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Articles de revues sur le sujet « Employee empowerment »

Auteur : Grafiati

Publié le 4 juin 2021

Mis à jour le 25 juillet 2025

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1

Pradhan, Preethi, T. J. Kamlanabhan, R. D. Thulasiraj, and V. R. Muraleedharan. "Employee Empowerment." Journal of Multidisciplinary Research in Healthcare 1, no. 1 (2014): 53–62. http://dx.doi.org/10.15415/jmrh.2014.11005.

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Nykodym, Nick, Jack L. Simonetti, Warren R. Nielsen, and Barbara Welling. "Employee Empowerment." Empowerment in Organizations 2, no. 3 (1994): 45–55. http://dx.doi.org/10.1108/09684899410071699.

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Brymer, Robert A. "Employee Empowerment." Cornell Hotel and Restaurant Administration Quarterly 32, no. 1 (1991): 58–68. http://dx.doi.org/10.1177/001088049103200116.

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Boudrias, Jean‐Sébastien, Patrick Gaudreau, André Savoie, and Alexandre J. S. Morin. "Employee empowerment." Leadership & Organization Development Journal 30, no. 7 (2009): 625–38. http://dx.doi.org/10.1108/01437730910991646.

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Siswanto, Siswanto, Fatchan Maulana Febriansyah, and A. Muhtadi Ridwan. "Does Employee Empowerment as a Mediating Variable the Linking of Transformational Leadership on Employee Performance?" Jurnal Manajemen Indonesia 23, no. 1 (2023): 61. http://dx.doi.org/10.25124/jmi.v23i1.4560.

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This study aims to investigate whether employee empowerment (EE) as a mediator variable of the mechanistic pathway of transformational leadership (TL) influences employee performance (EP). A quantitative method was employed. The samples were 109 employees of regional companies in Magetan City, East Java and were collected from questionnaires. SEM-PLS was employed for data analysed. The results showed that transformational leadership directly affects employee performance. Work motivation has a role as a mediator variable from transformational leadership mechanisms to employee performance. Meanw

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Dr., Rukhsana Rehman, Muhammad Najam Ul Arfeen Dr, and Sabir Sarwat. "The Impact of Health Professionals Empowerment as a Shared Responsibility to Enhance Job Satisfaction within Health Sector of Pakistan." International Journal of Management Sciences and Business Research 4, no. 8 (2015): 46–54. https://doi.org/10.5281/zenodo.3461451.

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In this world of globalization, there is a dire need in organizations for empowerment that makes employees in a position to make accurate and quick decisions and react speedily to any changes in the surroundings. Employee Empowerment has become a part of the business philosophy in recent years. In Pakistan, hospitals are considered important assets and are trying to enhance their competitiveness by increasing job satisfaction level. This research study tested the importance of employee empowerment on job satisfaction in Gocernment / public hospitals of Pakistan. It was hypothesized that employ

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Ward, James A. "Implementing Employee Empowerment." Information Systems Management 14, no. 1 (1997): 62–65. http://dx.doi.org/10.1080/10580539708907033.

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Sanchez, Lynda, and Laura Cralle. "Attaining Employee Empowerment." Nurse Leader 10, no. 2 (2012): 38–40. http://dx.doi.org/10.1016/j.mnl.2011.12.010.

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

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Employee empowerment plays a key role in the management of talented personnel: it enables an organization to use workers’ skills and abilities in a way that enhances the performance of both employer and employee. Based on a survey of 349 small and medium enterprises in Quetta, this study examines the impact of employee empowerment on employees’ subjective wellbeing, which is measured in terms of affective and cognitive components. Its results indicate that employee empowerment has a significant and positive impact on employees’ subjective wellbeing, implying that senior managers should priorit

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Wang, Yajing, and Hyundo Seol. "The Effect of Employee Experience on Innovative Behavior Mediated by Psychological Empowerment: A Study of Chinese Employees." Korean Career, Entrepreneurship & Business Association 8, no. 5 (2024): 237–59. http://dx.doi.org/10.48206/kceba.2024.8.5.237.

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This study investigates the impact of employee experience (EX) on innovative behavior, with a particular focus on the mediating role of psychological empowerment. Data was collected from 450 employees across various industries in eight major cities in China, including Beijing, Shanghai, and Shenzhen. The survey employed a five-point Likert scale to measure employee experience across three dimensions: physical environment, cultural environment, and technological environment. Structural equation modeling was used to analyze the data. The results indicate that the three dimensions of Employee Exp

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Merry, Liz Zeny, and Faroman Syarief. "THE EFFECT OF EMPOWERMENT, EMPLOYEE ENGAGEMENT AND ORGANIZATIONAL COMMITMENT TOWARDS PERFORMANCE OF GOVERNMENTAL-EMPLOYEES OF FINANCIAL-MANAGEMENT." IJHCM (International Journal of Human Capital Management) 1, no. 01 (2017): 152–63. http://dx.doi.org/10.21009/ijhcm.01.01.12.

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The objectives of this research is to study the influence of empowerment, employee engagement, and organizational commitment on performance of the financial management staffs at Riau Islands Provincial Government. Quantitative approach used in this research with survey method. The samples of this research were 230 staffs selected randomly. The data were obtained by distributing questionnaire and analyzed by using path analysis. The results of research shows that: (1) empowerment, employee engagement and organizational commitment had a positive direct effect on employee performance; (2) empower

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Merry, Liz Zeny, and Faroman Syarief. "THE EFFECT OF EMPOWERMENT, EMPLOYEE ENGAGEMENT AND ORGANIZATIONAL COMMITMENT TOWARDS PERFORMANCE OF GOVERNMENTAL-EMPLOYEES OF FINANCIAL-MANAGEMENT." IJHCM (International Journal of Human Capital Management) 1, no. 01 (2017): 152–63. http://dx.doi.org/10.21009/ijhcm.011.012.

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The objectives of this research is to study the influence of empowerment, employee engagement, and organizational commitment on performance of the financial management staffs at Riau Islands Provincial Government. Quantitative approach used in this research with survey method. The samples of this research were 230 staffs selected randomly. The data were obtained by distributing questionnaire and analyzed by using path analysis. The results of research shows that: (1) empowerment, employee engagement and organizational commitment had a positive direct effect on employee performance; (2) empower

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Intiar, Septa. "Assessing the Impact of Transformational Leadership and Employee Empowerment on Organisational Performance in the Indonesian Service Sector." Sinergi International Journal of Management and Business 1, no. 2 (2023): 142–59. http://dx.doi.org/10.61194/ijmb.v1i2.143.

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This study investigates the relationships between transformational leadership, employee empowerment, and organizational performance in the Indonesian service sector. A quantitative research approach was adopted, and data were collected from 250 employees and managers using self-administered questionnaires. Structural Equation Modeling (SEM) with Partial Least Squares (PLS) was employed to analyze the data. The results reveal significant positive relationships between transformational leadership and employee empowerment, employee empowerment and organizational performance, and transformational

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Ukil, Minhajul Islam. "The Impact of Employee Empowerment on Employee Satisfaction and Service Quality: Empirical Evidence from Financial Enterprizes in Bangladesh." Business: Theory and Practice 17, no. (2) (2016): 178–89. https://doi.org/10.3846/btp.2016.651.

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Organizations face immense challenges in improving their performance and productivity in the present changing and competitive business world. Experts view employee empowerment as an effective tool that fosters organizational performance, employee satisfaction and service quality. The present study intends to identify the influence of employee empowerment on employee satisfaction and service quality, and the impact of employee satisfaction on service quality. Fourteen dimensions and 52 item statements of employee empowerment, service quality and employee satisfaction have been adopted from prev

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Weidenstedt, Linda. "Employee Empowerment and Paternalism: A Conceptual Analysis of Empowerment's Embeddedness in Communicative Contexts." management revue 31, no. 4 (2020): 444–64. http://dx.doi.org/10.5771/0935-9915-2020-4-444.

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Empowerment as a management technique builds on the assumption that employees desire more power. Consequently, to a large extent, research on employee empowerment has focused on defining the type of power that should be contained in empowerment, identifying relevant mediating and moderating effects of and for empowerment as well as empowerment's boundary conditions such as individual and social attributes. However, less research has dealt with communicative and relational aspects and how these may impact the outcome of employee empowerment. This paper uses an interactional perspective to conce

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Er, Fatma, and Serap Altuntas. "Employee Empowerment in Nursing." Sağlık ve Hemşirelik Yönetimi Dergisi 1, no. 3 (2015): 155–60. http://dx.doi.org/10.5222/shyd.2014.155.

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Greasley, Kay, Alan Bryman, Andrew Dainty, Andrew Price, Robby Soetanto, and Nicola King. "Employee perceptions of empowerment." Employee Relations 27, no. 4 (2005): 354–68. http://dx.doi.org/10.1108/01425450510605697.

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Potnuru, Rama Krishna Gupta, Chandan Kumar Sahoo, and Rohini Sharma. "Team building, employee empowerment and employee competencies." European Journal of Training and Development 43, no. 1/2 (2019): 39–60. http://dx.doi.org/10.1108/ejtd-08-2018-0086.

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PurposeThe purpose of this paper is to examine the impact of team building and employee empowerment on employee competencies and examine the moderating role of organizational learning culture in between these relationships.Design/methodology/approachAn integrated research model is developed by combining resource-based view, signalling theory and experiential learning theory. The validity of the model is tested by applying moderated structural equation modelling (MSEM) approach to the data collected from 653 employees working in cement manufacturing companies. The reliability and validity of th

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PRAVEEN, M. "A Project Report on Employee Empowerment and Job Engagement of Employee." INTERNATIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 09, no. 04 (2025): 1–9. https://doi.org/10.55041/ijsrem45811.

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ABSTRACT: This study explores the relationship between employee empowerment and job engagement within organizational settings. Employee empowerment, defined as the process of enabling employees to take initiative and make decisions, is considered a crucial factor in enhancing motivation and productivity. The study aims to examine how different dimensions of empowerment—such as autonomy, access to resources, and participation in decision-making—impact employees’ emotional and cognitive engagement with their jobs. Using a mixed-methods approach, data were collected through surveys and interviews

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Riak, Christine Nyanakol G., and Kadian Wanyonyi Wanyama. "Examining the Effect of Employee Empowerment Programs on Employee Performance in Public Universities in South Sudan." Cross Current International Journal of Economics, Management and Media Studies 7, no. 02 (2025): 15–28. https://doi.org/10.36344/ccijemms.2025.v07i02.002.

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This study examines the effects of employee empowerment programs on employee performance within public universities in South Sudan, addressing an under-researched area critical for institutional success. Given the global trend toward employee empowerment, which enhances productivity and engagement, this research investigates the relationship between empowerment initiatives and performance metrics, utilizing theories such as Reinforcement Theory, Social Learning Theory, and Goal Setting Theory to support the analysis. A descriptive survey design was employed, targeting 2,372 employees at the Un

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Saleem, Muhammad Abid, Zahra Masood Bhutta, Muhammad Nauman, and Sadaf Zahra. "Enhancing performance and commitment through leadership and empowerment." International Journal of Bank Marketing 37, no. 1 (2019): 303–22. http://dx.doi.org/10.1108/ijbm-02-2018-0037.

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PurposeThe purpose of this paper is to explore the impact of transformational leadership and employee empowerment on employee performance and organizational commitment through the mediational role of behavioral integrity (BI).Design/methodology/approachData were collected through a self-administered questionnaire based on measurement of variables adopted from earlier studies. A total of 532 usable responses were collected through officer grade and executive level employees of selected banks from the Multan district, Pakistan. Confirmatory factor analysis was run using AMOS 23.0 whereas PROCESS

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Emam, Ali Salman, Juraifa Bte Jais, and Mosab I. Tabash. "The role of tribalism as mediator between employee empowerment and organizational commitment in Yemeni Islamic banking sector." Management & Marketing. Challenges for the Knowledge Society 14, no. 1 (2019): 130–49. http://dx.doi.org/10.2478/mmcks-2019-0009.

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Abstract This study examined the influence of employee empowerment on organizational commitment, and the level to which Tribalism plays a role in the relationship between the former two variables in the context of Islamic banks in Yemen. Indeed, the rationale for introducing employee empowerment is to increase levels of employee’s commitment to ensue positive outcomes. The interrelationships between the variables were analyzed to develop a strategy for increased organizational commitment in the Yemeni Islamic banking sector. This study used a social exchange theory to illustrate the study fram

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Rahmawati, Annisa, Beny Witjaksono, and Abdul Haeba Ramli. "Employee Training. Employee Empowerment, Internal Communication, Employee Motivation And Service Quality At Bank X." Jurnal Ilmiah Manajemen Kesatuan 12, no. 5 (2024): 1757–84. http://dx.doi.org/10.37641/jimkes.v12i5.2124.

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The importance of providing service value to customers is recognized as a crucial strategy for achieving success in today's fierce competition. Perceived service value is an important factor in service marketing strategy and a key element in customer decision making. This study aims to examine the effect of training and employee empowerment on perceived service quality and the mediating role of employee motivation and internal communication on the relationship between employee empowerment and service quality. This research is quantitative with purposive sampling technique, using questionnaires

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Dushyenthan, Thillainayagam. "Employee Involvement and Its Impact on Employe Empowerment: The Study of Banking Industry in Srilanka Jaffna (A Comparative Study of Private Banks and State Banks)." Advances in Social Sciences and Management 2, no. 11 (2024): 58–69. https://doi.org/10.63002/assm.211.723.

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Purpose: To examine the impact of employee involvement on employee empowerment. Design/methodology/approach: A questionnaire derived from previous studies and the relevant Literature was completed by 100 staffs of both private and state banks in Jaffna district, Sri Lanka. Single linear regression analysis assessed the impact on employee empowerment of four key constructs of employee involvement such as knowledge, information, rewards and power. Correlation analysis was carried out to examine the interrelationship between employee involvement and employee empowerment. And also, independent sam

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Odinga, Bellis, Kilungu Matata, and Damaris Monari. "Influence of Employee Empowerment on Job Satisfaction of Commercial State Corporations in Kenya." Journal of Human Resource &Leadership 7, no. 1 (2023): 79–97. http://dx.doi.org/10.53819/81018102t6052.

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The general objective of this study was to establish the influence of employee empowerment on job satisfaction in commercial state corporations within Kenya. The majority of Kenyan employees are absorbed by the public sector, and the Kenyan workforce is also increasingly seeking opportunities to work in the public sector. Due to this trend, it is of the essence to explore the degree to which employees' empowerment is influencing employee job satisfaction. The study's general objective was to establish the effects of employee empowerment on job satisfaction of commercial state corporations with

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Badjie, Gibriel, Armanu Thoyib, Djumilah Hadiwidjojo, and Ainur Rofiq. "INTRODUCING NEW EMPLOYEE EMPOWERMENT APPROACH: A SYSTEMATIC LITERATURE REVIEW." Humanities & Social Sciences Reviews 7, no. 5 (2019): 696–706. http://dx.doi.org/10.18510/hssr.2019.7585.

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Purpose of the study: The aim of the paper is to introduce newly developed constructs of employee empowerment as alternatives to the existing measures serving both the organization and employees. Centered on employees as the focus of the argument regarding how genuinely employee empowerment is realistically practiced in organizations today. Methodology: The study applied systematic literature review (SLR) or systematic research synthesis (SRS) as the method to gather, analyze and respond to the research query. The study method embraces the definition of SLR by Rousseau et al., (2008). Th

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Kosar, Rizwana, and Sayyed M. Mehdi Raza Naqvi. "Psychological Empowerment and Employee Behaviors: Employee Engagement As Mediator and Leader-Member Exchange as Moderator." JOURNAL OF INTERNATIONAL BUSINESS RESEARCH AND MARKETING 1, no. 6 (2015): 24–30. http://dx.doi.org/10.18775/jibrm.1849-8558.2015.16.3004.

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The objective of this study is to determine the association between psychological empowerment and two behavioral outcomes of employee (i.e. organizational citizenship behavior and knowledge sharing behavior) by examining the mediating role of employee engagement and the moderating role of leader-member exchange. A survey was completed by employees working in different corporations and jobs. The data were collected by self- administered questionnaire and analyzed by using correlation and regression analysis. Results indicate that psychological empowerment positively influences organizational ci

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I, Gusti Ayu Panca Dewi, Fadah Isti, and Fitria Novy. "Mediation of Organizational Commitment: The Relationship Between Employee Empowerment and Employee Performance." Journal of Economics, Finance And Management Studies 07, no. 10 (2024): 6585–91. https://doi.org/10.5281/zenodo.14034417.

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This study aims to analyze the effect of employee empowerment on employee productivity by considering the mediating role of organizational commitment. Employee empowerment is widely acknowledged as a crucial approach that enhances employee motivation, engagement, and performance. In addition, organizational commitment also contributes significantly to enhanced efficiency. This research was conducted at Fitness Plus Denpasar City using quantitative methods and involving 60 respondents through the census technique. Data was gathered through a survey and evaluated using the PLS technique. The res

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Rahmatika, Arivatu Ni'mati, Samsul Ma'arif, and Siti Kholifah. "The Effect of Spiritual Leadership and Psychological Empowerment on Employee Performance." Nidhomul Haq : Jurnal Manajemen Pendidikan Islam 7, no. 3 (2022): 420–33. http://dx.doi.org/10.31538/ndh.v7i3.2678.

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This article aimed to examine and analyze the effect of Spiritual Leadership and Psychological Empowerment on Employee Performance. Respondents were leaders or employees at YPPBU (Bahrul Ulum Islamic Boarding School Foundation) Jombang, totalling 64 respondents. Data were analyzed using Partial Least Square (PLS) with SmartPLS software version 3.0 and the relationship between variables. The results showed that Spiritual Leadership had no significant effect on Employee Performance (T Statistics: 0.925, P Values: 0.355). Psychological Empowerment has a considerable impact on Employee Performance

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

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ABSTRACT Employee empowerment can spur to increase creativity, motivation, and innovative power of employees in carrying out their duties and responsibilities. Applicability of Employee Empowerment program or employee empowerment will improve employee performance, so that company's goal will be achieved well, fast and flexible. Based on the background of the problems described earlier, it can be identified the problem (a) Employee Empowerment gives influence to the performance of hotel employees (b) Management Knowledge gives influence to the performance of hotel employees. Hypothesis testing

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PERMATASARI, INTAN DWI, NYOMAN INDAH KUSUMA DEWI, and ANAK AGUNG RAKA SITAWATI. "MODEL SELF EFFICACY DAN EMPLOYEE EMPOWERMENT TERHADAP KINERJA KARYAWAN PADA TRUNTUM KUTA HOTEL." GANEC SWARA 18, no. 3 (2024): 1296. http://dx.doi.org/10.35327/gara.v18i3.941.

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This study aims to analyse the effect of self efficacy and employee empowerment partially and simultaneously on employee performance at Truntum Kuta Hotel, and to determine the model of self efficacy and employee empowerment on employee performance at Truntum Kuta Hotel. The population of this study amounted to 153 people who were permanent employees and contract employees, with a sample size of 60 people. Data collection from samples is done by distributing online questionnaires in the form of google forms. The data analysis technique used is descriptive statistical analysis, partial least sq

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Amri, Ulil, Azhari Azhari, and Musrizal Musrizal. "RISET MIKRO KINERJA PEGAWAI DPMG KABUPATEN PIDIE JAYA: DARI KAJIAN KEPEMIMPINAN, PEMBERDAYAAN PEGAWAI DAN MOTIVASI KERJA." IndOmera 5, no. 9 (2024): 11–21. http://dx.doi.org/10.55178/idm.v5i9.332.

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This research was conducted on a micro scale to study the performance of employees of the Community and Gampong Empowerment Service (DPMG) in Pidie Jaya Regency. The things studied are based on leadership factors, employee empowerment and work motivation. The form of survey research uses a questionnaire with the subject respondents being 42 employees in the office. Meanwhile, hypothesis testing and research analysis use the path analysis model. The research results found: (a) The contribution of leadership factors, employee empowerment and work motivation in efforts to maintain employee perfor

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Anak Juan, Forleenarica Juana, and Halimah Mohd Yusof. "Ethical Leadership as a Catalyst for Psychological Empowerment in Bintulu’s Oil Refinery Industry." Sains Humanika 17, no. 1 (2024): 79–86. https://doi.org/10.11113/sh.v17n1.2201.

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Ethical leadership is essential for cultivating a productive and competitive workforce, with psychologically empowered employees as a significant result of effective leadership. Despite its significance, scant research has examined the impact of ethical leadership on psychological empowerment within Malaysia's oil refinery industry. This study seeks to investigate the influence of ethical leadership on employees' psychological empowerment in the oil refinery sector in Bintulu, Sarawak. A quantitative methodology was employed to gather data from a random sample of 108 employees via a 26-item qu

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Iis, Em Yusuf, Wahyuddin, and Armanu Thoyib. "The Effect of Empowerment, Work Environment, and Career Development on Employees Performance with Work Motivation as The Intervening Variable in The Government of Aceh - Indonesia." Quantitative Economics and Management Studies 2, no. 6 (2021): 376–86. http://dx.doi.org/10.35877/454ri.qems383.

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This study aimed to examine the effect of employee empowerment, work environment, and career development on the performance of Aceh Government employees. Data were obtained by distributing questionnaires to 150 employees. Data analysis method was Structural Equation Modeling (SEM). The results showed that employee empowerment, work environment, and employee career development affected work motivation and employee performance significantly. In addition, employee empowerment and work motivation have a direct and significant influence on employee performance, and career development and work envir

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Liu, Xiaoli, and Xiaopeng Ren. "Analysis of the Mediating Role of Psychological Empowerment between Perceived Leader Trust and Employee Work Performance." International Journal of Environmental Research and Public Health 19, no. 11 (2022): 6712. http://dx.doi.org/10.3390/ijerph19116712.

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High levels of trust between employees and leaders moderate the relationship between organizational management practices. A collaborative environment encourages employees to have more Psychological Empowerment, which in turn leads to better performance. Based on Intrinsic Work Motivation and Self-Evaluation, this paper uses Perceived Leader Trust as an independent variable, Employee Work Performance as a dependent variable, and introduces Psychological Empowerment to explore the internal mechanism of perceived trust. This paper proposes a total of 28 hypotheses, and 25 hypotheses have been ver

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Tasya Ayu Wirandini, Ilham Mubaraq, and Muller Tamba. "KEPEMIMPINAN TRANSFORMASIONAL TERHADAP EMPLOYEE PERFORMANCE SEBAGAI VARIABEL INTERVENING PADA PT. BANK MANDIRI (PERSERO) TBK." Jurnal Akutansi Manajemen Ekonomi Kewirausahaan (JAMEK) 2, no. 3 (2022): 153–66. http://dx.doi.org/10.47065/jamek.v2i3.312.

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This study aims to determine transformational leadership on employee performance through employee empowerment and employee engagement as interverning variables at PT. Bank Mandiri Medan City. The total population in this study was visiting 120 people, by using a saturated sample, the total sample of the number of employees of PT. Bank Mandiri Medan City. The analytical technique used is path analysis. While the type of research used in this study is a quantitative approach, the method used in this research is statistics with data collection techniques through questionnaires to all employees of

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Wirandini, Tasya Ayu, Ilham Mubaraq Ritonga, and Muller Tamba. "Kepemimpinan Transformasional Terhadap Employee Performance Melalui Employee Empowerment Dan Employee Engagement Sebagai Variabel Intervening Pada PT. Bank Mandiri (Persero) Tbk Kota Medan." Journal of Management and Economics Research 1, no. 2 (2023): 42–52. https://doi.org/10.62866/jomer.v1i2.66.

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This study aims to determine transformational leadership on employee performance through employee empowerment and employee engagement as interverning variables at PT. Bank Mandiri Medan City. The total population in this study was visiting 120 people, by using a saturated sample, the total sample of the number of employees of PT. Bank Mandiri Medan City. The analytical technique used is path analysis. While the type of research used in this study is a quantitative approach, the method used in this research is statistics with data collection techniques through questionnaires to all employees of

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Prambudi, Iwan Setiyawan, Ginta Ginting, Shine Pintor Siolemba Patiro, Sri Yusriani, and Muhammad Rayhan Mahardika Prambudi. "The Role of Empowerment on Affective Commitment Moderated by Employee Engagement and Trust in Supervisors." Scaffolding: Jurnal Pendidikan Islam dan Multikulturalisme 7, no. 1 (2025): 204–28. https://doi.org/10.37680/scaffolding.v7i1.6388.

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This study aims to examine the influence of employee empowerment on affective commitment, moderated by employee engagement and trust in supervisors. A quantitative approach was employed, utilizing a structured questionnaire as the data collection tool. The data were collected from a purposive sample of 327 employees working at UT's central and regional offices. Before distribution, validity and reliability tests were conducted to ensure the quality of the instrument. The collected data were analyzed using Structural Equation Modeling (SEM) with AMOS. The results indicate that employee empowerm

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Al-Sabi, Samer M., Mukhles M. Al-Ababneh, Mousa A. Masadeh, and Ibrahim A. Elshaer. "Enhancing Innovation Performance in the Hotel Industry: The Role of Employee Empowerment and Quality Management Practices." Administrative Sciences 13, no. 3 (2023): 66. http://dx.doi.org/10.3390/admsci13030066.

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This research investigates employee empowerment’s role in the relationship between quality management practices (QMPs) and innovation performance at five-star hotels in Jordan. A total of 400 workers who work in five-star hotels in Jordan were given a questionnaire with 29 questions that measured QMPs, employee empowerment, and innovation performance. The obtained data were analyzed by PLS-SEM. The results show that quality policy (QP) has an insignificant influence on employee empowerment and innovation performance, while quality commitment (QC) and quality education and training (QET) have a

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Kosar, Rizwana. "The Impact of Psychological Empowerment on Organizational Citizenship Behavior and Knowledge Sharing Behavior: The Mediating role of Employee Engagement and Moderating role of Leader-member exchange." Jinnah Business Review 5, no. 2 (2017): 1–12. http://dx.doi.org/10.53369/tnyv1870.

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The aim of this study is to determine the relationship between psychological empowerment and two behavioral outcomes of an employee (organizational citizenship behavior and knowledge sharing behavior) by examining the mediating role of employee engagement and moderating role of leader-member exchange. A survey was completed by 146 employees working in a variety of jobs and organizations. The data were collected by self- administered questionnaire and then analyzed by using correlation and regression analysis. Results indicate that psychological empowerment positively influences organizational

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Wati, Yulia Rahma, and Ery Baskoro. "Pengaruh Pelatihan Kerja, Pemberdayaan Karyawan dan Lingkungan Kerja terhadap Kinerja Karyawan." Jurnal Manajemen DIVERSIFIKASI 1, no. 2 (2021): 198–211. http://dx.doi.org/10.24127/diversifikasi.v1i2.563.

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This study aims to see the effect of job training, employee empowerment and work environment on employee performance at the Federal International Finance (FIF) Kotabumi.This research was conducted on FIF Kotabumi employees in 2020. By distributing questionnaires in the form of questions about job training, employee empowerment, work environment and employee performance. Then processed with SPSS version 16 with the classical assumption test approach with the methods of normality, linearity, homogeneity.This research uses quantitative methods with multiple linear regression analysis tools, parti

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Paradisani, Putu Tera, and Made Surya Putra. "PERAN PEMBERDAYAAN KARYAWAN DALAM MEMEDIASI HUBUNGAN ANTARA GAYA KEPEMIMPINAN TRANSFORMASIONAL TERHADAP KEPUASAN KERJA KARYAWAN." E-Jurnal Manajemen Universitas Udayana 8, no. 9 (2019): 5549. http://dx.doi.org/10.24843/ejmunud.2019.v08.i09.p10.

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The purpose of this study is to examine the effect of transformational leadership style on employee job satisfaction through employee empowerment as a mediating variable. The number of samples taken were 52 employees of DevinSky Hotel Seminyak who had worked for at least 3 years. The sampling technique used in this study is a saturated sampling technique. Data was collected through questionnaires. The analysis technique used is Partial Least Square (PLS). On the results of the analysis it was found that the transformational leadership style variable had a significant positive effect on employe

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Khaliq, Abdul. "RELATIONSHIP OF EMPLOYEE TRAINING, EMPLOYEE EMPOWERMENT, TEAM WORK WITH JOB SATISFACTION." Journal of Arts & Social Sciences 7, no. 2 (2020): 185–98. http://dx.doi.org/10.46662/jass-vol7-iss2-2020(185-198).

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Current research is designed to check the impact of employee training, employee empowerment, team work on job satisfaction. Employee training, employee empowerment, team work are independent variables and job satisfaction is dependent variable. Overall, 160 employees of banks employees who are working at managerial level are selected randomly. Results indicates that employee training, employee empowerment, team work has significant positive impact on job satisfaction. It is also seen that teamwork is emerging as strong predictor of job satisfaction the employee empowerment is second good predi

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Hapsari, Safira Arsyadin. "Pengaruh Employee Empowerment Terhadap Employee’s Performance Bisnis Fashion Syariah." Jurnal Ilmiah Ekonomi Islam 9, no. 3 (2023): 3937. http://dx.doi.org/10.29040/jiei.v9i3.10014.

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There are many rivals in the sharia fashion business, because of the rise of this sharia fashion business, many people are involved and competing in sharia fashion which is a challenge for those who have this business. With this employee empowerment, it will affect employee performance, because with employees who carry out their jobs correctly can grow employee performance to motivate employees to give their best in carrying out their goals and business. If employees are motivated to provide the best for their business, then employees will be much more familiar with the business and the goals

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Drūteikienė, Greta, Julija Savicke, and Daiva Skarupskienė. "The impact of employer brand on the relationship between psychological empowerment and employee engagement." Problems and Perspectives in Management 21, no. 1 (2023): 193–203. http://dx.doi.org/10.21511/ppm.21(1).2023.17.

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In recent years, employer brand has been widely addressed as a crucial factor in attracting and retaining the best employees. Research on its impact on organizations can provide a better understanding of the benefits of employer branding in unlocking the potential of employees. Thus, this paper aims to evaluate the impact of employer brand on the relationship between psychological empowerment and employee engagement in Lithuanian companies. The study surveyed 429 employees (from &amp;lt; 18 years to &amp;gt; 65 years) of Lithuanian companies. The data were collected via an online surve

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Utomo, Agus, Yosephine Angelina Yulia, and Yenni Khristiana. "Empowerment of employees in creative economic business: Case study of the developing economy." Journal of Governance and Regulation 10, no. 3 (2021): 93–103. http://dx.doi.org/10.22495/jgrv10i3art8.

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Companies engaged in the creative industry right now are implementing employee empowerment as one step in the organization to participate more effectively and make things work well (Siachou & Gkorezis, 2018). Empowerment teaches how employees make decisions and accept responsibility for the results of what they do. Related to the issue of development and creative economic growth, what are the organization’s efforts towards employees in creative industry companies through empowerment employee (McRobbie, 2016)? This study aims to determine employees’ perceptions of employee empowerment and t

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Sihite, Mislan, Sri Meike Jusup, Rachmad Ilham, and Tri Widayati. "Employee Engagement, Employee Satisfaction, and Employee Empowerment and Their Influence on Productivity in MSMEs." International Journal of Business, Law, and Education 5, no. 2 (2024): 2866–75. https://doi.org/10.56442/ijble.v5i2.950.

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Employee productivity is a critical determinant of organizational success, particularly for micro, small, and medium enterprises (MSMEs) that often operate with limited resources. This study investigates the influence of employee engagement, satisfaction, and empowerment on productivity in MSMEs, utilizing a quantitative approach with data collected from 300 employees in Indonesia. Descriptive statistics, correlation analysis, and multiple regression analyses were employed to examine these relationships. The results indicate that all three factors significantly and positively impact productivi

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Liu, Xuemei, Zhiwei Zhu, Zheng Liu, and Chunyan Fu. "The influence of leader empowerment behaviour on employee creativity." Management Decision 58, no. 12 (2020): 2681–703. http://dx.doi.org/10.1108/md-02-2019-0281.

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PurposeThis study, based on construal level theory, aims to examine the influential mechanism of leader empowerment behaviour on employee creativity. Specifically, it examines the mediating role of cognitive flexibility between leader empowerment behaviour and employee creativity, along with the moderating effect of consideration of future consequences (CFC) on this linkage.Design/methodology/approachA two time-point survey study (n = 214) was conducted to collect information from leaders and employees in terms of mutual evaluation in several Chinese industries. To effectively avoid common sou

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Echebiri, Chukwuemeka, Stein Amundsen, and Marit Engen. "Linking Structural Empowerment to Employee-Driven Innovation: The Mediating Role of Psychological Empowerment." Administrative Sciences 10, no. 3 (2020): 42. http://dx.doi.org/10.3390/admsci10030042.

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This paper aims to link structural empowerment to employee-driven innovation (EDI) with psychological empowerment as a mediation mechanism. Recently, there has been an increase in interest in utilizing all sources of knowledge in an organization to stimulate innovation among all employees. A clear understanding of some of the mechanisms used to achieve this is needed. The paper applies a quantitative approach based on two studies. Study 1 involved a total of 228 employees in a public sector organization, while study 2 involved 60 employees from a private sector organization. We employed struct

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Widiya Avianti and Endang Pitaloka. "HARNESSING EMPLOYEE ENGAGEMENT AND ORGANIZATIONAL CULTURE FOR EMPLOYEE RETENTION IN THE NGO OF WOMEN EMPOWERMENT." Journal of Economic Empowerment Strategy (JEES) 6, no. 2 (2023): 105–18. https://doi.org/10.23969/jees.v6i2.11599.

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This research was conducted at the Women Empowerment Foundation, focusing on employee retention, believed to have different dynamics compared to profit-oriented companies. The foundation, as a Non-Governmental Organization (NGO) with social goals, often faces financial uncertainty that can affect job stability. The purpose of the study is to determine how, if at all, organizational culture and employee engagement affect foundation employee retention. The research method employed was quantitative, with a survey approach using a questionnaire as the research instrument. Respondents were permanen

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