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Hartmann, Suzette. "Psychological empowerment in a recruitment company / Suzette Hartmann." Thesis, North-West University, 2003. http://hdl.handle.net/10394/2442.
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Fjällbäck, Filippa, and Johanna Lythell. "Empowerment : Sambandet mellan empowerment, arbetstillfredsställelse och utbildningsnivåer." Thesis, Högskolan i Gävle, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-30008.
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Syfte: Tidigare forskning har undersökt sambandet mellan empowerment och arbetstillfredsställelse och funnit att empowerment ökar arbetstillfredsställelsen. Däremot saknas forskning om hur sambandet skiljer sig åt beroende på utbildningsnivåer. Syftet är att förklara om variabeln utbildningsnivå påverkar upplevd empowerment och arbetstillfredsställelse hos medarbetare i företag där styrfilosofin präglas av empowerment. Metod: Studien utgår från en kvantitativ forskningsstrategi och en deduktiv forskningsansats. Den empiriska datainsamlingen har genomförts med en enkätundersökning där målpopulationen är företag som präglas av empowerment. Studiens urval var ändamålsenligt och bestod av totalt 503 respondenter från 31 företag. Den insamlade datan analyserades i Jamovi genom deskriptiv statistik, bivariat korrelationsanalys, och faktoranalys. SEM-analyser genomfördes sedan i SmartPLS 3. Resultatet redovisades, analyserades och utmynnade sedan till en slutsats. Resultat & slutsats: Studiens resultat visar att det finns en skillnad mellan en hög och en låg utbildningsnivå. Respondenterna med en hög utbildningsnivå upplevde både en högre grad av empowerment och arbetstillfredsställelse än respondenterna med en låg utbildningsnivå. Resultatet uppmärksammar även att det finns ett starkt positivt samband mellan empowerment och arbetstillfredsställelse, samt att empowerment har en påverkan på arbetstillfredsställelse för de lågutbildade respondenterna. Vi kunde däremot varken bekräfta eller förkasta att empowerment ökar arbetstillfredsställelsen för de högutbildade respondenterna. Examensarbetets bidrag: Resultatet har främst visat att högutbildade individer upplever både en högre grad av empowerment och arbetstillfredsställelse, samt att empowerment ökar arbetstillfredsställelsen till en viss del för lågutbildade individer. Därmed är studiens teoretiska bidrag en ökad kunskap om hur en låg respektive hög utbildningsnivå förhåller sig till empowerment och arbetstillfredsställelse. Studiens praktiska bidrag är att det kan vara svårare att lyckas med empowerment i företag med lågutbildade anställda jämfört med företag med högutbildade anställda. Bidraget riktar sig till ledningen i företag som syftar till att implementera empowerment eller som använder empowerment som en styrfilosofi. Förslag till fortsatt forskning: Till framtida forskning finns det ett behov av att undersöka varför svenska högutbildade individer visade sig vara mer komplexa i hur de associerade variabler i faktoranalysen, än individerna med en låg utbildningsnivå. Det finns även ett behov att undersöka om empowerment ökar arbetstillfredsställelse för högutbildade individer då denna studie inte lyckats undersöka detta.<br>Aim: Previous research has examined the relationship between empowerment and job satisfaction and found that empowerment increases job satisfaction. However, there is no previous research that has examined how the relationship differs depending on the level of education. The purpose of this study is to explain if the variable educational level affects experienced empowerment and job satisfaction among employees in companies where the management philosophy is characterized by empowerment. Method: This study is based on a quantitative research strategy and a deductive research approach. The empirical data was collected through a questionnaire survey where the target population was companies that are characterized by empowerment. The study used a judgement sample that consisted of 503 respondents from 31 companies. The data was analyzed in Jamovi through descriptive statistics, bivariate correlation analysis and factor analysis. SEM- analyzes was then performed in SmartPLS 3. The result was reported, analyzed and then concluded to a conclusion. Result & Conclusions: The results of this study shows that there is a difference between a high and a low level of education. The respondents with a high level of education experienced both a higher degree of empowerment and job satisfaction than the respondents with a low level of education. The result also draws attention to the fact that there is a strong positive correlation between empowerment and job satisfaction, and that empowerment increases job satisfaction to a certain extent for the respondents with a low level of education. However, we could neither confirm nor reject that empowerment increases the job satisfaction for the highly educated respondents. Contribution of the thesis: The result has mainly shown that highly educated individuals experience both a higher degree of empowerment and job satisfaction, and that empowerment increases job satisfaction to a certain extent for low-educated individuals. The theoretical contribution of this study is an increased knowledge of how the two levels of education relate to empowerment and job satisfaction. The study's practical contribution is that it can be more difficult to succeed with empowerment in companies with low-educated employees compared to companies with highly educated employees. The contribution is of interest to the management in companies that want to implement or who already use empowerment as a management philosophy. Suggestions for future research: For further research, there is a need to examine why the Swedish individuals with a high education turned out to be more complex in how they associated variables in the factor analysis, than the individuals with a low level of education. There is also a need to examine whether empowerment increases job satisfaction for individuals with a high education, since this study failed to examine this.
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Steinberg, Jonathan J. "Factors Influencing Psychological Empowerment of Nurse Aides in Nursing Homes." Thesis, University of North Texas, 2012. https://digital.library.unt.edu/ark:/67531/metadc149666/.
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The purpose of this study is to identify predictors of psychological empowerment among nurse aides in nursing homes. Five structural factors (information exchange, decentralization of resources, co-worker support, supervisor support, and availability of training) and four control factors (age, sex, level of education, and race) are analyzed using multivariate linear regression to examine their effects on psychological empowerment. Two of the five structural factors, decentralization of resources and supervisor support, are shown to positively influence psychological empowerment. Nursing home managers can consider developing and implementing procedures that decentralize resources and demonstrate supervisor support in order to increase psychological empowerment. Based on the findings of this study theory and practice might benefit from additional study of decentralization of resources and supervisor support.
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Serrenho, Rita Beatriz Pires. "Work empowerment - A quantitative study of the leadership and psychological empowerment impact in job performance." Master's thesis, Universidade de Évora, 2021. http://hdl.handle.net/10174/29275.
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Pretende-se com esta dissertação contribuir para a caracterização da liderança empoderadora e o empoderamento psicológico no contexto profissional português. Tem três objetivos: Verificar se existe associação entre o empoderamento da liderança e o desempenho profissional; se o empoderamento psicológico tem um efeito moderador / mediador nesta relação; qual é a relação entre as dimensões de empoderamento da liderança e as dimensões de empoderamento psicológico. Dois instrumentos foram aplicados a uma amostra de 113 trabalhadores portugueses: o Empowering Leadership Questionaire e o Psychological Empowerment Instrument. Estatística descritiva, regressão linear e análises de correlação de Pearson foram utilizadas para alcançar os objetivos formulados. Os resultados revelaram que, para a amostra, não há evidências de que as dimensões Empowering Leadership estejam associadas positivamente ao desempenho individual. No entanto, os resultados corroboram a associação entre as dimensões Empoderamento Psicológico e Liderança Empoderadora, relação que ainda não tinha sido estudada no contexto profissional português; Abstract:
Work Empowerment - A quantitative study of the leadership and psychological empowerment impact in job performance
This dissertation intends to contribute to the characterization of empowering leadership and psychological empowerment in the portuguese work context. Its aim is three fold: to verify if there is an association between empowering leadership and professional performance; if the psychological empowerment has a moderating/mediating effect in this relationship; what is the relationship between the empowering leadership dimensions and the psychological empowerment dimensions. Two instruments were applied to a sample of 113 Portuguese workers: the Empowering Leadership Questionaire and the Psychological Empowerment Instrument. Descriptive statistics, linear regression and Pearson correlation analyzes were used to meet the formulated objectives. The results revealed that, for the sample, there is no empirical evidence that the dimensions of Empowering Leadership are positively associated with individual performance. However, the results corroborate the association between the dimensions of Psychological Empowerment and Empowering Leadership, a relationship that had not yet been studied in the Portuguese professional context.
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Gardenhour, Corey Ray. "Teachers' Perceptions of Empowerment in Their Work Environments as Measured by the Psychological Empowerment Instrument." Digital Commons @ East Tennessee State University, 2008. https://dc.etsu.edu/etd/1960.
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The purpose of this study was to investigate teacher perceptions of their empowerment. Six school systems in the Northeast Tennessee region were used in the study. Of the 600 teachers who were surveyed, 312 responded (52%). The Psychological Empowerment Instrument was used to survey the sample.
Research supported the notion that teacher empowerment could be influenced by organizational structure, relationships, communication, conflict resolution, emotional intelligence, motivation, job satisfaction, and transformational leadership. Teacher empowerment also involved servant leadership.
One research question guided the study. From this question, 12 null hypotheses were generated. Means were compared for the 4 dimensions of the PEI (Meaning, Competence, Impact and Self-Determination). The grouping variables were years of experience, gender, and level of education. ANOVAs and independent samples t tests were computed to evaluate the data.
The results of ANOVA and Independent Samples t tests were that there were significant differences in the 4 dimensions with teacher years of experience but not with gender or level of education. Findings suggested that seasoned teachers often showed a higher level of empowerment than beginning teachers. The findings also suggested that gender and level of education did little to influence teacher empowerment in their schools. From the results of the study, conclusions and recommendations for future research were formulated. It was suggested that teachers be involved in a mentoring program. It was also suggested that administrators determine teacher empowerment through faculty assessments and follow up with professional development to ensure the continued empowerment of their staff.
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Harrillall, Savina. "Positive psychological capacities, empowerment and job performance / S. Harrillall." Thesis, North-West University, 2008. http://hdl.handle.net/10394/685.
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Nestico, Christopher. "Psychological Empowerment and Customer Orientation in the Grocery Industry." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2675.
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Organizations incur $83 billion per year in losses because of negative consumer experiences. Leadership behaviors and the various aspects of organizational life affect employee-customer interactions. With psychological empowerment theory as a theoretical framework, the purpose of this correlational study was to investigate the relationship between the independent variables of psychological empowerment (PE), dimensions of PE (e.g., meaning, self-efficacy, influence), tenure, education, and the dependent variable of customer orientation (CO). Employees of a regional grocery retailer in the northeastern United States comprised the population of the study. Data collection involved the use of paper surveys to measure individual worker levels of PE, meaning, self-efficacy, influence, and CO, as well as demographic characteristics. A correlational analysis determined that a statistically significant relationship (p < .05) existed between all independent variables and the dependent variable, with all correlations having an effect greater than .36. A hierarchical linear regression established a moderating effect of education on self-efficacy and CO (F(1,176) = 11.333, R2 = .024, p < .05) and influence and CO (F(1,176) = 25.596, R2 = .017, p < .05). No moderating effect existed for tenure. Managers may benefit from this study by enacting organizational PE initiatives to improve CO in human resources, training, and strategy. The implications for social change include improvements in organizational citizenship behavior leading to positive social outcomes for internal and external stakeholders.
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Amenumey, Edem Kwesi. "Psychological climate, psychological empowerment and empowered behaviour : a study in a luxury hotel group." Thesis, University of Surrey, 2007. http://epubs.surrey.ac.uk/843723/.
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This study examines the nature and relationship between psychological climate, psychological empowerment and empowered behaviour in a hotel setting. It collects data on employees perceptions of these constructs in a luxury hotel group located in the UK Psychological climate is measured with a questionnaire which was criterion driven (Schnieder and Salvaggio 2002) and evolved from a number of previous scales that captured different dimensions of the construct. The study focuses on psychological empowerment as a tool to manage the quality of service delivery and psychological state of the empowered individual. It uses Spreitzer's (1995) conceptualisation of the psychological empowerment construct rather than Menon's (2001) conceptualisation. Empowered behaviour is conceptualised as a one-dimensional construct and is measured with a questionnaire developed from the literature. The data revealed that the employees were relatively well educated, worked fulltime and there was a relatively low labour turn over. A series of Exploratory and Confirmatory Factor Analyses revealed that the psychological climate comprised four dimensions (customer orientation, managerial support, information and communication and internal service). These were identified to enhance employees feelings of psychological empowerment (meaning, competence and influence), and subsequently employees perception of their ability to deliver empowered service to their customers. The data also indicated that psychological empowerment was conceptualised as having three dimensions (Dimitriades 2005; Hancer and George 2003; Fulford and Enz 1995), rather than the original four dimensions (Spreitzer 1995b). It also indicated instances of perceptual differences in the perceptions of the three constructs and their dimensions. Implications of the study for theory, management and future research were advanced.
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Nováková, Šárka. "Empowerment farmaceutů v lékárnách." Master's thesis, Vysoká škola ekonomická v Praze, 2017. http://www.nusl.cz/ntk/nusl-360120.
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The diploma thesis aims on the employee empowerment, both the psychological empowerment (PE) and its antecedents - the structuctural empowerment (SE) and the leadership empowerment behaviour (LEB). The theoretical part gives a definition and an overview of the above mentioned terms including studies that deal with their relations, and also it describes consequences of the empowerment that can be on the individual, team or organizational level. Based on knowledge from the literature research the comprehensive model of the empowerment was build. In the second part there are analyzed following relations: the structural - psychological empowerment relation, the leadership empowerment behaviour - psychological empowerment relation and the structural empowerment - leadership empowerment behaviour relation. For obtaining the data the questionnaire was used. The results pointing at some potentionally problematic parts of empowerment in the organizations are introduced in the discussion and the conclusion.
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Lee, Seung Eun. "Job satisfaction among staff nurses in relation to leader empowering behaviors, structural empowerment and psychological empowerment." Thesis, University of British Columbia, 2013. http://hdl.handle.net/2429/45706.
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Job satisfaction is one of the most important factors in health care organizations as it is related to organizational effectiveness, quality patient care and other organizational outcomes. Job satisfaction is a multifaceted concept associated with many factors such as leader empowering behaviors, structural empowerment and psychological empowerment. Although recognition of the importance of job satisfaction in health care has led to considerable research on nurses’ job satisfaction, nurses continue to report high-levels of job dissatisfaction. Moreover, there has been limited research on the effects of psychological empowerment on Canadian nurses’ job satisfaction. Hence, this cross-sectional, correlational study was undertaken to answer two research questions; “How is job satisfaction among staff nurses associated with leader empowering behaviors, structural empowerment and psychological empowerment?” and “What are the relationships between the four psychological cognitions of psychological empowerment (Meaning, Competence, Self-determination and Impact) and each of the dimensions of nurses’ job satisfaction after accounting for demographic characteristics, leader empowering behaviors and structural empowerment?” This study was a secondary analysis of data collected between 2007 and 2010 as part of the evaluation of the British Columbia Nursing Leadership Institute. A series of multiple regression analyses were conducted to answer the two research questions. Structural empowerment was found to be the strongest predictor of nurses’ global job satisfaction and each dimension of job satisfaction, followed by the leader’s use of empowering behaviors. Psychological empowerment also helped to predict job satisfaction among nurses, but the relationships were dimension specific. Two dimensions of psychological empowerment (competence and self-determination) helped to predict nurses’ satisfaction with their relationships with colleagues, and their sense of self-determination and impact helped to predict satisfaction with their working conditions. This study suggests that leaders should use strategies that help staff to feel psychologically empowered. For example, nurse leaders should encourage staff to participate in decision-making to help staff have a greater sense of autonomy and impact in the workplace which, in turn, should foster greater job satisfaction.
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Quiñones, Herrera Marcela. "In search of protective factors against burnout: the role of psychological empowerment and perceived team empowerment." Tesis, Universidad de Chile, 2015. http://repositorio.uchile.cl/handle/2250/159451.
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Psicóloga<br>The central aim of our study was to broad knowledge on the variables that may help to reduce burnout. To this end, we investigated whether the association between three job demands (i.e. role conflict, emotional demands and cognitive demands) and burnout was moderated by psychological empowerment and perceived team empowerment. Participants were 1268 employees from two organisations (government employees = 287, hospital staff = 981). Latent moderated structural equations revealed different patterns of moderation in the samples. Psychological empowerment offset the influence of the three job demands on burnout in the hospital sample, whereas in the government organisation only emotional demands were buffered. Perceived team empowerment ameliorated the effect of emotional and cognitive demands on burnout in the government sample whereas in the hospital only emotional demands were moderated. Interestingly, both kinds of empowerment were significant moderators of emotional demands in the two samples. Overall, our results support the notion that psychological and perceived team empowerment can be relevant health-promoting factors that help to deal with high job demands and reduce burnout
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Orgambídez-Ramos, Alejandro, Daniel Moura, and Almeida Helena de. "Role stress and psychological empowerment as antecedents of job satisfaction." Pontificia Universidad Católica del Perú, 2016. http://repositorio.pucp.edu.pe/index/handle/123456789/102515.
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The aim of this study was to examine the impact of role stress (ambiguity and conflict) on job satisfaction through psychological empowerment in the workplace. Data was collected from 314 workers from southern Portugal (M = 35.39, SD =10.66; 69.75% women) age age Results indicated that role conflict had a direct effect on job satisfaction, while the impact of role ambiguity on job satisfaction was totally mediated by meaning and self-determination. Psychosocial interventions in companies should focus on prevention of role stress and pro motion of psychological empowerment in the workplace.<br>El objetivo de este estudio fue analizar el impacto del estrés de rol (ambigüedad y conflicto) sobre la satisfacción laboral a través del empowerment psicológico en el trabajo. Se obtuvieron datos de una muestra de 314 trabajadores del sur de Portugal (M = 35.59, DE = 10.66). edad edad El 69.75% de los participantes fueron mujeres. Los resultados mostraron que el efecto del conflicto de rol fue directo sobre la satisfacción laboral, mientras que el efecto de la ambi güedad fue mediado por las dimensiones autodeterminación y significado del empowerment psicológico. Las intervenciones en las empresas deben centrarse en la prevención del estrés de rol y en el aumento del empowerment psicológico.<br>O objetivo deste estudo é analisar o impacte do stresse de papel (ambiguidade e conflito) sobre a satisfação no trabalho através do empowerment psicológico no trabalho. Os dados foram obtidos através de uma amostra de 314 profissionais ativos do sul de Portugal (M = idade 35.59, DP = 10.66). 69.75% dos participantes eram mulheres. Os resultados mostraram idade que o efeito do conflito de papel sobre a satisfação no trabalho é direto, enquanto que o efeito da ambiguidade sobre a satisfação no trabalho é mediado pelas dimensões autodeter minação e significado do empowerment psicológico. As intervenções nas empresas devem centrar-se na prevenção do stresse de papel e no aumento do empowerment psicológico.
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Banda, Castro Ana Lilia, and Zamorano Miguel Arturo Morales. "Psychological Empowerment: A systemic model with individual and community components." Pontificia Universidad Católica del Perú, 2014. http://repositorio.pucp.edu.pe/index/handle/123456789/101236.
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This study aimed to confirm that social participation may influence empowerment as one ofthe four components explained by the theory. The hypothesis proposes systemic interaction of two components of empowerment: intrapersonal and behavioral. 113 urban residents participated in the study. The hypotheses were tested through the use of structural modeling. An intrapersonal component of empowerment, composed of positive empowerment, negative empowerment and socio-political control was identified. This component was affected by the behavioral component that involves social organization, community action and decision making. The hypothesis is accepted and the study provides empirical support to the theory.<br>Se busca confirmar que la participación social puede influir en el empoderamiento comouno de sus cuatro componentes. La hipótesis propone la interacción sistémica de dos componentes del empoderamiento: intrapersonal y comportamental. Los participantes fueron 113 habitantes urbanos a quienes se les aplicó una encuesta. Los resultados evidencian que el modelamiento estructural identificó un componente intrapersonal del empoderamiento integrado por empoderamiento positivo, empoderamiento negativo y control sociopolítico. Este componente se muestra afectado por el componente de comportamiento conformado por la organización social, las acciones comunitarias y la toma de decisiones. Se acepta la hipótesis y se proporciona sustento empírico a la teoría.
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Berry, Brittany. "The Protective Role of Psychological Empowerment on Tobacco Use Behaviors." VCU Scholars Compass, 2011. http://scholarscompass.vcu.edu/etd/2498.
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THE PROTECTIVE ROLE OF PSYCHOLOGICAL EMPOWERMENT ON TOBACCO USE BEHAVIORS By: Brittany M. Berry, B.A. A thesis submitted in partial fulfillment of the requirements for the degree of Master of Science at Virginia Commonwealth University Virginia Commonwealth University, 2011 Major Director: Aashir Nasim Associate Professor Department of Psychology The primary aim of this study was to determine the protective effects of psychological empowerment (i.e., the belief that one has the knowledge, capabilities, and authority to be an active agent in their own life and in the surrounding community) on the tobacco use behaviors of young adults. A secondary aim was to examine whether religiosity confers a protective advantage to psychologically empowered individuals within an African American subsample. Multiple linear regression was used to determine the main and interaction effects of psychological empowerment and religiosity on the current cigarette use behaviors of 798 young adult, college students. The findings suggest a link between empowerment, religiosity, and tobacco use such that the protective effects of empowerment and religious support on cigarette use behaviors may be codependent. This research provides insight on the mutual dependence of protective factors for tobacco use and suggests an expansion of current risks and protective factors models.
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Sipe, Marie Elizabeth. "Weight training in older adults : an intervention for psychological empowerment /." Electronic thesis, 2004. http://etd.wfu.edu/theses/available/etd-05132004-142300/.
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Healy, Christine. "Influence of Psychological Empowerment, Leadership, and Climate on Safety Outcomes." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4449.
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Research has demonstrated that safety outcomes are impacted by workplace risk factors, but also supervisory practices and employee actions. An area that has not been explored is the impact of employee cognitions on safety outcomes defined as work-related injuries. Based on the conceptual framework of psychological empowerment (PE), the purpose of this study was to examine the relationship of employee cognitions as measured by PE as related to leadership and safety climate and the occurrence of work-related injury. The research examined the mediating effect of (PE) on the factors of leadership and safety climate and their relationship to work-related injury. A cross-sectional survey design was used to gather data from a convenience sample of 125 front-line food manufacturing employees from 3 different organizations. Multiple regression was used to analyze data from the Organization-Level Safety Climate Scale, the Psychological Empowerment Instrument, the Leader Behavior Scale, and number of self-reported injuries. The results of the analysis were non-significant. Although the results were non-significant, this study promotes positive social change in bringing awareness to the issue of employee cognitions and their role in workplace injury. Exploring the implications of cognitive variables including PE using a different methodology such as incorporating a qualitative follow-up questionnaire could lead to clarity of the value of PE in reducing workplace injury thereby positively impacting employees, organizations, family members, and tax payers.
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Yankasamy, Melanie. "Psychological empowerment of female victims of spousal abuse through philophonetics." Thesis, University of Zululand, 2011. http://hdl.handle.net/10530/1108.
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Submitted in accordance with the requirements for the degree of Masters of Arts in the subject of Clinical Psychology in the Department of Psychology (Faculty of Arts) at the University of Zululand, South Africa, 2011.<br>Spousal abuse is a public health concern and is common in all races and ethnicities. It may take on various forms such as; physical beating, verbal/ emotional/ psychological abuse, sexual abuse, or financial abuse. Women often remain in abusive relationships for financial security, fear of further harm, and because of socials stigmatization. This study focuses on the psychological empowerment of female victims of spousal abuse through philophonetics. Philophonetics-counselling is a therapeutic intervention which appreciates the complexities of the human form. It is an approach that offers the possibilities of healing and experiencing the fullness of what life could be. Seven female victims of spousal abuse participated in the study and these participants reside in the Rustenburg area. A qualitative approach was utilized, with data being analysed applying hermeneutics. The results indicated the success and effectiveness of the philophonetics modality. Each participant disclosed and described significant shifts in their production of the imprints (IT) of abuse. Self help tools were given so as to ensure that participants could prevent further IT’s from entering their body, and thereby heal themselves. Findings in the current study show that the utilization of such a modality is effective in empowering the target population. It is therefore recommended that the process of empowerment through philophonetics be continuous.
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Laage, Lelanie. "Psychological empowerment, job satisfaction and organisational commitment in a chemical industry / Lelanie Laage." Thesis, North-West University, 2003. http://hdl.handle.net/10394/2344.
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Hancer, Murat. "An analysis of psychological empowerment and job satisfaction for restaurant employees." The Ohio State University, 2001. http://rave.ohiolink.edu/etdc/view?acc_num=osu1231520235.
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Miller, Marsha. "Relationships Between Job Design, Job Crafting, Idiosyncratic Deals, and Psychological Empowerment." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1363.
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Although much is known about employee empowerment and work designs, numerous companies and management practitioners struggle to implement empowerment initiatives effectively because it is not known which approach best facilitates individual levels of psychological empowerment. Traditional job design theory focuses on the role of managers and portrays employees as passive grantees of empowerment. Employees may influence their own empowerment by taking an active role in work design. The primary purpose of this correlational study was to examine whether job crafting or idiosyncratic deals are more or less empowering than job design and how work locus of control influences these relationships. It was hypothesized that job crafting would be the strongest correlate with psychological empowerment. A quantitative cross-sectional survey was designed with measures adapted from existing instruments. A sample of 150 adults, drawn from various industries in the United States, completed a voluntary, online survey. Data analysis, which used Pearson correlations, revealed that job crafting had a stronger relationship with psychological empowerment than did idiosyncratic deals and management-driven job design for employees with high internal work locus of control. Findings from this study may help organizational leaders understand how employees with high internal tendencies are psychologically empowered when actively engaged in designing their own work. Employees may then feel empowered to advance the company's social agenda and make personalized contributions to the greater society, essentially becoming goodwill ambassadors for the organization.
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Allan, David John. "Executive coaching : investigating effects of leader-empowering behaviours and psychological empowerment." Thesis, Queensland University of Technology, 2011. https://eprints.qut.edu.au/45451/1/David_Allan_Thesis.pdf.
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Executive coaching is a rapidly expanding approach to leadership development which has grown at a rate that warrants extensive examination of its effects (Wasylyshyn, 2003). This thesis has therefore examined both behavioural and psychological effects based on a nine month executive coaching intervention within a large not-for-profit organisation. The intervention was a part of a larger ongoing integrated organisational strategy to create an organisational coaching culture. In order to examine the effectiveness of the nine month executive coaching intervention two studies were conducted. A quantitative study used a pre and post questionnaire to examine leaders and their team members‘ responses before and after the coaching intervention. The research examined leader-empowering behaviours, psychological empowerment, job satisfaction and affective commitment. Significant results were demonstrated from leaders‘ self-reports on leader-empowering behaviours and their team members‘ self-reports revealed a significant flow on effect of psychological empowerment. The second part of the investigation involved a qualitative study which explored the developmental nature of psychological empowerment through executive coaching. The examination dissected psychological empowerment into its widely accepted four facets of meaning, impact, competency and self-determination and investigated, through semi-structured interviews, leaders‘ perspectives of the effect of executive coaching upon them (Spreitzer, 1992). It was discovered that a number of the common practices within executive coaching, including goal-setting, accountability and action-reflection, contributed to the production of outcomes that developed higher levels of psychological empowerment. Careful attention was also given to organisational context and its influence upon the outcomes.
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De, Klerk Sonja Magdelena. "Investigation of leadership empowerment behaviour, psychological empowerment, work engagement and turnover intention in a chemical industry / Sonja de Klerk." Thesis, North-West University, 2013. http://hdl.handle.net/10394/10187.
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Globalisation radically changed the way in which talent is sourced, organised and managed. The chemical industry as competitor in the global landscape is increasingly faced with challenges to attract and retain talent. The success and global competitiveness of the chemical industry largely depends on its employees, their ideas and intellectual resources. Highly talented employees are targeted by competitor companies and head hunters with substantial financial incentives and benefits. Leadership plays a vital role in creating a stimulating, empowered and challenging work environment that will attract and retain employees. Employees need to experience a sense of meaning, have the resources to do their jobs and most importantly, need to be empowered beyond being asked to meet performance goals. The aim of this study was to determine if a relationship existed between leadership empowerment behaviour, psychological empowerment, work engagement and turnover intention in a chemical industry. The study secondly examined whether leadership empowerment behaviour affected turnover intention via psychological empowerment and thirdly the study investigated if leadership empowerment behaviour affected work engagement via psychological empowerment. A random cross-sectional design with paper-based surveys as the primary method of data collection was used to accomplish the research objectives. The measuring battery for this study consisted of the Leader Empowering Behaviour Questionnaire (LEB), the Measuring Empowerment Questionnaire (MEQ), the Work Engagement Scale (WES) and the Turnover Intention Scale (TIS). The simulation and statistical analysis was carried out using the Statistical Program for the Social Sciences IBM SPSS version 21 and Mplus. Confirmatory factor analysis (CFA) which is theory driven was used in the study.
The results showed that a significant relationship existed between leadership empowerment behaviour, psychological empowerment, work engagement and turnover intention. Regression analysis indicated that leadership empowerment behaviour had significant predictive value towards psychological empowerment and work engagement. The results showed that leadership empowerment behaviour did not affect turnover intention via psychological empowerment, but rather had a direct effect on employee’s turnover intention. The results further showed that psychological empowerment did have an indirect effect on the relationship between leadership empowerment behaviour and work engagement. The results indicated that it would be worthwhile if organisations develop leader’s competence and skills to empower their workforces. This would lead to higher levels of psychological empowerment, work engagement and retention of talent. Recommendations for future research were made.<br>MA (Industrial Psychology), North-West University, Vaal Triangle Campus, 2013
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Hunter, Bridget. "Leadership, role clarity and psychological empowerment within a petrochemical organisation / Bridget Hunter." Thesis, North-West University, 2009. http://hdl.handle.net/10394/3113.
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In an era characterised by economic recessions, technological change and intensified global competition, the worldwide organisational landscape has been transformed. Organisations are positioning themselves closer to their customers and have begun adopting more cost effective practices in order to remain competitive. In addition, the ability of organisations to compete internationally is largely dependent on their ability to find, develop and retain talent by providing challenging and meaningful work, and advancement opportunities for talented people to remain at their place of work. The responsibility of leadership in talent retention is crucial. They must ensure that they exercise empowering behaviour, clarify roles and in so doing psychologically empower employees within their work contexts. The objective of this study was to determine the relationship between leadership empowerment behaviour, role clarity, and psychological empowerment.
Employees from a business unit in a petrochemical organisation were targeted for this research. The study population included employees from managerial, non-managerial and specialist categories. A cross-sectional design was used to achieve the research objectives. The Leadership Empowerment Behaviour Questionnaire (LEBQ), Measures of Role Clarity and Role Ambiguity Questionnaire (RCAQ), Measuring Empowerment Questionnaire (MEQ) and a biographical questionnaire were administered for the study. The statistical analysis was carried out with the help of the SPSS program. The statistical method employed in the study consisted of descriptive statistics, Cronbach alpha coefficients, Pearson product-moment correlation and multiple regression analyses. Multivariate analysis of variance (MANOVA) was used to determine the significance of differences between the experience of psychological empowerment of demographic groups. Results indicated that when leadership empowerment behaviour increases, self determination increases. When role clarity increases, meaning will increase. Psychological empowerment is predicted by leadership empowerment behaviour and role clarity. Role clarity was found to mediate the relationship between leadership empowerment behaviour and two factors of psychological empowerment, namely meaning and competence. MANOVA analysis indicated no differences between different demographic groups in terms of levels of psychological empowerment experienced. Recommendations were made for future research.<br>Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2009.
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Aucamp, Linza. "The influence of transformational leadership on trust, psychological empowerment, and team effectiveness." Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/86572.
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Thesis (MComm)--Stellenbosch University, 2014.<br>ENGLISH ABSTRACT: This study investigated the growing phenomenon of teams in the workplace, and how team effectiveness can be established. It was therefore important to establish what contributes to team effectiveness.
The aim of this study was to investigate existing relationships between constructs that play a significant role in enhancing team effectiveness. These constructs include transformational leadership, organisational trust, and psychological empowerment. This study was therefore undertaken to obtain more clarity about these aspects. Based on existing literature, a theoretical model depicting how the different constructs are related to one another was developed and various hypotheses were formulated.
Data for the purpose of the quantitative study were collected by means of an electronic web-based questionnaire. A total of 224 completed questionnaires were returned. The final questionnaire comprised of four scales, namely the Multifactor Leadership Questionnaire (MLQ), the Workplace Trust Survey (WTS), the Psychological Empowerment Scale (PES), and the Team Effectiveness Scale (TES).
The postulated relationships and the conceptual model were empirically tested using various statistical methods. Reliability analysis was done on all the measurement scales and satisfactory reliability was found. The content and structure of the measured constructs were investigated by means of confirmatory and exploratory factor analyses. The results indicated that reasonable good fit was achieved for all the refined measurement models. Subsequently, Structural Equation Modelling (SEM) was used to determine the extent to which the conceptual model fitted the data obtained from the sample and to test the hypothesised relationships between the constructs. The results indicated positive relationships between transformational leadership and organisational trust; organisational trust and team effectiveness; transformational leadership and psychological empowerment; psychological empowerment and organisational trust; and psychological empowerment and team effectiveness. However, no support was found for a direct relationship between transformational leadership and team effectiveness.
The present study contributes to existing literature on team effectiveness by providing insights into the relationship between transformational leadership, organisational trust, psychological empowerment and team effectiveness. Furthermore, this study identified practical implications to be considered in management practices in order to enhance team effectiveness. The limitations and recommendations present additional insights and possibilities that could be explored through future research studies.<br>AFRIKAANSE OPSOMMING: Die huidige studie is op die toenemende belangrikheid van spanne in organisasies gebaseer, en op hoe te werk gegaan moet word om spaneffektiwiteit te verseker. Dit was dus belangrik om vas te stel watter eienskappe tot spaneffektiwiteit bydra.
Die studie het ten doel gehad om die verwantskappe tussen konstrukte wat ‘n beduidende rol in spaneffektiwiteit binne die organsiasie speel, te ondersoek. Hierdie konstrukte omvat transformasionele leierskap, vertroue, asook sielkundige bemagtiging. Die studie is dus uitgevoer om meer duidelikheid oor hierdie aspekte te verkry. ‘n Teoretiese model wat voorstel hoe die verskillende konstrukte aan mekaar verwant is, is op grond van die navorsing oor die bestaande literatuur ontwikkel. Verskeie hipoteses is hiervolgens geformuleer.
Data vir die doel van die kwantitatiewe studie is deur middel van ‘n elektroniese web-gebaseerde vraelys ingesamel. ‘n Totaal van 224 voltooide vraelyste is terug ontvang. Die finale vraelys is uit vier subvraelyste saamgestel, naamlik die Multifactor Leadership Questionnaire (MLQ), die Workplace Trust Survey (WTS), die Psychological Empowerment Scale (PES), en die Team Effectiveness Scale (TES). Die gepostuleerde verwantskappe en die konseptuele model is empiries met behulp van verskeie statistiese metodes getoets. Betroubaarheidsanalise is op die betrokke meetinstrumente uitgevoer en voldoende betroubaarheid is gevind. Die inhoud en die struktuur van die konstrukte wat deur die instrumente gemeet is, is verder deur middel van verkennende en bevestigende faktorontledings ondersoek. Die resultate het redelike goeie passings vir al die hersiene metingsmodelle getoon. Daarna is struktuurvergelykings-modellering (SVM), gebruik om te bepaal tot watter mate die konseptuele model die data pas, en om die verwantskappe tussen die verskillende konstrukte te toets. Die resultate het positiewe verwantskappe tussen transformasionele leierskap en vertroue; vertroue en spaneffektiwiteit; transformasionele leierskap en sielkundige bemagtiging; sielkundige bemagtiging en vertroue; asook tussen sielkundige bemagtiging en spaneffektiwiteit aangedui. Geen steun is egter vir die direkte verband tussen tranformasionele leierskap en spaneffektiwitiet gevind nie.
Hierdie studie dra by tot die bestaande literatuur betreffende spaneffektiwiteit deurdat dit insig bied in die aard van die verwantskappe tussen die konstrukte. Die studie identifiseer ook praktiese implikasies wat in bestuurspraktyke in aanmerking geneem behoort te word om spaneffektiwiteit te versterk. Die beperkings en aanbevelings van die studie dui op verdere insig en moontlikhede wat in toekomstige navorsing ondersoek kan word.
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Luby, Carole Eagle. "A case study of psychological empowerment of employees in a community college." [Gainesville, Fla.] : University of Florida, 2006. http://purl.fcla.edu/fcla/etd/UFE0013818.
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Mtembu, Lithalethu. "Examining the adequacy of the policy of Broad Based Black Economic Empowerment to address the need for psychological empowerment among black people." Diss., University of Pretoria, 2011. http://hdl.handle.net/2263/26775.
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Much has been said and written about the reasons for the slow progress of the Black Economic Empowerment interventions in South Africa. This research paper aims to explore the meaning of empowerment in the South African context, with the objective of uncovering what real and holistic empowerment means given the particular history of the country. Apartheid, through its social re-engineering intervention, targeted the minds of both whites and blacks to send an unequivocal message to each racial group about their superiority and inferiority as a race, respectively. Suffice to say; to have a nation whose majority still harbours feelings of inferiority would not only impede the progress of BEE interventions but pose a serious restraint to economic growth. It requires directed and deliberate effort to reverse a habit or to renew a mind-set; to that end this research assesses whether the current BBBEE policy is an adequate antidote to the effects of Apartheid on the minds of blacks. This study concludes that psychological empowerment is a necessary condition for economic empowerment; indicating that the current BBBEE policy is less efficacious as it does not address the essence of psychological disempowerment.<br>Dissertation (MBA)--University of Pretoria, 2011.<br>Gordon Institute of Business Science (GIBS)<br>unrestricted
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Yim, Hong Kit Anderson Rolph E. "Psychological empowerment of salespeople : the construct, its inducement, and consequences on customer relationships /." Philadelphia, Pa. : Drexel University, 2008. http://hdl.handle.net/1860/2981.
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Reynders, Edith Francina. "Job insecurity, psychological empowerment and work engagement in a government organisation / Edith Reynders." Thesis, North-West University, 2005. http://hdl.handle.net/10394/2449.
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Stander, Anna Sophia. "Leadership, empowerment and intention to leave of educators in selected schools in the Sedibeng West District of the Gauteng Province / Anna Sophia Stander." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4800.
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The teaching context in South Africa is continuously transforming. Consequently, there are numerous challenges that the educator has to face. Schools are challenged in ways that are different from private sector companies. Lack of resources and funds, teacher turnover, dealing with discipline, lack of learner motivation and self-esteem, racism, violence, antisocial behaviour, shortage of skilled personnel and educator strikes are some of the challenges in the educational environment. The education profession needs to re-think and re-design its existing management processes in order to retain staff. It can be expected that educators will be negatively influenced by the above challenges and will therefore express intentions to leave the profession. The ability of any school
to achieve excellence will depend on the quality, level of competence and energy of the educators. The school requires motivated educators and should attract, develop, care for, retain and inspire the best people on a continuous basis. The school principal should be competent and willing to empower educators. Leadership empowerment behaviour and psychological empowerment could lead to lower levels of teachers' intention to leave. The aim of this research was to investigate the extent to which leader empowerment behaviour and psychological empowerment predict educators' intentions to leave the teaching profession in the Sedibeng West District of the Gauteng Province. The research method consisted of a literature study that served as the foundation of the empirical research. A cross-sectional survey design was used to achieve the research objectives. Three standardized questionnaires were used in the empirical study, namely the Leader Empowering Behaviour Questionnaire, Measuring Empowerment Questionnaire and Intention to Leave Questionnaire. The statistical analysis was conducted with the aid of the SPSS program. The statistical methods applied in the study consisted of factor analyses (validity), descriptive statistics, Cronbach alpha coefficients (reliability), correlations and regression analyses. Significant correlations were found between Leader Empowering Behaviour, Psychological Empowerment and Intention to Leave. Leader Empowering Development and Leader Empowering Decision predicted a high percentage of the variance in Psychological Empowerment. Leader Empowering Development and Leader Empowering Decision predicted 18% of the variance in Psychological Empowerment (Attitude). Leader Empowering Behaviour predicted 11% of the variance in Intention to Leave. When Influence was entered into the equation, 19% of the total variance in Intention to leave was predicted. Based on the results, recommendations were made for schools and for future research. Leadership and empowerment of educators are important challenges that influence Intention to Leave and that could ultimately reduce turn-over rates of talented people. The empowerment and retention of staff are not only important challenges for schools, but for the growth and prosperity of the country. This research will hopefully contribute in assisting other researchers to develop strategies for improving leader empowerment behaviour and educators' meaning of work.<br>Thesis (M.Ed. (Education Management))--North-West University, Vaal Triangle Campus, 2010.
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Kanai-Pak, Masako. "Leadership Behaviors that Mitigate Burnout and Empower Japanese Nurses." Diss., The University of Arizona, 2009. http://hdl.handle.net/10150/193612.
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Work environments for health care providers in acute care hospitals have become increasingly demanding due to the impact of economic constraints, the rapid advancement of treatment modalities, and value systems changes among clients, as well as among heath care providers. In Japan, health care industries also face severe economic constraints. Because Japan has socialized medicine, the government controls reimbursements. Due to the dramatic growth in health care expenditures, the Japanese government has imposed regulations that reward shorter lengths of hospital stays with higher reimbursement. As a result, only patients whose conditions are critical and require complicated nursing care are now hospitalized. Consequently, the acuity levels of patients have increased every year. Under such conditions, administrators are charged with keeping the organization financially solvent so that they can remain in business, while continuing to improve the quality of their services. Although systems research in health care settings has received considerable attention in North American countries, there has been little research in this area in Japan, where systematic leadership training for nurse managers is also still in a developmental stage. Research on organizational effectiveness has shown positive correlations between managers' leadership styles and employees' psychological well-being or self-efficacy.The purposes of this study were: 1) to test Laschinger's Work Empowerment Theory with incorporation of leadership behaviors in acute care hospitals in Japan, and 2) to investigate how leadership behaviors might mitigate burnout and empower staff nurses working in acute care hospitals in Japan. It was expected that employees who perceived a high level of Structural Empowerment would demonstrate high Psychological Empowerment and low burnout level. If employees perceived high leadership behaviors in their immediate supervisors, their Psychological Empowerment was expected to be higher and their burnout level was expected to be lower.The following four instruments were used: 1) Conditions of Work Effectiveness Questionnaire-II (CWEQ-II); 2) Psychological Empowerment Scale; 3) Nurse Manager's Action Scale; and 4) Maslach Burnout Inventory. The questionnaire was distributed to 1,377 staff nurses working on 50 inpatient care units in two acute care hospitals in Japan. Participant response rates for all units were equal or greater than 50%. Psychometric evaluation of the instruments was performed. Construct validity and reliability were established for all instruments at the individual level. At the group level, construct validity and reliability for two instruments (Structural Empowerment and Nurse Manger's Action Scale) were confirmed, but not for two others (Psychological Empowerment and Maslach Burnout Inventory).Results suggested that the Work Empowerment Theory also fits Japanese nurses, but there was little effect of leadership behaviors on staff nurses' perceived empowerment. A group level analysis indicated that leadership behaviors did not influence Psychological Empowerment or Burnout, but influenced Structural Empowerment.
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Lingenfelder, Delmarie. "Die ontwikkeling en empiriese evaluering van n verduidelikende strukturele sielkundige bemagtigingsmodel." Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/97282.
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Thesis (MBA)--Stellenbosch University, 2014<br>AFRIKAANSE OPSOMMING: Die navorsingstudie spruit voort uit ʼn dringende behoefte om die faktore te verstaan wat daartoe
bydra dat sekere werknemers meer geneig is om te wil groei en wat organisasies gevolglik kan
doen om werknemers te motiveer en meer te wil ontwikkel.
Etlike faktore gee aanleiding tot ʼntekort aan lynbestuurders en die feit dat die begeerte om te groei
ʼn skaars karaktereienskap by werknemers is. Sekere konstrukte is beheerbaar, terwyl ander nie
beheerbaar is nie. Deur die beheerbare faktore te identifiseer, stel organisasies en bestuurders in
staat om aksieplanne te implementeer om die impak van die konstrukte en die afwesigheid van
sielkundige eienaarskap in die werksplek te verminder. Aksieplanne soos bevordering van
sielkundige eienaarskap mag daartoe lei om die hoeveelheid lynbestuurders te vergroot. Dit sal
bydra om tekorte uit te wis en uitdagende omstandighede die hoof te bied.
Bewese navorsing oor die implementering van ʼn gestruktureerde werknemerbemagtigingsprogram
kan bydra om hierdie uitdaging van die afwesigheid van sielkundige eienaarskap te oorkom. Die
lynbestuurder en sy/haar bevoegdheid is ʼn sleutelrolspeler in sodanige program en die bestuur van
werknemers.
Hierdie studie het ten doel om ʼn bestaande sielkundige bemagtigingsmodel vir lynbestuurders te
herevalueer en addisionele veranderlikes voor te stel wat organisasie-uitkomste soos
werkstevredenheid, werknemerdoeltreffendheid, organisasie-verbondenheid en voorneme om te
bedank beïnvloed. As lynbestuurders en organisasies verstaan watter lynbestuurbevoegdhede
organisasie-uitkomste beïnvloed, asook die manier waarop hierdie bevoegdhede op sodanige
uitkomste inwerk, kan hulle toegerus word om prosesse en programme te formuleer wat tot die
behoud van ʼn vaardigheid in die organisasie kan bydra.
Die studie en die operasionalisering van die sielkundige bemagtigingsbevoegdhede was
onsuksesvol. Die gevolgtrekking word gemaak dat die voorgestelde model gereduseer moes word
en talentbestuur se latente veranderlikes uit die model verwyder moes word. Modelpassing was
swak met betrekking tot die gereduseerde model. Modelspesifieke wysigings wat aangebring is,
was gebaseer op modifikasie-indeksvoorstelle wat uit die data afleibaar was. Met verwysing na die
gewysigde model is goeie passing getoon en ondersteuning van alle fasette en bene gevind. Daar
word aanbeveel dat navorsing oor kruisvalidasie met betrekking tot die gewysigde gereduseerde
model gedoen word.
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Anderson, Amy L. "A structural analysis of young women's interpersonal empowerment, an empirical validation of and elaboration upon Zimmerman's, 1995, nomological network of psychological empowerment." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/MQ57523.pdf.
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Pruche, Ludovic. "L’empowerment psychologique du consommateur : contexte, mécanismes et conséquences." Thesis, Toulouse 1, 2015. http://www.theses.fr/2015TOU10028.
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Le concept d’empowerment psychologique a émergé en marketing avec l’essor d’internet, pour désigner un sentiment d’émancipation du consommateur dans son processus de décision. Il soulève des questions importantes, sur une éventuelle perte d’influence du marketing ou sur la remise en cause du rôle prescripteur de la force de vente, notamment ; pourtant peu d’études empiriques ont à ce jour exploré le concept. Ces travaux contribuent à une meilleure compréhension des mécanismes et conséquences de l’empowerment psychologique du consommateur selon le contexte d’achat : les résultats d’études auprès de 1043 acheteurs de séjours touristiques permettent de conclure à un effet positif de l’empowerment psychologique sur la satisfaction du consommateur, à la fois envers sa décision d’achat et envers la marque auprès de laquelle l’achat a été effectué, principalement du fait d’un effet médiateur de l’appropriation psychologique de la décision. Cet effet positif perdure après l’étape de consommation et favorise indirectement l’intention de ré-achat. Plusieurs facteurs explicatifs de l’empowerment psychologique ont été identifiés, à la fois d’ordre individuel et contextuel, dont l’utilisation d’internet en préparation de l’achat. Les enseignements de cette recherche mettent en lumière le rôle positif de l’empowerment psychologique sur la satisfaction et la fidélité des acheteurs, et suggèrent de nouvelles pistes sur la relation entre le contexte/canal d’achat utilisé et la satisfaction du consommateur. Des préconisations sont formulées pour mieux prendre en compte l’évolution des attentes et comportements d’achat des consommateurs dans un contexte d’empowerment par internet<br>The concept of consumer psychological empowerment has emerged in marketing with the rise of internet, to designate a feeling of emancipation in the decision making process. It raises important questions, among which the hypothetical loss of influence of marketing and the future role of vendors at traditional points of sale; yet very little empirical work has been made on the concept. This research contributes to a better understanding of the mechanism and consequences of consumer psychological empowerment in a purchase context, through several empirical studies among 1043 buyers of package travels in France. Our results show a positive effect of psychological empowerment on consumers’ satisfaction, both towards the purchase decision and towards the service provider, mainly due to the mediating effect of psychological ownership of the decision. Psychological empowerment also indirectly contributes to a higher re-purchase intent, after the consumption phase. Several antecedents have been identified, both individual and contextual ones, among which the use of internet in the purchase process. Our findings shed light on the positive effect of psychological empowerment on buyers’ satisfaction and loyalty, and suggest new routes on the relationship between the purchase context/channel and consumer satisfaction. Managerial implications are proposed, to help marketers better adapt to an empowering-by-the-internet environment
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Coulton, Nadine Levy. "A new child care facility : a strategy for user empowerment." Thesis, Georgia Institute of Technology, 1995. http://hdl.handle.net/1853/24003.
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Hansson, Niklas, and Niklas Johansson. "Psykologiskt Empowerment: en Kognitiv Resa mellan Arbetskontext och Relationer." Thesis, Högskolan i Halmstad, Sektionen för ekonomi och teknik (SET), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-26332.
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Titel: Psykologiskt Empowerment: En kognitiv resa genom relationer och arbetskontext Författare: Niklas Hansson och Niklas Johansson Handledare: Pia Ulvenblad och Ingemar Wictor Nyckelord: Psykologiskt Empowerment, PE, Arbetskontext, Relationer Syfte: Syftet med den här uppsatsen är att öka förståelsen kring psykologiskt empowerment (PE), genom att studera kopplingen till relationer och arbetskontext. Problemformulering: Hur kan uppfattad nivå av PE kopplas till arbetskontext och relationer? Metod: En kvalitativ metod har använts och fyra fallstudier har gjorts på organisationer med varierande branschtillhörighet, vilket gjorts för att maximera skillnaderna mellan fallen. Primärdata kommer från individuella intervjuer, vilka kompletterats med tillhörande frågeformulär och som gjort upplevda nivåer av PE kvantifierbara. Teoretisk referensram: Den teoretiska referensramen utgörs av klassiska PE-teorier tillsammans med beståndsdelarna av konceptet, för att forma basen. Detta kombineras med nyare PE-teorier kopplade till både arbetskontext och relationer, men även kortfattat vilka beteendemässiga utfall som kopplas till PE. Författarna har valt att fokusera mindre på eventuella utfall kopplat till PE, då dessa funnits i tidigare forskning, men inte kan negligeras helt, då det kan tyckas absolut väsentligt att på något sätt ta upp vad som är positivt och negativt kopplat till konceptet Slutsats: Både arbetskontext och relationer tycks kunna kopplas till uppfattad nivå av PE. Här har positiva uppfattningar kring psykologiskt klimat och allmänna relationer kunnat kopplas till organisationerna med högst uppfattad nivå av PE i jämförelse med organisationerna där nivån av PE uppfattats lägre. Dock behövs mer kvantitativ forskning för att kunna göra statistiska generaliseringar rörande sambandet mellan PE och dessa aspekter, samt i hur stor utsträckning det här sambandet påverkar den individuella uppfattningen av PE.<br>Title: Psykologiskt Empowerment: en Kognitiv Resa mellan Arbetskontext och Relationer Authors: Niklas Hansson and Niklas Johansson Supervisors: Pia Ulvenblad and Ingemar Wictor Keyword(s): Psychological Empowerment, PE, Work context, Relations Purpose: The purpose of this thesis is to extend the understanding of psychological empowerment (PE), by studying its connection to work context and relations. Research problem: How could perceived level of PE be connected to work context and relations? Method: A qualitative approach has been chosen and four case studies have been conducted in organisations in different industries, which were done in order to maximise the differences between the cases. Primary data are collected from personal inerviews, which have been conducted together with a complementing questionnaire, which has made the levels of PE quantifiable. Theoretical framework: The theoretical framework consists of classical PE-theories, in order to form a solid theory base for the concept of PE. These classics are presented together with more modern theories regarding PE in connection to certain aspects of relations and work context. A brief summary of expected outcomes of PE is also included, in order to provide the reader with some of the positive effects which are related to PE. The authors have chosen to put less emphasis on outcomes, since these are to be found in previous research. However, it cannot be neglected, since the reader should be provided with a comprehensive overview of what effects PE could have; both positive and negative ones. Conclusion: Both work context and relations appear to be connected to perceived levels of PE. Positive perceptions regarding these two aspects have been detected in a wider extent within organisations which have been showing higher levels of perceived PE than those with lower levels. However, quantitative studies need to be conducted in order to make statistical generalisations regarding such connections and in which extent this connection affects PE at the individual levels.
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Stander, Marius Wilhelm. "Psychological empowerment, job insecurity and wellness of employees in selected organisations / Marius Wilhelm Stander." Thesis, North-West University, 2007. http://hdl.handle.net/10394/2481.
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Tjeku, Mkhambi Shadrack. "Empowerment and job insecurity in a steel manufacturing organisation / Mkhambi Shadrack Tjeku." Thesis, North-West University, 2006. http://hdl.handle.net/10394/2472.
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Klein, Elise Jane. "Psychological agency in a neighbourhood on the urban fringe of Bamako." Thesis, University of Oxford, 2014. http://ora.ox.ac.uk/objects/uuid:de625392-bbc9-4f36-b99f-02681578066c.
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This thesis is about psychological constructions underpinning intentional action to improve well-being by people in a neighbourhood on the urban fringe of Bamako, Mali. There is a large deficit in the theorisation of psychological elements of agency and empowerment in the development literature. Instead empowerment is generally defined as a favourable opportunity structure, as choice or as the distribution of power. Further still, the examination of the psychological literature reveals a lack of empirical research related to non-Western contexts and development policy. In view of this, I present the results of an empirical study using the inductive mixed methods to examine the central factors contributing to initiatives people undertake to improve personal and collective well-being. Informants articulated that the psychological concepts of dusu (internal motivation) and ka da I yèrè la (self-efficacy) were most important to their purposeful agency. The empirical analysis is divided into three parts and based primarily on qualitative data, enriched by quantitative analysis. Firstly I will examine the concepts of dusu and ka da I yèrè la, which are characterised as having an instrumental and intrinsic significance to people’s purposeful agency. They were also characterised as important factors in supporting local social development initiatives. Secondly, I will show how these psychological concepts were not related to the agent’s socio-economic characteristics or decision making ability, rendering both variables weak proxies for measuring psychological agency. Instead I found that measures of intrinsic motivation and self-efficacy are more viable for evaluating psychological agency. Thirdly, however, whilst dusu and ka da I yèrè la are important to people’s agency and the social development of the neighbourhood, they cannot be viewed as a silver bullet to social development in Kalabankoro Nerekoro. Specifically, in the examination of collective purposeful agency in group work (associations), the functioning of groups is impacted by the internal dynamics within the group, causing sometimes breakdown of the group. Further still, gender and age norms as well as capability deprivation and conflicting world views all thwart the ability of associations to achieve their goals. I underline that agents cannot always succeed in the pursuit of their well-being goals, even though they demonstrate high levels of psychological agency unless structural inequality at the micro, meso and macro levels of Malian society are addressed. Through this empirical study, this thesis will contribute the closing of the gap between psychological and development literatures as well as work towards developing measures of psychological agency.
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Tapsall, Doreen Maree. "Relationship between structural and psychological empowerment, participation in continuing professional development and perceived self-competence in cancer nursing." Thesis, Queensland University of Technology, 2019. https://eprints.qut.edu.au/128642/1/Doreen_Tapsall_Thesis.pdf.
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This cross-sectional study is the first to investigate the way in which the workplace environment influences nurses' participation in continuing professional development (CPD) in the context of cancer care. The study identified that factors positively associated with participation in CPD include empowering structures, such as access to information, resources, support, and healthy work environments. The study also identified that participation in CPD was associated with greater self-perceived competence in their practice. These findings highlight the importance of improving workplace structures to enable quality nursing care.
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Karlsson, Agneta. "Transition towards autonomy and psychological empowerment in self-management, among teenagers with type 1 diabetes." Licentiate thesis, Linköping University, Linköping University, Health, Activity, Care, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-11025.
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<p>The general aim of this thesis was to study the transition process from dependency towards anatomy and psychological empowerment among teenagers with type 1 diabetes. Thirty-two teenagers (18 female/14 male) aged 13-17 took part in conversational interviews. The interviews followed a semi-structured question guide. Data comprised 31 tape recorded interviews (one informant did not want to be tape recorded). The research design was based on a phenomenological and life world perspective including two different analysis methods.</p><p>The transition towards autonomy among teenagers with type 1 diabetes was elucidated in a phenomenological approach (paper I). Through the teenagers’ narratives about their daily life experiences with type 1 diabetes there emerged the over-riding theme “Hovering between individual actions and support of others”. This theme illustrates the main problem related to diabetes management - duality in dependence and independence. The themes “growth through individual self-reliance” and “growth through confirmation of others” seem to facilitate the transition process from dependency towards autonomy. Experiences of the Empowerment Education Programme (EEP) were studied by a qualitative content analysis (paper II). From the teenagers’ descriptions the over-riding theme was formulated as “Sense of community”, and this covered the categories of social fellow feeling, collaborative learning, and community of interests. A synthesis of the findings illustrates that individual self-reliance, confirmation of others, and sense of community are closely related to individual inner resources, trust in others, and the feeling of belonging, which are all suggested as specific goals of empowerment and fulfilment of psychological empowerment. A model was created to explain the relation between psychological empowerment and growth through individual self-reliance, confirmation of others, and sense of community. Professional nursing care might start from the unique situation and context the individual experiences and exists in. Social meetings with like-minded youth were highly appreciated among the teenagers. The teenagers showed their willingness to transform themselves towards becoming more independent in self-management, and the teenage years may be the right period to empower and coach the teenagers towards autonomy and prepare them for adulthood living with type 1 diabetes.</p>
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Rawana, Jennine S. "The relationship between burnout, psychological empowerment, and gender role orientation in long-term care nurses." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/MQ60866.pdf.
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Laffier, Jennifer. "A qualitative evaluation of the role of artistic expression in psychological empowerment of bullying victims." Thesis, Northcentral University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3723000.
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<p> In order to help child victims of bullying, a greater understanding of the psychological empowerment process was needed, especially what type of activities support the development of empowerment and how empowerment is related to mental health. Artistic expression, an activity described as therapeutic, had received little attention in regards to its role in empowerment. Thus, this exploratory case study explored the role of artistic expression in psychological empowerment with child bullying victims specifically using the Nomological Network of Psychological Empowerment model by Zimmerman (1995). The research questions of this study were: (1) in what ways can individuals experience a sense of psychological empowerment from the artistic process; (2) how can the artistic process relate to the three components of the NNPE model; and (3) how are artistic expression, psychological empowerment, and psychological healing related. The archived data of four children involved in a 14- week art therapy program in 2007 in an elementary school in Ontario, Canada was explored. For this case study various data sources, such as pre and post surveys, were examined to uncover any experiences of psychological empowerment. Qualitative content analysis, with a directed approach revealed that artistic expression in art therapy provided experiences of psychological empowerment in a myriad of ways and psychological empowerment was experienced as a cyclical process for participants. Additionally, artistic expression, psychological empowerment, and psychological healing were experienced as an interactional process. Thus, art therapy should be considered as an intervention method for children experiencing bullying. Additionally, researchers should investigate empowerment as a cyclical process and conduct longitudinal studies to determine the empowerment process over time.</p>
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Dhladhla, Thamsanqa John. "The influence of leader behaviour, psychological empowerment, job satisfaction, and organizational commitment on turnover intention." Thesis, Stellenbosch : University of Stellenbosch, 2011. http://hdl.handle.net/10019.1/6583.
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Thesis (MComm)--University of Stellenbosch, 2011.<br>ENGLISH ABSTRACT: In recent decades, organisations have continued to lose their skilled and experienced
employees due to voluntary turnover. As a result, managers, researchers and practitioners
have taken interest in understanding the factors that affect employees’ turnover decisions.
However, although several existing studies have identified numerous factors related to
turnover behaviours among employees, most of the empirical research studies utilise
explanatory models that do not sufficiently address the mediating processes that lead to
turnover intention. This study examined the collective effects of perceived leader behaviour,
psychological empowerment, satisfaction and commitment on turnover intention. In doing so,
the present study tested an explanatory structural model that suggests how these variables
jointly influence turnover intention. Therefore, an ex post facto correlation study was
conducted using a sample of military personnel (n = 318) in which study participants
completed five questionnaires that measured the endogenous latent variables (i.e.,
psychological empowerment, job satisfaction and organisational commitment) and the single
exogenous latent variable (i.e., leader behaviour) in the structural model. Item analysis and
Confirmatory Factor Analysis (CFA) were used to assess the measurement properties of the
respective measures. The results showed adequate evidence that the manifest indicators used
in the study were indeed valid and reliable measures of the latent variables they were linked
to. The proposed structural model was tested using structural equation modelling (SEM) and
the goodness-of-fit statistics showed that both the hypothesised measurement model ( =
182.97; df = 67; p-value = 0.0000; RMSEA = 0.074) and the structural model ( = 182.91;
df = 68; p-value = 0.00000; RMSEA = 0.073 ) were found to fit the data reasonably well. The
results supported a model where turnover intention was explained to result from a
combination of organisation-related and job-related attitudes. In turn, these attitudes were
affected by leadership behaviours. The results showed that turnover intention resulted more
strongly and directly from low levels of organisational commitment than from job satisfaction
per se. The results also suggested that turnover intention was the result of high levels of
psychological empowerment. Leader behaviour had a strong direct effect on both
psychological empowerment and organisational commitment, but not a unique effect on job
satisfaction, while psychological empowerment had a strong direct effect on both job
satisfaction and turnover intention than on organisational commitment. The results also
indicated that job satisfaction had an insignificant effect on organisational commitment.
In addition, psychological empowerment mediated the effect of leader behaviour on turnover
intention, while job satisfaction did not mediate the relationship between leader behaviour
and turnover intention. Finally, the results suggested that psychological empowerment played
mediated the effect of leader behaviour on job satisfaction and organisational commitment.
The study adds to the existing literature in two ways. First, the findings indicated that
turnover intention results strongly from the combination of leader behaviour, psychological
empowerment and organisational commitment, with psychological empowerment and
organisational commitment playing a dominant role, with their direct- as well as mediating
effects on turnover intention. Second, the present study partially replicated earlier studies of
turnover intention in a new setting, i.e., within a military sample and within a non-Western
context. In this way, the study confirmed the generalisability of earlier findings that relate to
the development of turnover intention. A unique finding of the present research was the
positive relationship found between psychological empowerment and turnover intention,
suggesting that turnover process models may be more organisation-specific than previously
thought (e.g., Alexander, 1998). The study limitations and recommendations provide avenues
to be explored for possible future studies and recommendations for human resource
management practice are discussed.
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Ng, Thomas Wai Hung. "Re-conceptualization of psychological empowerment." 2006. http://purl.galileo.usg.edu/uga%5Fetd/ng%5Fthomas%5Fw%5F200608%5Fphd.
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Fourie, Anna Sophie. "Psychological empowerment : a South African perspective." Thesis, 2009. http://hdl.handle.net/10500/2632.
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The aim of the study was to conceptualise psychological empowerment as perceived in a South African context in terms of the dimensions and contributing factors. The study was conducted by means of quantitative and qualitative methods. The sample included employees from different geographic areas, genders, races, level of education and positions in organisations in different sectors.
Relationships between demographic variables and psychological empowerment were determined. To determine to what extent South Africans are psychologically empowered, according to Spreitzer’s (1995) model, means and standard deviations were calculated for the four dimensions (meaning, competence, self-determination and impact) and overall psychological empowerment (PE) and a percentile table was utilised to establish a norm and compare it with a norm established in previous research.
Management practices were found to be significantly related to PE. However, when regression analysis was done, only the practices, motivation, delegation and job and role clarity significantly predicted PE.
Perceptions of empowerment were investigated and it appeared that economic empowerment is emphasised in the media, while the majority of interview respondents seemed to have a balanced or positive view of empowerment as enabling.
The psychological experiences of employees were explored and dimensions of psychological empowerment that are similar to what was found by previous research emerged. Some characteristics were found to be unique given the present context. Dimensions and characteristics that emerged from the study were resilience, sense of competence, sense of achievement, sense of control, sense of meaning, making a difference and empowerment of others. The theoretical frameworks proposed by Menon (2001) and Zimmerman (1995) were investigated, which confirmed the importance of a goal orientation and pro-active behaviour in psychological empowerment. These theories were evaluated and compared to cognitive theories as suitable frameworks for the study of psychological empowerment.
Contributing factors that emerged from the qualitative study most prominently were opportunity and recognition. Locus of control emerged as a possible intrapersonal factor and it was explored further as a contributing factor. Together with the significant factors from the quantitative survey, these factors were employed to recommend a strategy for the development of psychological empowerment with the dimensions of empowerment as outcomes.<br>Psychology<br>D. Litt. et Phil. (Psychology)
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Wallach, Vicki A. "Psychological empowerment among paraprofessionals within human service organizations." 2002. http://proquest.umi.com/pqdweb?index=0&did=727403681&SrchMode=1&sid=1&Fmt=2&VInst=PROD&VType=PQD&RQT=309&VName=PQD&TS=1179198739&clientId=23440.
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"Teachersâ Perceptions of Empowerment in Their Work Environments as Measured by the Psychological Empowerment Instrument." East Tennessee State University, 2008. http://etd-submit.etsu.edu/etd/theses/available/etd-0618108-142429/.
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Nastiti, Rr Tur, and 田. 娜. 思. "Investigating the Relationships among Leadership Empowerment Behavior, Psychological Empowerment, Creative Process Engagement, Adaptability, and Performance." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/madbvm.
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博士<br>國立中央大學<br>企業管理學系<br>105<br>This study focuses to investigate the relation of empowerment and performance. The study provides an empirical examination of 790 Indonesian salespeople in a purpose to explain the linkage of empowerment and employee performance through the use of leadership empowerment behavior, psychological empowerment, creative process engagement, and adaptability. Data analysis using Structural Equation Modelling-Partial Least Squares (SEM-PLS) shows supported findings to all of the hypotheses. A positive influence of leadership empowerment behavior on psychological empowerment is founded in the exploration of structural and motivational approaches of the empowerment construct. Accordingly, psychological empowerment positively affects creative process engagement and adaptability. Creative process engagement influences adaptability behavior positively. Lastly, results indicate that the increased of creative process engagement and adaptability positively contribute to employee performance. The findings show that empowerment is an effective managerial strategy to boost performance.
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Jui-Fen, Chen, and 陳瑞芬. "The Relationship of Psychological Empowerment,Trust, and Social Loafing." Thesis, 2003. http://ndltd.ncl.edu.tw/handle/47760838971473472981.
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碩士<br>中國文化大學<br>國際企業管理研究所<br>91<br>Most employees in the organizations work as the role of individuals in society. However, with the increase of teamwork, the number of contribution for teams decline with the participation of increasing team members. For expanding the epistemic sphere on social loafing, the research use empowerment as an independent variable to explore the relationships in both employee psychological empowerment and social loafing. Through the intermediate function on trust from employees to their superiors, we can clarify further the relationships on both two variables.
The research group is for domestic public and private bank employees and their superiors. The result came to 225 transversely effective samples. By the examination of LISREL and the analysis showed that the positive relationship in employee psychologi-cal empowerment and social loafing is not significant. The result will be more evident through the effect from employees to superior’s trusts.
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Lin, Wan-chen, and 林宛臻. "The Relationships between Employees’ Psychological Empowerment and Service Behavior." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/00186184444801215325.
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碩士<br>國立中央大學<br>人力資源管理研究所<br>96<br>With the economic growth and the enhancement of people''s living levels, consumers pay much attention to the quality of goods and service rather than the price. The retail industry has put emphasis on service quality, positioned as service providers, and expected their members to continuously meet customers’ needs with high level of service quality.
Front-line workers play important roles in delivering service quality. Enterprises empower their employees, making them have more abilities to help customers solve their problems, improve their working attitude and efficiency, and in turn improve service behavior and organizational performance. However, empowerment is not a panacea. Enterprises should not limit empowerment to a top-down approach; rather, they should emphasize employees’ psychological empowerment. The goal of empowerment will be achieved only when empowerment is perceived by employees and influences their external behavior. Therefore, it is worthy to discuss if enterprises understand employees’ psychological empowerment and apply it to enhance service quality.
A retail service chain store was chosen as the subject. Under the background the organizational change, data in two periods were collected to explore if employees’ psychological empowerment influences service behavior; the change of the employees’ psychological empowerment and the difference of individual empowerment are also discussed to see if they will influence the change of service behavior in the period of the corporate revolution. According to these discussions, this study would like to further develop a model of influencing employees’ service behavior by the application of empowerment. The results of this study are listed as below:
1. The initial competency dimension of psychological empowerment has significantly positive effects on service behavior.
2. The initial meaning, self-determination and impact dimensions of psychological empowerment do not significantly influence service behavior.
3. The increase of competency, meaning and self-determination dimensions of psychological empowerment are positively related to the improvement of service behavior, but only the increase of competency has significant influences on the improvement of service behavior. The change of meaning and self-determination do not significantly influence the improvement of service behavior.
4. The increase of impact dimension does not significantly influence the change of service behavior.
To sum up, the results indicated that the initial psychological empowerment can predict service behavior and the raise of psychological empowerment can improve service behavior as well. Therefore, managers who facilitate empowerment should reinforce the communication with employees, information feedback, training and development, and organizational climate to improve employees’ psychological empowerment and service behavior.
Key Words: psychological empowerment, service behavior