177/1747954117747744.
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The present study focuses on the demographic and labor characteristics of coaches in Spain. Kanter’s theory on occupational sex segregation will be used as a guiding framework. The study was conducted with 1685 coaches (82.3% men and 17.7% women) from different sports and performance domains. The results show that there is an underrepresentation of women as coaches in Spain and data highlight that coaches’ gender is related to three structural factors: opportunity, power, and proportion. The present data reveal that women are younger, less likely to be in a marriage-like relationship, less likely to have children, and more likely to have competed at a high level as an athlete when compared to their male counterparts. However, fewer women than men access and participate in coach education in Catalonia and the working status of women was different to that of men. To expand, women worked less hours, were more likely to be assistant coaches, and had less years of coaching experience. Understanding of how gender influences women’s access, progression, and retention in coaching in Spain illustrates the need for gender sport policies and practices in sport organizations. This approach can benefit not only women, but the diversity and enrichment of the coaching system.
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Ali, Mudassar, Zhang Li, Maqsood Haider, Salim Khan, and Qaiser Mohi Ud Din. "Does humility of project manager affect project success? Confirmation of moderated mediation mechanism." Management Research Review 44, no. 9 (April 1, 2021): 1320–41. http://dx.doi.org/10.1108/mrr-10-2020-0640.
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Purpose The philosophy of the conservation resource theory, this paper aims to evaluate the relationship between humble leadership on project success by integrating the mediating role of psychological empowerment and the interacting effect of top management support on the direct relationship (humble leadership and project success), as well as indirect relationships through psychological empowerment. Design/methodology/approach Time lag data were gained from 337 persons working in the project-based organization across the information technology industry. Confirmatory factor analysis and structural equation modelling were used in this study. Findings By using the structural equation modelling method, the confirmatory factor analysis verified the uniqueness of the variable used in this research. The outcomes exhibited that humble leadership raised project success both directly and indirectly through mediation (psychological empowerment). Furthermore, Top management support was expected to have a moderating effect on the direct but not on the indirect relationship (via psychological empowerment). Originality/value This study demonstrates how top management support is essential for the project manager and project team members for the successful execution of the project. Particularly, minimal empirical research examines the interacting effect of top management support on humble leadership and employee psychological empowerment.
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Ranasinghe, Ruwan, and Jayathree Pradeepamali. "Community Empowerment and their Support for Tourism Development: an Inquiry based on Resident Empowerment through Tourism Scale." Journal of Tourism and Services 10, no. 19 (October 23, 2019): 55–76. http://dx.doi.org/10.29036/jots.v10i19.96.
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Sustaining residents’ support is critical for successful destinations. Though empowerment is decisive in attitude, quantitative researches show a dearth. This study uses resident empowerment through tourism scale to model empowerment’s role in sustaining residents support for tourism in the light of Social Exchange Theory (SET) and Weber’s theory of Formal and Substantive Rationality (WFSR) , aiming at identifying the impacts of residence community empowerment as a pivot in advocating residents’ support for tourism development. Kalpitiya, a fast developing tourist destination in the Island was found a fertile ground to test the proposed model. A random sample of 619 was used to collect primary data through a self-administered questionnaire. Data were analyzed using Structural Equation Model approach in SmartPLS3. Findings show that residents are influenced by personal economic benefits and pride, self-esteem heightened by psychological empowerment. Political empowerment influenced on positive impacts leading to residents’ support for tourism development. The paper argues that SET merely insufficient to explain residents’ behavior towards tourism while WFSR appears as a broader approach. Tourism practitioners need the attention towards non-economic considerations such as values, believes and morals in advocating residents’ support for tourism since economic gains can’t assure it alone.
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Taibi, Anthony D. "Banking, Finance, and Community Economic Empowerment: Structural Economic Theory, Procedural Civil Rights, and Substantive Racial Justice." Harvard Law Review 107, no. 7 (May 1994): 1463. http://dx.doi.org/10.2307/1341821.
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Potnuru, Rama Krishna Gupta, Chandan Kumar Sahoo, and Rohini Sharma. "Team building, employee empowerment and employee competencies." European Journal of Training and Development 43, no. 1/2 (February 18, 2019): 39–60. http://dx.doi.org/10.1108/ejtd-08-2018-0086.
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PurposeThe purpose of this paper is to examine the impact of team building and employee empowerment on employee competencies and examine the moderating role of organizational learning culture in between these relationships.Design/methodology/approachAn integrated research model is developed by combining resource-based view, signalling theory and experiential learning theory. The validity of the model is tested by applying moderated structural equation modelling (MSEM) approach to the data collected from 653 employees working in cement manufacturing companies. The reliability and validity of the dimensions are established through confirmatory factor analysis and the related hypotheses are tested by using MSEM.FindingsThe findings suggest that organizational learning culture significantly strengthens the relationships of team building and employee empowerment on employee competencies.Research limitations/implicationsThe research is undertaken in Indian cement manufacturing companies which cannot be generalized across a broader range of sectors and international environment.Practical implicationsThe findings of the study have potential to help decision makers of manufacturing companies to develop strategies which will enable them to improve employee competency, to formulate effective human resource development interventions and to enhance the capability of the employees to achieve desired goals and objectives of the organization.Originality/valueThe research is unique in its attempt to combine three frameworks to build a new theoretical model explaining the importance organizational learning culture along with team building and employee empowerment.
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Buehler, Pascal, and Peter Maas. "Consumer empowerment in insurance." International Journal of Bank Marketing 36, no. 6 (September 3, 2018): 1073–97. http://dx.doi.org/10.1108/ijbm-12-2016-0182.
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Purpose The purpose of this paper is to enhance the understanding of consumer empowerment in the relationship between consumers and service providers. It draws on self-efficacy theory to conceptualize consumer empowerment and explain the impact on perceived performance risk in insurance decision making. Design/methodology/approach This study employs data collected from an online survey involving 487 consumers in Switzerland, who recently decided on an insurance service. A structural equation model quantifies both the psychological effects on consumers’ perception of insurance services and behavioral effects on their decision-making process. Findings Perceived consumer empowerment is conceptualized by perceived self-efficacy and perceived controllability. Both have a significant impact on perceived performance risk, while the former is partially mediated by the preference to delegate the decision to a surrogate. Moreover, customers’ involvement in the purchase process moderates both the direct and indirect effect of perceived self-efficacy on perceived performance risk. Research limitations/implications The results are based on consumers’ perceptions from a single country. Furthermore, consumers’ perceptions were surveyed with a time lag after the decision-making process. To increase rigor, perceptions should be collected during decision making. Practical implications Results show that consumer empowerment can be employed as a risk reduction strategy. Consumers with self-efficacy and controllability beliefs perceive significantly less performance risk; however, practitioners should consider that consumers are also motivated to make decisions independently rather than delegating their decisions. Furthermore, consumer empowerment depends on consumer will. For largely indifferent consumers, empowerment does not affect risk or decision delegation preference. Originality/value The study is among the few empirical works to examine the effects of consumer empowerment on the consumer-service provider relationship on an individual level. Furthermore, applying consumer empowerment in relationship marketing implies a shift in research focus to the question of how consumers construe decision-making situations rather than objectively measuring the state of consumer relationship.
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Schermuly, Carsten Christoph, Bertolt Meyer, and Lando Dämmer. "Leader-Member Exchange and Innovative Behavior." Journal of Personnel Psychology 12, no. 3 (January 2013): 132–42. http://dx.doi.org/10.1027/1866-5888/a000093.
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This study investigates the process underlying the relationship between leadership and employees’ innovative workplace behavior. By combining findings from leader-member exchange (LMX) theory and from research on psychological empowerment, we propose that empowerment mediates the effects of LMX on innovative behavior. We tested the proposed process model with a structural equation model based on a time-lagged questionnaire study with a sample of 225 employees. This design allowed us to investigate the proposed effects under control of the temporal stability of innovative behavior. In partial support of the hypotheses, the model revealed a full mediation of LMX on subsequent innovation behavior via psychological empowerment. The indirect effect was significant even when controlling for the stability of innovative behavior over time.
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Zhang, Mo, and Ruoqi Geng. "Empowerment in service recovery: the role of self-regulation process of frontline employee." Management Decision 58, no. 5 (June 17, 2019): 828–43. http://dx.doi.org/10.1108/md-10-2018-1073.
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Purpose In accordance with the commitment–trust theory, employee attitudes and behaviours mediate the impact of empowerment on service recovery performance. The purpose of this paper is to extend the self-regulating process model and develop a structural framework that combines empowerment, self-regulation mechanisms (service recovery awareness, job engagement and emotional exhaustion) and post-recovery satisfaction. This framework explores how empowerment can lead to action of frontline employees (FLEs) in service recovery. Design/methodology/approach The authors test the hypotheses by investigating 290 pairs of FLEs and customers, who have service failure experience in the express mail industry, using structure equation modelling. Findings The findings show that empowerment enhances both service recovery awareness and job engagement. On the one hand, service recovery awareness has a positive impact on emotional exhaustion, which has a negative impact on post-recovery satisfaction. On the other hand, job engagement has a positive impact on performance. These results provide the whole picture of the double-edged effects of empowerment on FLEs in service recovery. Practical implications This paper indicates that managers should re-consider approaches to empowerment based on self-regulation process to enhance performance following service failure. Originality/value This study explores the dark side of empowerment in service recovery from a self-regulation perspective.
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Choi, Eun-Hi, and Hye-Sun Jung. "Models for Developing Community Organizations to Reinforce Health Management in Small Businesses." International Journal of Environmental Research and Public Health 17, no. 7 (April 3, 2020): 2444. http://dx.doi.org/10.3390/ijerph17072444.
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The incidence of occupational diseases in small businesses is higher than in big ones, and this fact puts the former in need of a healthcare management model they can administer. This study established a model based on community organizational development theory to reinforce worker empowerment for healthcare in small businesses, focusing on health centers for workers (HCFW). The researchers surveyed 408 workers at 39 small businesses in the B region of South Korea, according to the characteristics of business sites, general characteristics of workers, and elements of community organizational development theory, and analyzed their results with a structural equation. The research period was September, 2015. Five concepts were examined: empowerment in healthcare, community capacity, participation and relevance, critical consciousness, and issue selection. The results revealed that greater community capacity led to greater participation and relevance (γ = 0.39) and empowerment in healthcare (γ = 0.25), while greater participation and relevance led to greater empowerment in healthcare (γ = 0.76). In addition, greater critical consciousness led to greater participation and relevance (γ = 0.12). Finally, greater community capacity led to greater issues selection (γ = 0.56), which in turn led to greater participation and relevance (γ = 0.25). The study makes proposals for directions of health centers for workers and community networks. Confirmation of this model for worker empowerment suggests several directions to HCFW in relation to workers and community networks.
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Bandara, Ruwan, Mario Fernando, and Shahriar Akter. "Managing consumer privacy concerns and defensive behaviours in the digital marketplace." European Journal of Marketing 55, no. 1 (August 14, 2020): 219–46. http://dx.doi.org/10.1108/ejm-06-2019-0515.
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Purpose The purpose of this study is to examine privacy issues in the e-commerce context from a power-responsibility equilibrium theory (PRE) perspective. Design/methodology/approach The data was collected using an online survey (n = 335) from online shopping consumers. This study used partial least squares-structural equation modeling (PLS-SEM) and fuzzy-set qualitative comparative analysis (fsQCA) techniques to empirically examine the proposed relationships. Findings A lack of corporate privacy responsibility and regulatory protection can deprive consumers of privacy empowerment and damage consumer trust to trigger privacy concerns and subsequent defensive responses. Also, the fsQCA revealed five causal configurations to explain high consumer defensive behaviours. Research limitations/implications This study identifies the importance of PRE theory in the privacy context. Consumer privacy concerns, privacy empowerment and trust are established as strong mediators between corporate/regulatory privacy protection efforts and consumer backlash. The application of fsQCA verified that consumer privacy behaviour can be better explained by different configurations of the same causal antecedents. Practical implications The findings highlight the importance of increasing trust and privacy empowerment as mechanisms to manage privacy concerns and consumer backlash through responsible organisational and regulatory privacy protections. The importance of balancing power and responsibility dynamics for maintaining a healthy information exchange environment is identified. Originality/value This study extends the PRE framework of privacy to include corporate privacy responsibility, privacy empowerment and trust. This is one of the first studies to explore both antecedents and outcomes of privacy empowerment. Also, the application of complexity theory and fsQCA to explain consumers’ defensive responses is novel to the literature.
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Rochadi, Af Sigit. "Peasant Empowerment Trough Quasi-Agrarian Reform Program, Evidence from Indonesia." Journal of Social and Development Sciences 9, no. 1 (April 19, 2018): 50–56. http://dx.doi.org/10.22610/jsds.v9i1.2168.
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This article introduces the concept of quasi agrarian reform and critique of the de Soto theory of formal property. According to writer, agrarian reform, both redistribution and legalization of assets, must be run in Indonesia. The Indonesian government follows the de Soto theory by implementing the Farmers Empowerment Program. The objective of the quasi agrarian reform program is to encourage farmers to take credit in banks provided by the Government under the scheme Credit for the People (KUR).The importance of agrarian reform in Indonesia to empower farmers to solve various structural problems, such as poverty, unemployment and inequality. Implementation of an asset legalization program in this paper is called quasi agrarian reform, not in line with the original aspirations. Farmers prefer security in possession of land while the government wants it further that is the willingness of farmers to pledge their land in banks.
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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 (March 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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Zha, Xianjin, Chengsong Huang, Yalan Yan, Guanxiang Yan, Xue Wang, and Kun Zhang. "Understanding extended information seeking." Aslib Journal of Information Management 72, no. 5 (September 2, 2020): 705–24. http://dx.doi.org/10.1108/ajim-08-2019-0213.
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PurposeThis study aims to explore the mechanisms of extended information seeking, which is the combination of extended information technologies (IT) use behavior and information-seeking behavior. The purpose is to identify the factors that shape extended information seeking from the perspectives of psychological empowerment and attachment.Design/methodology/approachA research model was developed based on prior theory and literature. Survey data were collected, and the partial least squares (PLS) structural equation modeling was used to verify the research model.FindingsPsychological empowerment is a well-constructed second-order construct, having a larger positive effect on extended information seeking. Digital libraries attachment has a positive effect on extended information seeking.Practical implicationsAccessing digital libraries does not mean using digital libraries effectively. Managers of digital libraries should design various specific information activities to help users enhance psychological empowerment. They should provide more available and responsive services for users to enhance digital libraries attachment.Originality/valueDrawing on the adaptive structuration theory, this study examines extended information seeking by combining extended use of digital libraries and information seeking, presenting a new lens for digital library and information seeking research.
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Hirzel, Ann-Kathrin, Michael Leyer, and Jürgen Moormann. "The role of employee empowerment in the implementation of continuous improvement." International Journal of Operations & Production Management 37, no. 10 (October 2, 2017): 1563–79. http://dx.doi.org/10.1108/ijopm-12-2015-0780.
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Purpose The purpose of this paper is to understand the role of increasing employees’ level of continuous improvement (CI) empowerment, i.e. employees’ knowledge and understanding of CI, the possibility of open communication and support from the work environment regarding CI, in the implementation of CI over time. Design/methodology/approach Based on the theory of structural empowerment, the authors test the research question using evidence from a case study in a European financial services provider. Data are gathered with questionnaires on a team level and cover a period of 2.5 years including 780 participants. Findings The findings show that after conducting a CI programme in the case, there is a significant increase in employees’ CI empowerment over time, which has a positive but time-lagged relationship with the level of CI implementation. Research limitations/implications Implications are that CI empowerment can be created sustainably and is an important factor in establishing CI in a company, but that it takes time until empowerment leads to changes in behaviour. However, it has to be considered that these implications are solely derived from empirical results from a single company. Practical implications Financial service providers should invest in establishing CI empowerment and consider a delay in realising measurable benefits in terms of the level of CI implementation. Originality/value This paper is the first empirical study to examine the relationship between employee CI empowerment and the implementation of CI from a longitudinal perspective.
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Naranjo-Zolotov, Mijail, Tiago Oliveira, and Sven Casteleyn. "Citizens’ intention to use and recommend e-participation." Information Technology & People 32, no. 2 (April 1, 2019): 364–86. http://dx.doi.org/10.1108/itp-08-2017-0257.
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Purpose The purpose of this paper is to investigate how citizens’ perception of empowerment can influence the intention to use and intention to recommend e-participation. Design/methodology/approach A research model is evaluated using structural equation modelling. An online survey questionnaire was used to collect data from 210 users of e-participation. Findings The results show that psychological empowerment influences the intention to use and recommend e-participation. Performance expectancy and facilitating conditions were the strongest predictors of intention to use; effort expectancy and social influence had no significant effect on the prediction of intention to use e-participation. Research limitations/implications The use of psychological empowerment as a higher-order multidimensional construct is still insufficiently researched. Future research may explore the effect of each dimension of psychological empowerment in different scenarios of e-participation adoption. Caution is needed when generalising our findings towards the adoption of e-participation in different locations or with different participants. Practical implications The findings can help the local governments to design strategies for the promotion and diffusion of e-participation amongst the citizenry. Those strategies should focus on citizens’ perception of empowerment, thereby creating a positive attitude towards intention to use and recommend e-participation. Originality/value An innovative research model integrates the unified theory of acceptance, use of technology and psychological empowerment; the last as a higher-order construct.
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Ying, Ma, Naveed Ahmad Faraz, Fawad Ahmed, and Ali Raza. "How Does Servant Leadership Foster Employees’ Voluntary Green Behavior? A Sequential Mediation Model." International Journal of Environmental Research and Public Health 17, no. 5 (March 10, 2020): 1792. http://dx.doi.org/10.3390/ijerph17051792.
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Employees’ voluntary green behavior (EVGB) is indispensable in realizing organizations’ environmental sustainability objectives. Leaders can act as catalysts to shape the behavior of their employees. On EVGB, noticeably the missing link is investigating the influence of servant leadership and the mechanism through which it operates. Building upon self-determination and psychological empowerment theories, this research examined the impact of servant leadership on EVGB through the simple and sequential mediation of psychological empowerment and autonomous motivation for the environment (AME). Through systematic sampling, dyadic data were collected from 315 pairs of subordinates and supervisors working in the power sector organizations of Pakistan. Results were obtained by employing the partial least squares structural modeling (PLS-SEM) technique with Smart-PLS 3.2.8 software. Findings revealed that psychological empowerment and AME simply and sequentially mediate the influence of servant leadership on EVGB. Implications for theory and organizational practitioners are offered, accompanied by suggestions for future research.
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MOHAMMED, ABDULAI KUYINI. "Decentralization and Participation: Theory and Ghana's Evidence." Japanese Journal of Political Science 17, no. 2 (April 27, 2016): 232–55. http://dx.doi.org/10.1017/s1468109916000050.
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AbstractDecentralization is predicted to increase popular participation in all processes, and especially decision-making at the local level. Through the analysis of interview data and secondary information, this claim was tested in five districts in Ghana. The evidence showed that contrary to theory, formal and informal procedures for participation are inadequate and irregular. Although the spaces for participation have been established and expanded, these are dominated by males with educated and professional backgrounds as well as the rich and influential with access to power at the center. Women, the poor and disabled as well as people from rural peripheries are excluded from the process. Their exclusion is attributable to gender-insensitive decentralization policy, lack of socio-economic resources, low educational attainment, cultural practices, and patronage politics. The paper concludes that decentralization cannot compel the predicted level of participation unless these structural conditions inhibiting engagement and empowerment of especially marginalized groups are addressed.
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Han, Xiaoyun, Shujie Fang, Lishan Xie, and Junfeng Yang. "Service fairness and customer satisfaction." Journal of Contemporary Marketing Science 2, no. 1 (April 8, 2019): 50–62. http://dx.doi.org/10.1108/jcmars-01-2019-0003.
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Purpose The purpose of this paper is to investigate the relationship between service fairness and customer satisfaction, and test the mediation role of customer psychological empowerment in this relationship. Design/methodology/approach A cross-sectional empirical study is designed to test the research model. Customers of retail bank in South China are surveyed. Regression analysis and structural equation model analysis are done with SPSS 21.0 and LISREL 8.72 separately. Findings The results indicate that: first, service fairness increases customer satisfaction. Specifically, distributive fairness, procedural fairness and interactional fairness affect customer satisfaction positively and directly, while informational fairness affects customer satisfaction indirectly. Second, customer psychological empowerment fully mediates the relationship between informational fairness and customer satisfaction, while plays a partial mediating role between distributive fairness, procedural fairness, interactional fairness and customer satisfaction. Third, four kinds of service fairness have different influences on three dimensions of customer psychological empowerment. Practical implications The findings provide suggestions for managers to improve customer psychological empowerment by treating customer fairly, and to increase customer satisfaction through empowering customer in services, especially for state-owned banks. Originality/value It is recognized that service fairness leads to customer satisfaction in marketing literature; however, the empirical research studies about this are rare. This research not only contributes to service fairness theory, but also enriches our understanding of customer empowerment in service process.
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MacDonnell, Judith A., Mahdieh Dastjerdi, Nimo Bokore, and Nazilla Khanlou. "Becoming Resilient: Promoting the Mental Health and Well-Being of Immigrant Women in a Canadian Context." Nursing Research and Practice 2012 (2012): 1–10. http://dx.doi.org/10.1155/2012/576586.
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This paper reports on grounded theory findings that are relevant to promoting the mental health and well-being of immigrant women in Canada. The findings illustrate how relationships among settlement factors and dynamics of empowerment had implications for “becoming resilient” as immigrant women and how various health promotion approaches enhanced their well-being. Dimensions of empowerment were embedded in the content and process of the feminist health promotion approach used in this study. Four focus groups were completed in Toronto, Ontario, Canada with 35 racialized immigrant women who represented diverse countries of origin: 25 were from Africa; others were equally represented from South Asia (5), Asia (5), and Central or South America and the Caribbean (5). Participants represented diverse languages, family dynamics, and educational backgrounds. One focus group was conducted in Somali; three were conducted in English. Constructivist grounded theory, theoretical sampling, and a critical feminist approach were chosen to be congruent with health promotion research that fostered women’s empowerment. Findings foreground women’s agency in the study process, the ways that immigrant women name and frame issues relevant to their lives, and the interplay among individual, family, community, and structural dynamics shaping their well-being. Implications for mental health promotion are discussed.
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Adeel, Ahmad, Samreen Batool, and Rizwan Ali. "Empowering leadership and team creativity: understanding the direct-indirect path." Business: Theory and Practice 19 (November 6, 2018): 242–54. http://dx.doi.org/10.3846/btp.19.27649.
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This study investigated the relationship between empowering leadership and team creativity by integrating the theory of group behavior with componential theory of creativity. For this study, data was collected from two sources (343 Subordinates, 67 Supervisors) by temporally dividing data collection process into two points in time for independent, dependent, and mediating variables from employees of a bank operating in Pakistan. Random coefficient analysis technique was used with Mplus 7.0 to analyze nested data for preliminary analysis and analysis of mediation and indirect effects. Mediation was analyzed using the indirect effect of random models and further confirmed the confidence using bootstrapping procedure. Through this study, the researchers tried to explore the inconsistent relationship between empowering leadership behavior and team creativity. It was found that empowering leadership behavior affects the team level creativity of employees directly and indirectly through the mediation of team learning behavior and team psychological empowerment as team process and team emergent states respectively. The results indicated that empowering leadership enhances the learning potential of teams and team empowerment perception which in turn enhances team level creativity. Further research findings, implications, and future research directions also discussed in this research.
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Adeel, Ahmad, Samreen Batool, and Rizwan Ali. "EMPOWERING LEADERSHIP AND TEAM CREATIVITY: UNDERSTANDING THE DIRECT-INDIRECT PATH." Business: Theory and Practice 19 (November 6, 2018): 242–54. http://dx.doi.org/10.3846/btp.2018.24.
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This study investigated the relationship between empowering leadership and team creativity by integrating the theory of group behavior with componential theory of creativity. For this study, data was collected from two sources (343 Subordinates, 67 Supervisors) by temporally dividing data collection process into two points in time for independent, dependent, and mediating variables from employees of a bank operating in Pakistan. Random coefficient analysis technique was used with Mplus 7.0 to analyze nested data for preliminary analysis and analysis of mediation and indirect effects. Mediation was analyzed using the indirect effect of random models and further confirmed the confidence using bootstrapping procedure. Through this study, the researchers tried to explore the inconsistent relationship between empowering leadership behavior and team creativity. It was found that empowering leadership behavior affects the team level creativity of employees directly and indirectly through the mediation of team learning behavior and team psychological empowerment as team process and team emergent states respectively. The results indicated that empowering leadership enhances the learning potential of teams and team empowerment perception which in turn enhances team level creativity. Further research findings, implications, and future research directions also discussed in this research.
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Kim, Peter Beomcheol, Gyumin Lee, and Jichul Jang. "Employee empowerment and its contextual determinants and outcome for service workers." Management Decision 55, no. 5 (June 19, 2017): 1022–41. http://dx.doi.org/10.1108/md-02-2016-0089.
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Purpose The purpose of this paper is to investigate a research model of employee empowerment along with its contextual determinants (i.e. leader-member exchange (LMX) and schedule flexibility) and primary consequence (i.e. service performance) for restaurant workers in New Zealand and South Korea. The study further examines a moderating role of national differences derived from the power distance theory for the hypothesized paths between empowerment and its determinants and consequences. Design/methodology/approach This study utilized traditional paper-and-pencil surveys for data collection. A final sample of 303 service employees from restaurants in New Zealand (n=152) and South Korea (n=151) was used to test research hypotheses by structural equation modeling using LISREL (version 8.80). Findings The study concludes with two core findings supporting research hypotheses. First, as hypothesized, employees who consider their schedule flexible with high LMX quality with their immediate supervisor are more likely to feel empowered, and empowered workers are more likely to perform well in customer services. Furthermore, the results show that the impact of schedule flexibility and LMX on empowerment and the impact of empowerment on service performance are more salient among South Korean employees than their New Zealand counterpart. Originality/value Based on job characteristics, work adjustment, and social exchange theories, this study develops and tests a research model of employee empowerment including service context-relevant determinants, i.e., schedule flexibility and LMX, as well as a crucial work outcome, i.e., service performance, using two different national samples. The findings of this study contribute to the body of knowledge in understanding the organizational dynamic of employee empowerment in the service industry, suggesting that managers incorporate relevant contextual practices to promote empowerment, which ultimately enhances employees’ service performance. It is also recommended that such practices are carefully implemented, taking into consideration the cultural background of the workforce.
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Brody, Carinne, Say Sok, Sovannary Tuot, Marija Pantelic, Enrique Restoy, and Siyan Yi. "Do combination HIV prevention programmes result in increased empowerment, inclusion and agency to demand equal rights for marginalised populations in low-income and middle-income countries? A systematic review." BMJ Global Health 4, no. 5 (October 2019): e001560. http://dx.doi.org/10.1136/bmjgh-2019-001560.
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IntroductionThis systematic review aims to determine if combination HIV prevention programmes include outcome measures for empowerment, inclusion and agency to demand equal rights and measure the relationship between empowerment and HIV prevention outcomes.MethodsAn electronic literature search of PubMed, POPLINE, Index Medicus and Google Scholar was conducted between August and October 2018. We included studies that evaluated combination prevention programmes that had all three types of intervention components and that specifically serve members of populations disproportionately affected by HIV published from 2008 to 2018. The selected studies were screened for inclusion, and relevant data abstracted, assessed for bias and synthesised.ResultsThis review included a total of 15 studies. Findings indicate that combination HIV prevention programmes for marginalised populations have delivered a variety of theory-based behavioural and structural interventions that support improvements in empowerment, inclusion and agency. However, empowerment, inclusion and least of all agency are not measured consistently or in a standardised way. In addition, analysis of their relationships with HIV prevention outcomes is rare. Out of our 15 included studies, only two measured a relationship between an empowerment, inclusion or agency outcome and an HIV prevention outcome.ConclusionThese findings suggest that policy-makers, programme planners and researchers might need to consider the intermediate steps on the pathway to increased condom use and HIV testing so as to explain the ‘how’ of their achievements and inform future investments in HIV prevention. This will support replication and expansion of programmes and ensure sustainability of the programmes.PROSPERO registration numberCRD42018106909
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Liu, Yongmei, Fei Jiang, and Peiyang Lin. "Influence Mechanism of the Affordances of Chronic Disease Management Apps on Continuance Intention: Questionnaire Study." JMIR mHealth and uHealth 9, no. 5 (May 13, 2021): e21831. http://dx.doi.org/10.2196/21831.
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Background Mobile health apps are becoming increasingly popular, and they provide opportunities for effective health management. Existing chronic disease management (CDM) apps cannot meet users’ practical and urgent needs, and user adhesion is poor. Few studies, however, have investigated the factors that influence the continuance intention of CDM app users. Objective Starting from the affordances of CDM apps, this study aimed to analyze how such apps can influence continuance intention through the role of health empowerment. Methods Adopting a stimulus-organism-response framework, an antecedent model was established for continuance intention from the perspective of perceived affordances, uses and gratifications theory, and health empowerment. Perceived affordances were used as the “stimulus,” users’ gratifications and health empowerment were used as the “organism,” and continuance intention was used as the “response.” Data were collected online through a well-known questionnaire survey platform in China, and 323 valid questionnaires were obtained. The theoretical model was tested using structural equation modeling. Results Perceived connection affordances were found to have significant positive effects on social interactivity gratification (t717=6.201, P<.001) and informativeness gratification (t717=5.068, P<.001). Perceived utilitarian affordances had significant positive effects on informativeness gratification (t717=7.029, P<.001), technology gratification (t717=8.404, P<.001), and function gratification (t717=9.812, P<.001). Perceived hedonic affordances had significant positive effects on function gratification (t717=5.305, P<.001) and enjoyment gratification (t717=13.768, P<.001). Five gratifications (t717=2.767, P=.005; t717=4.632, P<.001; t717=7.608, P<.001; t717=2.496, P=.012; t717=5.088, P<.001) had significant positive effects on health empowerment. Social interactivity gratification, informativeness gratification, and function gratification had significant positive effects on continuance intention. Technology gratification and enjoyment gratification did not have a significant effect on continuance intention. Health empowerment had a significant positive effect on continuance intention. Health empowerment and gratifications play mediating roles in the influence of affordances on continuance intention. Conclusions Health empowerment and gratifications of users’ needs are effective ways to promote continuance intention. The gratifications of users’ needs can realize health empowerment and then inspire continuance intention. Affordances are key antecedents that affect gratifications of users’ needs, health empowerment, and continuance intention.