No full-text available
To read the full-text of this research,
you can request a copy directly from the authors.
Cognitive Elements of Empowerment: An "Interpretive" Model of Intrinsic Task Motivation
Abstract
This article presents a cognitive model of empowerment. Here, empowerment is defined as increased intrinsic task motivation, and our subsequent model identifies four cognitions (task assessments) as the basis for worker empowerment: sense of impact, competence, meaningfulness, and choice. Adopting an interpretive perspective, we have used the model also to describe cognitive processes through which workers reach these conclusions. Central to the processes we describe are workers' interpretive styles and global beliefs. Both preliminary evidence for the model and general implications for research are discussed.
... Four dimensions reflect psychological empowerment: meaningfulness, competence, self-determination, and impact (Spreitzer, 2007). Meaningfulness is the value of a work or task that is related to people's standards; for example, an employee with high meaningfulness has commitment and involvement (Thomas & Velthouse, 1990). Competence or self-efficacy refers to an individual's belief that he can take the necessary actions at work, for instance, the persistence when facing obstacles (Muchinsky, 2007). ...
... Self-determination refers to the behavior that reflects self-expression rather than behavior imposed by the environment (Muduli, 2016). The impact is the extent to which an employee's behavior can have a positive effect on his work environment, such as influencing strategic plan (Thomas & Velthouse, 1990). Training and development for employees in an organization can improve the workforce's competency, leading to feeling competent (Muduli, 2016). ...
This era currently has become a more competitive and volatile environment. Companies must be invariably innovative, adaptive, and open to any changes. Constant learning and being psychologically enabled at work will lead the employees to be agile. The purpose of this research is to examine the relationship between organizational learning and workforce agility with the moderation of psychological empowerment. This study used a quantitative approach by distributing an online survey to the employees that work in commerce companies with N= 138 people. The research data obtained were then analyzed using descriptive statistics, confirmation factor analysis (CFA), and structural equation modeling (SEM). The results showed that organizational learning has a positive and significant relationship with psychological empowerment. Psychological empowerment has a positive and significant relationship with workforce agility, and psychological empowerment fully moderates the relationship between organizational learning and workforce agility. Based on the results of this study, psychological empowerment has an essential role in organizational learning to increase labor agility.
... Un individu ou un groupe peut bien disposer de ressources, de stratégies et de compétences potentiellement utiles pour mener une action transformatrice, mais dispose-t-il de la volonté nécessaire ? Selon Kenneth Thomas et Betty Velthouse (1990), comprendre l'exercice du pouvoir d'agir demande aussi de considérer la motivation « intrinsèque » des acteurs. Celle-ci se décline en quatre composantes cognitives : le sentiment de produire des effets (entreprendre des actions qui ont un effet concret), le sentiment de compétence (détenir les aptitudes nécessaires pour agir), le sens de l'action (entreprendre des actions qui ont une signification personnelle ou collective plus large) et le sentiment de choix ou d'autodétermination (concrétiser des actions à la suite d'une décision éclairée). ...
... Nous avons donc opérationnalisé le concept de pouvoir d'agir grâce à ces quatre dimensions (ressources, stratégies, compétences et motivation) qui nous ont permis de structurer la collecte de données et notre guide d'entretiens semi-dirigés. La motivation repose sur les quatre composantes cognitives que définissent Kenneth Thomas et Betty Velthouse (1990), soit les sentiments d'influence, de compétence, d'autodétermination ainsi que le sens de l'action. Nous avons également pris en considération les perceptions exprimées quant à une certaine perte du pouvoir d'agir. ...
https://pum.umontreal.ca/catalogue/transitions_socioecologiques_et_milieux_de_vie
Face à la crise climatique, la transition socioécologique se déploie sous la forme d’initiatives citoyennes qui cherchent à transformer les milieux de vie et qui s’organisent autour de pratiques dans différents domaines d’action, notamment en matière de zéro-déchets, de verdissement, de modes d’habiter ou de production d’énergie. La politisation de ces actions est variée et non linéaire : certains prônent une transformation profonde du monde, d’autres revendiquent une place pour des expérimentations citoyennes qui évitent le conflit.
Cet ouvrage, qui explore les liens entre les actions publiques et collectives ainsi que les effets de l’action citoyenne sur les politiques existantes, intéressera autant les chercheurs et les militants que les intervenants dans l’accompagnement des transitions et les aménageurs. Il met l’accent sur l’environnementalisme du quotidien, là où les citoyens préfigurent d’autres modes de vie, ainsi que sur la pérennisation de ces expérimentations.
... The psychological empowerment lens integrates perceptions of personal control, a proactive approach to life, and a critical understanding of the sociopolitical environment (Zimmerman, 1995). In the workplace, psychological empowerment is defined as four motivational cognitions that reflect one's proactive orientation to their work role (Thomas & Velthouse, 1990). These are meaningthe value of a work goal or purpose; competence-one's belief in their ability to perform work activities with skill; self-determination-one's perception of having choice and control over work actions; and impact-the influence one has of work outcomes (Spreitzer, 1995;Thomas & Velthouse, 1990). ...
... In the workplace, psychological empowerment is defined as four motivational cognitions that reflect one's proactive orientation to their work role (Thomas & Velthouse, 1990). These are meaningthe value of a work goal or purpose; competence-one's belief in their ability to perform work activities with skill; self-determination-one's perception of having choice and control over work actions; and impact-the influence one has of work outcomes (Spreitzer, 1995;Thomas & Velthouse, 1990). Each component adds a unique facet to an individual's experience of empowerment. ...
Background and Objectives
Organizational context is thought to influence whether care aides feel empowered, but we lack empirical evidence in the nursing home sector. Our objective was to examine the association of features of nursing homes’ unit organizational context with care aides’ psychological empowerment.
Research Design and Methods
This cross-sectional study analyzed survey data from 3765 care aides in 91 Western Canadian nursing homes. Random-intercept mixed-effects regressions were used to examine the associations between nursing home unit organizational context and care aides’ psychological empowerment, controlling for care aide, care unit, and nursing home covariates.
Results
Organizational (IVs) culture, social capital, and care aides’ perceptions of sufficient time to do their work were positively associated with all four components of psychological empowerment (DVs): competence (0.17 [0.13, 0.21] for culture, 0.18 [0.14, 0.21] for social capital, 0.03 [0.01, 0.05] for time), meaning (0.21 [0.18, 0.25] for culture, 0.19 [0.16, 0.23] for social capital, 0.03 [0.01, 0.05 for time), self-determination (0.38 [0.33, 0.44] for culture, 0.17 [0.12, 0.21] for social capital, 0.08 [0.05, 0.11] for time), and impact (0.26 [0.21, 0.31] for culture, 0.23 [0.19, 0.28] for social capital, 0.04 [0.01, 0.07] for time).
Discussion and Implications
In this study, modifiable elements of organizational context (i.e., culture, social capital, and time) were positively associated with care aides’ psychological empowerment. Future interventions might usefully target these modifiable elements of unit level context in the interest of assessing their effects on staff work attitudes and outcomes, including the quality of resident care.
... In this dynamic environment, organizations strive to enhance their service delivery processes and maintain a competitive edge. One critical factor that has gained considerable a ention is the concept of work meaning -the sense of purpose and signi cance individuals derive from their work ( omas & Velthouse, 1990). Research suggests that when employees perceive their work as meaningful, they are more likely to be engaged, motivated, and commi ed to achieving organizational goals (Vem, Sambasivan, & Maimako, 2023). ...
... Meaning was found to be evident when the mission and goals of the organization match its value system ( omas & Velthouse, 1990;Spreitzer, 1995). e study of Shipton, West, Parkes, Dawson and Pa erson (2006) found a positive relationship between aggregate job satisfaction and innovation. ...
Amidst intense competition within the hotel industry, innovative service delivery (ISD) plays a crucial role in success. Research on the interplay between work meaning (WM) and ISD within hotels remains scarce. This study delves into this gap, investigating how WM influences ISD through team cohesion (TC) in Nassarawa State, Nigeria. Through a survey amongst 277 respondents and subsequent analysis using Smart-PLS, the study reveals significant relationships: WM and ISD, WM and TC, and TC and ISD. Notably, TC acts as a mediator, explaining how WM impacts ISD. These findings hold practical value for hotel management, highlighting the significance of both WM and TC in fostering ISD. By focusing on employee engagement, service quality, and fostering strong team dynamics, hotels can implement strategies informed by this research to elevate their innovative service delivery and stand out in the competitive landscape. The study further contributes by underscoring the critical role of TC in shaping the WM-ISD relationship, providing valuable insights for future research exploring the boundary conditions in which WM most effectively influences ISD.
... Psychological empowerment is a multidimensional construct that a generic individual psychological state or perception can trigger motivation and satisfaction about the task (Thomas & Velthouse, 1990). Building on the work, scholars developed and validated the instrument of psychological empowerment construct, resulting in growing theoretical and empirical research on psychological empowerment in the workplace (Spreitzer, 1995). ...
... It has been stressed that psychological empowerment inspires employees to value themselves, consider their ability to compare the work role, pursue meaningfulness through work, and confidently influence. Accordingly, employees who feel empowered psychologically are more likely to believe that they are competent, to think they could improve their work and influence others in a meaningful way, as well as to behave independently, actively, and progressively in their work (Spreitzer, 1995;Thomas & Velthouse, 1990). ...
With the aim of investigating shared leadership in conjunction with team members’ proactive behaviours, the main focus of this study is on the role of job crafting and knowledge sharing, as well as psychological empowerment as a potential mediator in the process. A survey research design was utilised in this study to gather data from 186 highly technical and knowledge-based members of different teams of South Korean firms. The results indicated that shared leadership is effective in a team context, positively affects members’ job crafting and knowledge sharing in a team context, and strongly promotes psychological empowerment. Furthermore, we found the intermediary effects of psychological empowerment. As oneof the first to theoretically clarify, this study empirically tests and proves that shared leadership is a crucial antecedent for motivation and positive behaviours of team members. With the enlightening findings, the study offers valuable implications for leaders and managers to manage teams effectively.
... Los teóricos sostienen que si los trabajadores tienen empowerment psicológico, se sienten competentes en la ejecución del trabajo, y percibir que el trabajo tiene sentido hace una impacto en el logro de objetivos de la organización, y al tener control sobre sus funciones, experimentan menos estrés en el trabajo que conduce al burnout (Sprietzer, 1995;Thomas y Velthouse, 1990). Laschinger, Finegan, Shamian y Wilk (2004) utilizaron un diseño longitudinal para estudiar el empowerment estructural y psicológico en el burnout en 192 profesionales de enfermería. ...
... Aunado a ello, se pudo observar otras variables que tienen una correlación negativa con el burnout, como lo es la satisfacción laboral (GómezPerdomo, Meneses-Higuita y Palacio-Montes, 2017), el compromiso organizacional (Shaufeli y de Witte, 2017), el empowerment estructural y el empowerment psicológico (Sprietzer, 1995;Fuller, Morrison, Jones, Bridger y Brown, 1999;Hochwalder y Brucefors, 2005;Hechanova, Alampay y Franco, 2006;Hockwalder, 2007;Thomas y Velthouse, 1990;Laschinger, Finegan, Shamian y Wilk, 2004;O'Brien, 2010). ...
Por las exigencias del mundo actual complejo, incierto y ambiguo y el actual ritmo de vida laboral, cada vez son más los empleados que padecen el síndrome de burnout, llevando a México a ocupar el primer lugar mundialmente en estrés laboral. El burnout se ha convertido en una problemática que está afectando a los empleados de las organizaciones en los últimos años. En el presente trabajo teórico se analizan los factores asociados al burnout, clasificándose principalmente en laborales, sociodemográficos y psicológicos. El objetivo es el análisis del contexto actual del problema y las perspectivas teóricas de la literatura revisada, así como proponer un modelo gráfico sujeto de estudio en una futura investigación empírica.
... PE is a four-cognition motivational construct consisting of meaning, competence, selfdetermination and impact, as defined by Spreitzer (1995). Meaning refers to the alignment of an individual's work with their ideals or standards for a job role (Thomas and Velthouse, 1990). Competence refers to an individual's self-efficacy or expectancy for effort that motivates them to believe in their own abilities to perform tasks with skill (Bandura, 1989). ...
... Employees who exhibit a high level of participative engagement are motivated from within to actively engage in proactive work behavior (Spreitzer, 1995). They also perceive their leaders as being willing to share authority with them (Thomas and Velthouse, 1990), and they actively participate in making proactive business decisions (Spreitzer, 1995). According to Ghosh et al. (2019), employees are likely to develop psychological capital when they perceive mutually beneficial relationships with their leaders. ...
Purpose
Drawing upon social exchange theory and self-determination theory (SDT), this study investigates the influence of psychological empowerment (PE) on innovative work behavior (IWB) among faculty members in Iraqi institutions of higher education. Additionally, this study aims to explore the role of inclusive leadership (IL) as a mediator between PE and IWB. Academic institutions are vital contributors to economic expansion through their research and the development of highly qualified graduate employees.
Design/methodology/approach
To test the developed hypotheses, a quantitative approach was used with structural equation modeling via partial least squares (PLS-SEM) and bootstrapping estimation. The analysis was conducted using 497 responses.
Findings
The results of this study demonstrate that PE has a positive impact on IWB among faculty members. Furthermore, IL mediates the relationship between PE and IWB.
Originality/value
This study contributes to the existing literature by highlighting the significance of IL in encouraging employee participation in organizational change. The findings also suggest that IL plays a crucial mediating role in the relationship between PE and IWB among faculty members in Iraqi institutions of higher education.
... Psychological empowerment refers to the manifestation of internal motivation indicating an active orientation towards professional responsibilities (Thomas & Velthouse, 1990). According to Spreitzer (1995), psychological empowerment is manifested through employees' perceptions of having choices to initiate actions (i.e., autonomy), their ability to perform their tasks efficiently (i.e., self-efficacy), their influence on the organisation environment (perceived impact), and their perceived meaningfulness and importance of their job. ...
... Empowerment is an essential prerequisite for boosting value creation in enterprises [26,27] by giving individuals or organizations certain rights and abilities to solve their development needs [28][29][30]. The development of AI has prompted the emergence of industrial Internet platforms as an empowering service tool [31]. ...
Artificial intelligence (AI) has become the core driving force for innovation and development of manufacturing enterprises. This paper selects Haier COSMOPLAT as a case study to systematically discuss the evolution process and internal mechanism of AI-enabled manufacturing enterprise innovation. First, in the start-up stage, the industrial internet platform empowers manufacturing innovation along the path of resource patchwork to platform empowerment to dependency-oriented symbiosis, promoting the cocreation of economic value between manufacturing enterprises and platforms. Next, in the growth stage, the industrial internet platform empowers manufacturing enterprise innovation along the path of resource orchestration to field empowerment to nested symbiosis, boosting the cocreation of network value between manufacturing enterprises and platforms. Finally, in the maturity stage, the industrial internet platform empowers manufacturing enterprises to innovate along the path of resource coordination to ecological empowerment to equality symbiosis, advancing the cocreation of ecological value between manufacturing enterprises and platforms. This study not only enriches AI-enabled manufacturing innovation research area but also provides beneficial management enlightenment to accelerate the intelligent transformation and upgrading of the manufacturing industry.
... Te psychological empowerment model suggests that when employees feel a sense of autonomy, competence, meaningfulness, and impact in their work, they experience intrinsic motivation, which arises from the inherent satisfaction and enjoyment derived from the work itself. Tis intrinsic motivation is driven by the individual's internal desire to engage in the task and is not contingent on external rewards or incentives [36]. In line with this perspective, we propose that psychological empowerment, which has been found to have a positive correlation with OCBs, is closely linked to transformational leadership. ...
Aim. To explore the mediating effect of psychological empowerment in the association between transformational leadership and organizational citizenship behaviors in nursing context. Background. Healthcare organizations worldwide are facing unprecedented challenges, necessitating effective leadership strategies to ensure quality patient care and organizational success. Transformational leadership has emerged as a tool to promote positive workplace behaviors, including organizational citizenship behaviors, among nursing staff. However, the mediating role of psychological empowerment in this relationship remains underexplored. Methods. A cross-sectional survey was conducted from March 2023 until August 2023 involving 305 registered nurses at King Khalid Hospital to investigate the relationship among transformational leadership, psychological empowerment, and organizational citizenship behaviors. Validated scales were used to assess these variables. A single mediation analysis was conducted through processing macro version 3.5 model 4. Results. This study found a strong positive association between transformational leadership and both psychological empowerment (r = 0.507, p<0.001) and organizational citizenship behaviors (r = 0.445, p<0.001) among nursing staff. Additionally, psychological empowerment partially mediated the relationship between transformational leadership and organizational citizenship behaviors, with a significant indirect effect (B = 0.110, CI: 0.058–0.166). Conclusions. Transformational leadership positively impacted nurses’ feelings of empowerment, which then led to higher exhibition of organizational citizenship behaviors. Implications for Nursing Management. Leadership development programs should prioritize the cultivation of transformational leadership qualities and support the psychological empowerment of nursing staff. This approach can enhance organizational effectiveness, foster positive workplace environments, and improve patient outcomes.
... Intrinsic motivation is a motivational orientation within an individual that encourages individuals to take roles in their work based on interest and pleasure for their satisfaction (Deci & Ryan, 1985;Spreitzer, 1995;Thomas & Velthouse, 1990). Self-determination theory explains that organizational support predicts intrinsic motivation (Deci & Ryan, 1985;Gagné et al., 2010;Tremblay et al., 2009). ...
Increasingly tight job competition means that workers often ignore work-related fatigue conditions, which can negatively impact workers and organizations, resulting in decreased health and work effectiveness and even work accidents. To prevent this, proper work-related fatigue management is needed. This research examines the role of intrinsic motivation as a mediator in the relationship between organizational support and quantitative workload with work-related fatigue. This research is quantitative research with a survey method. The sampling technique used was stratified random sampling. The measuring instruments used are the Occupational Fatigue Exhaustion/ Recovery Scale (OFER), the Quantitative Work-load Inventory (QWI), the short version of the Survey of Perceived Organizational Support (SPOS), and the Situational Motivation Scale (SIMS). Data analysis used path analysis and bootstrapping in SmartPLS 3.0. The analysis results show no mediating role for intrinsic motivation in the relationship between organizational support and quantitative workload with work-related fatigue. A high quantitative workload triggers increased work-related fatigue, so it needs to be balanced with sufficient organizational support.
... Moreover, the concept of benevolent leadership contributing to RBSE aligns with research on psychological empowerment. As articulated by Thomas and Velthouse (1990), empowerment is a multifaceted construct that includes a sense of self-efficacy. Benevolent leadership, through its supportive nature, fosters an environment where employees feel empowered, thereby enhancing their self-efficacy and willingness to engage in tasks beyond their prescribed roles. ...
... It is a state in which individuals feel a sense of control over their work and perceive their tasks as meaningful. Thomas and Velthouse (1990) describe PE as a cognitive state characterized by a sense of perceived control, perceived competence, and goal internalization. ...
This study investigates the influence of Transcendental Leadership on Innovative Work
Behavior (IWB) in the software industry of Pakistan, with a focus on the cities of Lahore,
Karachi, and Islamabad. The research explores how Employee Feedback Seeking
Behavior (EFSB) and Psychological Empowerment (PE) mediate this relationship. A
quantitative research design was employed, involving a survey administered to 350
employees working in various software companies across the mentioned cities.
Transcendental Leadership, characterized by vision, altruism, and integrity, is posited as
a significant predictor of IWB, an essential component for organizational innovation and
competitiveness. The study examines whether EFSB and PE serve as crucial links between
Transcendental Leadership and IWB, suggesting that these mediating factors could amplify
or attenuate the Leadership's impact on innovation. The findings indicate a positive
relationship between Transcendental Leadership and IWB, with both EFSB and PE playing
significant mediating roles. Specifically, the results demonstrate that employees who
actively seek feedback and feel empowered are more likely to engage in innovative
behaviors, particularly when led by a transcendental leader. This highlights the
importance of fostering an environment that encourages feedback-seeking and enhances
employees' sense of empowerment to cultivate innovation. This research contributes to the
literature on Leadership and innovation in the context of Pakistan's burgeoning software
industry. It offers insights for practitioners and leaders in the software sector, suggesting
that adopting Transcendental Leadership practices could be a strategic approach to
enhancing innovation. Furthermore, it emphasizes the need for organizational policies that
support feedback-seeking behaviors and psychological empowerment among employees to
foster a culture conducive to innovation. By elucidating the mediating roles of EFSB and
PE in the relationship between Transcendental Leadership and IWB, this study provides a
nuanced understanding of how Leadership can effectively drive innovation in the software
industry, with implications for both theory and practice.
... Generations have varied perceptions of and appreciation for the different aspects of their work environment, including task orientation, personal responsibility, autonomy, professional status, workplace variety, and support from leadership (Thomas and Velthouse 1990;Twenge and Campbell 2008;To and Tam 2014). How they value the different factors varies only slightly as workers grow older (Wey Smola and Sutton 2002), but value changes from one generation to another impact individuals' ability to feel motivated within specific environments. ...
This study explores how differences between generations X (people born from 1965 to 1980), Y (1980s and 1990s), and Z (mid-90s to early 2000s) have an impact on healthcare interpreters’ job satisfaction. Based on self-determination theory (SDT), the paper argues that the degree to which a work environment nurtures interpreters’ feelings of competence, connectedness, and autonomy can determine how motivated they feel, resulting in different degrees of job satisfaction. Stressing the organismic component in SDT, the paper further hypothesizes that the motivation in healthcare interpreting is mediated by interpreters’ values and that these vary across generations. An exploratory and qualitative study based on semi-structured interviews is conducted with 9 interpreters (3 from each generational group) who are working or have worked for the same hospital group. The differences in motivational factors and satisfaction are explored and implications for the ability of healthcare interpreting to retain the different generations are discussed.
... Refs. [70][71][72] defined empowerment as the process of increasing feelings of self-efficacy among employees by identifying situations that foster powerlessness and eliminating them with the aid of each organizational practice and casual techniques of providing efficacy information. Empowerment was initially introduced as an individual-level construct and grounded in work on employee involvement [12]. ...
Organizational adaptability is paramount in today’s dynamic landscape, where the emergence of novel technologies, shifts in both internal and external business ecosystems, unexpected crises, and health pandemics remain constant potential challenges. Recent studies have extensively examined employee involvement through empowerment, participation, and teamwork as a pivotal result in facilitating organizational transformation. To ascertain these assumptions, data has been collected through the SurveyMonkey app over a couple of weeks, and then a Likert scale was used to codify the obtained data. Employing structural equation modeling with Smart PLS 4 software, we examine the impact of employee involvement and the intermediary function of humble leadership on the efficacy of organizational change in Côte d’Ivoire, utilizing a dataset comprising 412 employees from the telecommunications and refinery sectors. Our findings revealed positive effects on organizational change when employee involvement and a humble leadership approach were integrated. Additionally, secondary data from O2O interviews was used to draw conclusions and recommendations. Based on results and interviews, the authors have drawn a strategic roadmap to mitigate daily changes more efficiently. Our research identified constraints and suggested directions for future studies in this field.
... One recommendation would be to make employees feel agentic if a change has the potential of being perceived as radical. This could be done by using participative decision-making, increased autonomy or empowerment, or through group leadership (Conger and Kanungo 1988;Thomas and Velthouse 1990). To involve lower-echelon employees in decision-making effectively, however, managers must build trust if they wish to foster positive employee reactions during a conflicting time (Korsgaard et al. 2002;Spreitzer and Mishra 1999). ...
As organizational change becomes more radical, frequent, and unpredictable, our knowledge of the mechanisms governing change at the intrapersonal or within-person level remains limited. In this systematic review of the management and I/O psychology literatures, we offer a novel theoretically based definition of radical change taking place within an individual. Drawing on the theories of dissonance and attitudes toward change, we also present a conceptual model that merges cognitive, affective, and motivational dimensions to explain how an individual’s goal pursuit and achievement are influenced by radical change. In doing so, we move away from studying change at the ‘macro’ organizational level to focus instead on the processes underpinning one’s personal radical change. We further differentiate these processes between two important role occupiers, namely change agents and recipients, and recommend that future scholars consider other boundary conditions and mediating mechanisms. Finally, we conclude with some research-based implications for managerial praxis. We urge future researchers and practitioners to try to better understand the self-transformative experience that is ‘radical change’ and to incorporate this deeper understanding in their theorizing and practice, respectively.
... Psychological empowerment can be defined as "a motivational construct manifested in four cognitions: meaning, competence, self-determination, and impact" ( [44], p. 1444). This describes how a person evaluates the worth of a job's goal using his or her principles [45]. Competence, also known as self-efficacy, is a reflection of a person's confidence in their capacity to do tasks effectively [46]. ...
Women’s participation in the tourism workforce is growing intensely in response to Saudi Vision 2030. Notwithstanding this, Saudi women still have limited access to senior management positions. This study explores the barriers that Saudi women face to reach top managerial positions in the tourism industry and explores how Saudi women could crack the glass ceiling. For these reasons, this study undertook a phenomenological approach using in-depth interviews with Saudi women who were able to reach senior management. The purpose of the interviews is to explore their lived experience and their accessibility to senior management positions. The results of a thematic analysis showed that there were four overlapped barriers for the glass ceiling among Saudi women: cultural and social barriers, regulatory barriers, organizational barriers, and personal barriers. These main barriers have sub-barriers that contribute to the glass ceiling and prevent many women from reaching senior positions. This study shows that overcoming these barriers, particularly cultural and social barriers, could help Saudi women to crack the glass ceiling and achieve their dream of leadership. This study discusses the implications for policy makers, academics, and practitioners on the effective contribution of Saudi women to the tourism labor market, which contributes to sustainable tourism development and, ultimately, to Saudi Vision 2030.
... The remaining two factors of empowermentmeaningfulness and impactmotivate educated citizens to interact with and harness AI. In the AI context, 'meaningfulness' refers to educated citizens' perception of the personal significance of using AI for problem-solving (Thomas & Velthouse, 1990), while 'impact' refers to their view of how problem-solving with AI can affect society (Frymier et al., 1996). Educated citizens need to realise the value and power of applying AI to their everyday lives if they are to be internally motivated to use AI to solve challenges . ...
The advent of artificial intelligence (AI) in the workplace is pressuring employees to learn how to harness this technology. The goal of promoting AI literacy is to equip educated citizens with the readiness to apply AI. The aim of this study is to provide evidence to guide the development of an AI Literacy Framework to prepare educated citizens to participate in future society. We report on a 14-h AI literacy course for senior secondary students, emphasising problem-solving competence development and adopting the project-based learning approach. One hundred and twenty-eight students completed the course, and a mixed-methods analysis was conducted to evaluate the results. A post-course test showed that the course had improved the students’ ability to use AI concepts in solving real-life problems. Self-surveys indicated that the students showed a significant improvement in their metacognitive strategies in problem-solving and had a better understanding of the ethical boundaries and principles that govern the use of AI for problem-solving. A thematic analysis of data drawn from focus group interviews with the students and their self-reflective writings indicated that PBL supported them in reflecting critically on the ethical use of AI and developing their problem-solving competence. Future studies should consider validating the course evaluation instruments among a more extensive and diverse population.
... Under these managerial conditions, the employees can not only exercise autonomous control over their thoughts and behaviors (i.e., self-leadership) and thus make concrete experiences of selfdetermination and self-efcacy but also impact and meaningful experiences at work (i.e., psychological empowerment [5]). Tese psychological experiences are intrinsically satisfying [6], and they, in turn, promote the identifcation of employees with their work and their increased occupational commitment [7] and improve the company's performance [8]. ...
Aim. We investigated the impact of empowering leadership on both perceived stress and salivary cortisol, a commonly utilized biological indicator for stress assessment. Background. Empowering leadership is gaining increasing interest in companies. However, the impact of empowering leadership on stress is still insufficiently explored, with conflicting findings within the literature on this topic. While certain studies indicate that empowering leadership reduces perceived stress, other studies have suggested that empowering leadership could be stressful. Methods. We conducted a cross-sectional study using a questionnaire among a sample of 397 participants working in a French hospital. Participants’ salivary cortisol was assessed. All analyses exploring the relationships between empowering leadership, perceived stress, and salivary cortisol were performed using multiple imputation methods. Results. Empowering leadership could simultaneously increase and decrease perceived stress. Specifically, although the empowering leadership global factor showed a negative correlation with perceived stress, some specific empowering leadership behaviors were positively associated with perceived stress. However, salivary cortisol was positively related to perceived stress and strictly negatively related to empowering leadership. Furthermore, salivary cortisol could be explained by a significant interaction effect between perceived stress and empowering leadership, indicating that empowering leadership enables employees to cope with perceived stress. Conclusions. Although empowering leadership was an ambiguous antecedent of perceived stress, our findings suggested that empowering leadership was a protective factor against increased salivary cortisol. These results suggest that empowering leadership behaviors could prevent biological stress. Implications for Nursing Management. While empowering leadership showed a protective effect on salivary cortisol, it is essential for managers to adopt the full set of empowering leadership practices to guarantee protective effects on perceived stress. This trial is registered with NCT04010773.
... The motivating factor is the same as intrinsic motivation. Defines intrinsic motivation as "a positive value experience that an employee has directly from their job duties," [65], arising from the direct relationship between the perpetrator and the job, [66], depending on the employee's desire to predict his/her behavior, [68]. Individuals are motivated because they enjoy doing actual tasks or the challenge of completing tasks, [37]. ...
This study aims to provide a deeper understanding of reducing Turnover Intention (TI) by examining the role of Organizational Commitment (OC) in mediating the relationship between Employee Engagement (EE) and Employee Motivation (EM) toward TI. This study is designed as quantitative research that surveyed 105 employees using online questionnaires in the Sales Marketing division of Fast Moving Consumer Goods (FMCG) companies in the Jabodetabek area, Indonesia. SmartPLS 3.0 was used to analyze the data to obtain the SEM model form and hypothesis outcomes. This study found that EE had an insignificant positive effect on OC, while EM had an insignificant negative effect on OC. This study also remarkably found that OC did not serve the role of mediating the relationship between EE on TI and EM on TI. However, the study has revealed that EM and OC have a significant negative effect on TI, while EE has a significant positive effect on TI. In conclusion, these existing results indicate that, besides these three variables, other variables may affect TI in FMCG industrial organizations.
... Thus, psychological empowerment is viewed as empowering, implying the creation of situations that increase the desire to complete tasks by cultivating a strong sense of personal competence or sharing resources. The following four dimensions of psychological empowerment, meaning, competence, selfdetermination, and impact (Spreitzer, 1995), are adopted from the dimensions of empowerment developed by Thomas and Velthouse (1990). According to Ahmad and Gao (2018) show that Psychological Empowerment positively affects work engagement. ...
Purpose – This study aimed to analyze the influence of spiritual leadership on work engagement with psychological empowerment as an intervening variable at Muhammadiyah Junior High School in Yogyakarta.Methodology – The subject in this study, a sample of 129 respondents, was selected by the census method. The analysis tool used is path analysis, which is calculated using the Structural Equation Modeling (SEM) analysis technique operated using the AMOS program.Findings – The results indicated that a higher level of spiritual leadership will increase psychological empowerment and work engagement for yogyakarta teachers in Muhammadiyah Junior High School.Implications – In this study, the researcher gave respondents questionnaires through the school's deputy head or curriculum sector. Owing to the tight schedule of the respondents, the researchers did not accompany them in filling out the questionnaire. This allowed the researcher to know whether the respondent filled out the questionnaire correctly, so there was no potential for bias in filling out the questionnaire.Originality – This research model includes independent variables, dependent variables, and mediation. The independent variables describe spiritual leadership, the dependent variable describes work engagement, and the mediation variable describes psychological empowerment
This study examines the effect of school principals' empowering leadership according to teachers' perceptions of teachers' psychological ownership and work engagement. The study sample consists of 463 teachers. The relational survey model, one of the quantitative research methods, was used in the study. Empowering Leadership Scale, Psychological Ownership Scale and Work Engagement Scale were used to collect the data. As a result of the research, according to teachers' perceptions, the empowering leadership levels of school principals and teachers' psychological ownership and work engagement levels were found to be high. Teachers' psychological ownership and work engagement levels show significant differences according to age, seniority, and education level variables. A significant positive relationship was found between the empowering leadership of school principals and teachers' psychological ownership. A medium-level positive significant relationship was found between the empowering leadership of school principals and teachers' work engagement. Empowering leadership characteristics of school principals significantly positively affect teachers' psychological ownership and work engagement. The study emphasized the role of empowering leadership in understanding teachers' work engagement and psychological ownership. Based on the results, school principals are recommended to demonstrate empowerment leadership behaviors to build an understanding of teachers' work engagement and psychological ownership.
Investments in artificial intelligence, autonomous robotics, and similar technical systems continue to accelerate as organizations pursue opportunities to strengthen their performance and create even greater value for stakeholders. Despite voluminous guidance and best practices on designing and operationalizing such technical systems, many organizations are not achieving their expected returns and performance levels. The problem might be a biased view of organizations as primarily human-centric systems, which can place unnecessary limits on the performance of intelligent robots, artificial intelligence, and similar technical systems. Reimagining and purposefully designing organizations as systems composed of human and non-human knowledge workers co-performing tasks for organizational goal attainment can generate more robust performance and strengthen corporate returns on investments in such sophisticated systems. Non-human knowledge workers (NHKWs) are synthetic computational agents characterized by the conjunction of four attributes—information processing power, knowledge work, task-level employment, and more comprehensive organizational integration—distinguishing them from more common artificial intelligence, autonomous robotics systems, and autonomous vehicles frameworks. More gainful employment of NHKWs, and similar systems, is primarily a design issue and one that is largely separate from the capabilities NHKWs might possess. Using an organizational technology framework, this paper offers managers and organizational designers a systematic approach that can harness NHKW capabilities more effectively, thereby producing stronger organizational performance.
Purpose
Elucidating self-determination and psychological empowerment theories, the current study aims to examine the link between psychological empowerment and proactive behavior. Additionally, it delves into the mediating role of prosocial motivation and assesses the moderating effects of horizontal collectivism between psychological empowerment and proactive behavior, examining the moderated-mediation effects of horizontal collectivism.
Design/methodology/approach
A structured questionnaire was distributed in three waves (T1, T2 and T3) among frontline service hotel workers, out of which only 507 were retained and found useful for analysis. The study employed PROCESS macro models 4 and 8 for the analyses.
Findings
The results indicated that psychological empowerment is connected to proactive behavior through the partial mediation of prosocial motivation. Further, when horizontal collectivism is high, the favorable association between psychological empowerment and proactive behavior via prosocial motivation is stronger.
Originality/value
Proactive service workers have an innate tendency to contribute optimally to their organization. Yet, research is insufficient about the factors that lead to proactive behavior among frontline service hotel workers. To date, there are hardly any empirical studies that have examined the buffering effects of horizontal collectivism between psychological empowerment and proactive behavior, which contributes to the originality and novelty of our research. In addition, this study offers practical implications related to ways to improve psychological empowerment among frontline service hotel workers in the ever-increasing era of automation.
Öğretmenlerin performansı okul müdürlerinin etik ve etik olmayan davranışlarından etkilenmektedir. Bu çalışmada okul müdürlerinin etik ve etik olmayan davranışları ile değer söylemlerinin öğretmen güçlendirme bağlamında incelenmesi amaçlanmaktadır. Çalışmada nitel araştırma desenlerinden fenomonoloji deseni kullanılmıştır. Çalışmanın katılımcılarını 2022-2023 eğitim öğretim yılında, Aydın il ve ilçelerinde görev yapan öğretmenler oluşturmaktadır. Amaçlı örnekleme yöntemlerinden maksimum çeşitlilik ve ölçüt örnekleme yöntemleri kullanılmıştır. Maksimum çeşitlilik kriterleri; branş, lisansüstü eğitim ve cinsiyet olarak belirlenmiştir. Çalışmaya dahil edilmek için belirlenen ölçütler; en az iki yıldır aynı okulda çalışıyor olmak ve lisansüstü eğitim almaktır. Bu ölçütlere uyan 10 gönüllü katılımcı ile araştırma yürütülmüştür. Çalışmada yarı yapılandırılmış görüşme formu ile katılımcıların görüşleri elde edilmiştir. Toplanan veriler nitel veri analizi yöntemlerinden içerik analizi tekniği kullanılarak çözümlenmiştir. İçerik analizi sonucunda ortaya çıkan temalar etik davranışlar, etik dışı davranışlar, değer söylemleri, güçlendirme açısından etik ve değerlerin önemi ve öneriler şeklindedir. Sonuç olarak öğretmenlerin, okul müdürlerinden beklediği etik davranışlar; iletişime önem verme, değer verme, adalet ve şeffaflık olarak belirlenmiştir. Öğretmenlerin okul müdürlerinden beklediği değerler ise hoşgörü, dürüstlük ve saygı olarak belirlenmiştir. Okul müdürlerinin kaçınması gereken etik dışı davranışlar ise otoriter yönetim tarzı ve ayrımcılık yapma olarak saptanmıştır. Elde edilen bulgular incelendiğinde özellikle okul müdürlerinin söylem ve davranışlarındaki etik kodlar ve değerlerin öğretmenin davranışsal ve psikolojik güçlendirmeye zemin hazırladığı söylenebilir.
The present research aims to identify and rank the factors affecting the empowerment of human capital in the cooperative sector. The statistical population included employees working in the cooperative sector (cooperatives and cooperative unions). A sample of 384 employees from various levels of responsibility in the cooperative sector in 26 counties of Khorasan Razavi province was selected for the study. A questionnaire was used to measure the variables. The Lizerl software was used for hypothesis testing. The results obtained from confirmatory factor analysis had the necessary reliability and with 95% confidence, it was stated that the questionnaire examining the factors affecting the empowerment of human capital of the cooperative employees is acceptable. Since the research variables have non-normal distributions, a non-parametric test (one-sample sign test) was used to determine the possibility of establishing the hypothesis. The results of the sign test indicate the significance level of all seven factors in the empowerment of cooperative employees. According to the results, it was determined that the priority and ranking of the variables are, in order, communication factors between employees and managers; employee motivational factors; trust factors between employees and managers; factors related to information sharing; employee skill and knowledge factors; self-directed teams and groups factors; boundary and autonomy factors that significantly affect the empowerment of cooperative employees.
Burnout among production line workers has become an issue for their physical and mental health and for the productive efficiency of companies. However, this large group of workers has received insufficient attention, particularly in exploring how employees' dispositional factors are associated with burnout. Therefore, this study aimed to examine the association between dispositional mindfulness and job burnout and the potential mediating roles played by perceived social support and psychological empowerment. Participants in the study included 780 production line workers recruited from a foreign company in China. Participants completed measures related to dispositional mindfulness, perceived social support, psychological empowerment, and job burnout. The results showed that (a) dispositional mindfulness was significantly related to lower burnout (β = −0.446, 95% CI [-0.552, -0.340]); (b) perceived social support (β = −0.073, 95% CI [-0.126, -0.025]) and psychological empowerment (β = −0.106, 95% CI [-0.171, -0.058]) mediated this association individually; and (c) perceived social support and psychological empowerment had a serial mediating effect in this context (β = −0.055, 95% CI [-0.095, -0.028]). This study revealed the association between dispositional mindfulness and job burnout, with an additional focus on how dispositional mindfulness correlates with other resources, such as perceived social support and psychological empowerment.
Innovation is an essential aspect in today’s business ecosystem. It has a direct and far-reaching impact on areas of business operations as well as results. One of the pertinent areas that needs a study is the aspect of employees, their behaviour and their engagement in the context of innovation culture. Thus, this study has addressed this research area by studying the drivers of employee’s cognitive and psychological system and their linkage to innovation culture in the organisation. Along with drawing academic foundations through cognitive and organisational theories, the industry practices have also been discussed. The study proposes a framework to bring out the linkage and implications for organisational leaders to further build those areas in the organisation that enhance employee engagement through the themes of innovation.
In recent decades, women's entrepreneurial activities have become extremely important at the global level. Considering the growth of women's education level and increasing employment, by paying attention to women's entrepreneurship, it is possible to contribute a lot to the economic growth and economic development of the country. The aim of the current research is to investigate the effect of using Instagram on women's entrepreneurial intention with the mediating role of self-efficacy and psychological empowerment of women. This research is applied in terms of purpose and in terms of descriptive-correlation method based on structural equation modeling. The statistical population includes women aged 20-40 of Tabriz city, and the number of the statistical population extracted from the official website of the Statistical Center of Iran is 295,186 people. The number of sample size is 384 people using Cochran's formula. Data was collected via questionnaire.397 Samples were gathered by random Sampling method from statistical population. This data was then analyzed with Structural equation modeling (SEM) with the use of Amos and Spss software. According to results of this research which states that using Instagram with the mediating role of psychological empowerment results in women's self-efficacy and entrepreneurship so managers can invest in this field to support and empower the women of our country which will result in higher productivity among them that will lead to promotion of entrepreneurship, economic stability and welfare in the country.
Purpose
The present study aims to investigate the relationship between institutional influence and performance, mediated through transformational leadership (TL) and moderated by barriers, situational factors, communication and implementation.
Design/methodology/approach
Using a structured survey instrument, data were collected from 370 faculty members from 31 higher educational institutions in southern India. After checking the psychometric properties of the instrument, the authors used Hayes’s PROCESS to test the direct hypotheses and three-way interactions.
Findings
The results revealed that TL mediated the relationship between institutional influence and performance. Further, the findings supported the three-way interactions between (1) institutional influence, barriers and communication positively affecting TL; and (2) TL, situational factors and implementation affecting the performance of faculty members.
Research limitations/implications
This study underscores the importance of TL for the smooth functioning of higher educational institutions and achieving superior performance, especially in the new normal context after the global pandemic.
Practical implications
This study makes several significant recommendations to administrators in higher educational institutions, in addition to contributing to the vast literature on TL. The study suggests that administrators must invest resources in developing TL skills so that employees reach their fullest potential and contribute to achieving organizational goals. In addition, leaders in organizations need to exercise a transformational style to combat the new normal post-pandemic academic environment.
Originality/value
This study provides new insights into the importance of TL style and institutional influence to enhance performance. To the best of our knowledge, the conceptual model developed and tested the first of its kind in India, significantly contributing to theory and practice.
Purpose- The objective of this research is to examine the connections between mindfulness, psychological empowerment, and the manifestation of ostracism in the workplace, particularly instigated ostracism, among university professors.
Design/methodology/approach- The study relies on data from 746 professors from a renowned university located in northern India. To measure the latent variables, Langer mindfulness scale (Langer, 2004), psychological empowerment scale (Spritzer, 1995), Workplace ostracism scales developed by Ferris et al. (2007) were used to measure workplace ostracism and perceived instigated ostracism. The researchers used seven-point Likert scales for evaluation purposes. The data was analyzed using PLS-SEM.
Findings- The results indicate a positive correlation between mindfulness and psychological empowerment, explaining 42.20% of its variance. Additionally, a negative relationship is observed between psychological empowerment and workplace ostracism, accounting for 1.70% and 5.20% of their variances, respectively. These findings suggest associations but do not imply causality, highlighting the need for further research to explore these relationships.
Research limitations/implications- The study's insights are limited by its focus on university professors from a specific region, potentially affecting the findings' generalizability. Future research should encompass a broader demographic and geographic range to enhance the applicability and relevance of the results across diverse academic contexts.
Practical implications- This study contributes to the existing literature by highlighting a correlation between mindfulness and perceived psychological empowerment among university professors. It also suggests a potential association between psychological empowerment and reduced perceptions of the workplace and instigated ostracism. These preliminary findings, while not indicative of causality, could inform future research and the development of policies aimed at promoting mindfulness and empowerment in academic environments.
Conservationists increasingly position conservation that is mutually beneficial to people and biodiversity on the promise of empowerment of people through participatory discourse, metrics, processes, and outcomes. Empowerment represents multidimensional concepts and theories that permeate the interlinking levels of power, from the psychological to the political, and social scales in which conservation operates. The multifaceted nature of empowerment makes it challenging to understand, pursue, and evaluate as a central philosophical commitment and goal-oriented practice in conservation. Moreover, definitional and methodological uncertainty may disempower interested and affected groups because they can foster conceptual assumptions that reinforce institutionalized barriers to systemic changes. Despite these complexities, there are no targeted reviews of empowerment in conservation. We conducted a scoping review of the conservation literature to synthesize the meanings and uses of empowerment in the field. We reviewed 121 of the most cited conservation articles that invoked or assessed empowerment from 1992 to 2017 to document geographic, conceptual, and methodological trends in the scales and theories of empowerment deployed by conservationists. Research claiming or assessing empowerment through conservation often focused on communities in the Global South. Most studies relied on qualitative and mixed methods (78%) collected largely from male or non-Indigenous participants. Few studies (30%) defined the 20 types of empowerment they referenced. Fewer studies (3%) applied empowerment theories in their work. Our findings show that empowerment discourse of local and Indigenous communities permeates the discourse of people-centered conservation. Yet, overreliance on empowerment's rhetorical promise and minimal engagement with theory (e.g., postcolonial theory) risks disempowering people by obscuring empowerment's foundational value to conservation and communities and oversimplifying the complex realities of people-centered conservation. Lasting change could come from more meaningful engagement with empowerment, including coproducing definitions and measures with and for disempowered social groups to tackle widespread power disparities in conservation today.
In today's fast‐paced business environment, organizations are increasingly recognizing the critical role of employee engagement in attaining long‐term success and competitiveness. Industries increasingly utilize employee engagement systems to improve public perceptions by incorporating human resource management practices, psychological ownership, job crafting, and organizational citizenship behaviors. These elements are focused on reducing the effects of employee turnover. Therefore, this article aims to represent the factors and subfactors influencing employee engagement and develop an employee engagement index. In this research, an employee engagement index was formulated and the positive impact of factors influencing employee engagement was evaluated using a graph‐theoretic and matrix approach (GTMA). This index measures the number of factors in an organization conducive to creating an engaging environment among employees. It gives information about aspects at the system and subsystem levels. A step‐by‐step procedure for implementing methodology is provided, along with an example that may assist an organization.
The current study investigated the impact of employees' educational level on the relationship between empowerment and service quality while exploring the role of perceived supervisor support. Empirical data were collected from 214 employees and 250 customers from the same companies, with structural equation modelling and Hayes' (2018) moderation technique being employed to analyze the collected data. Resultantly, empowerment significantly impacted service quality based on employees' educational level while reducing the perception of service quality among employees with high school diplomas or lower educational levels. Contrarily, empowerment increased service quality performance for employees with bachelor's degrees or higher levels. Managers should consider employees' educational backgrounds during empowerment to improve service quality. Perceived supervisor support also significantly mediated the association between empowerment and service quality, regardless of employees' educational level. The findings contributed to the knowledge of the complex dynamics between empowerment, educational level, supervisor support, and service quality.
This study aims to explore whether teachers’ voice behavior is triggered by the leadership of the principal or the teachers themselves. Two conceptual frameworks are proposed to guide this research. In addition, the current study analyzes separately two dimensions of teachers’ voice behavior, namely, promotive voice and prohibitive voice. Data collected from 884 teachers in Taiwan were analyzed to test the moderated mediation model. Results of the first conceptual framework revealed that under identity leadership, teacher agency moderated significantly the relationship of psychological empowerment with prohibitive voice, but not significantly with promotive voice. Findings of the second conceptual framework confirmed that under teacher agency, identity leadership did not significantly moderate the relationships of psychological empowerment with promotive voice and prohibitive voice. Most important, this study discovered that teacher agency is the main trigger for teachers exhibiting promotive and prohibitive voice behaviors. Finally, implications and limitations of this study are presented.
The high incarceration rate and systemic racism in the United States, along with entrenched social barriers, highlight the need for creative solutions to help formerly incarcerated individuals (FIIs) reintegrate successfully. This paper highlights social entrepreneurial ventures (SEVs) as powerful agents of social change, underscoring the significance of holistic approaches in successful reentry and transformation of FIIs. We delve into the potential of SEVs as catalysts for social justice within the critical HRD (CHRD) framework, examining SEV’s role in advancing learning, challenging power dynamics, empowering marginalized communities, and propelling grassroots-led social change. In doing so, we also emphasize the significance of experiential learning and dialog in cultivating collective knowledge and action within these social movements. We analyze the structural, organizational, and individual factors that demonstrate how HRD and social entrepreneurship complement and broaden modes of engagement. Ultimately, we highlight the promising synergy between SEVs and the CHRD perspective, presenting a transformative approach for both HRD scholars and practitioners and argue that by embracing the values of empowerment, equity, and social justice, HRD can play a pivotal role in fostering more inclusive, equitable, and empowering organizational landscapes.
The COVID-19 pandemic has disrupted traditional teaching methods and forced educators to adopt new approaches to online learning. While online learning has provided a viable alternative to traditional classroom instruction during the pandemic, it has also exposed significant challenges and limitations that must be addressed to ensure equitable access to quality education for all students. This article examines the impact of the pandemic on higher education institutions in India, with a focus on the digital skills of teaching faculty and institutional support for online learning. The article highlights the importance of investing in quality education for all, and argues that the abrupt shift to remote learning has not been easy for either students or teachers. The present study involve in analyzing the empowerment levels of the Teaching faculty working in Higher Educational Institutions. The article also discusses the need for educators to be equipped with the necessary skills and training to deliver effective online instruction. Ultimately, this article calls for a renewed commitment to empowering teaching faculty in higher education institutions, and for continued investment in quality education to promote sustainable development and social progress even in abrupt situations.
Purpose
In drawing on the conservation of resources theory and the broaden-and-build theory, the present research investigates the dynamic of social resources (i.e. servant leadership) and personal resources (i.e. psychological empowerment and positive affect) in the determination of the nurses' optimal performance (i.e. deep acting).
Design/methodology/approach
The research involved collecting three waves of data on 481 frontline nurses at a large hospital in Taiwan, each a month apart. The hypotheses were tested using PROCESS mediation and moderated mediation regression models.
Findings
The results supported the indirect relationship between servant leadership and deep acting through psychological empowerment as well as the moderating effect of positive affect on the mediation model.
Originality/value
The findings shed new light on the interplay of different resources and also provide practical implications for the development of frontline supervisors and nursing staff to be compatible with a serious orientation toward the quality of their professional functioning.
Every organization should involve in identifying the Engagement levels of employees in their work. Engaged employees are uncopied competitive advantage for the organizations. Employees can be engaged by empowering them with well designated roles and by providing sufficient amount of autonomy while delivering their roles and responsibilities. The objective of present study is to analyze the relation between employee engagement and employee empowerment and also to find out, to what extent employee empowerment influence the engagement levels of employee at his/her workplace working in manufacturing industry. Factor analysis and regression analysis has been conducted to observe the total variance explained about the two phenomenon of the study and to analyze the effect of empowerment on engagement levels of employee.
In the contemporary digitalized society, it is pivotal to provide children with skills to ideate, design and develop digital technology and to critically reflect on it and its consequences. In the current world full of crises, it is also crucial to make visible for children that digital technology is never value-free and that it can be used for making the world a better place but also for discrimination, marginalization, and oppression. Information Systems (IS) scholars have not addressed these topics with children, while IS as a discipline would provide very suitable expertise for this. We, inspired by frameworks on empowerment and social justice, have invited children to tackle a wicked societal problem of bullying through design of digital technology as part of their computing education, and while doing so, aimed at empowering children to empower those suffering from bullying, i.e., advocating social justice. In this design research study, we analyze and showcase our empowering design process and outcomes. We contribute to IS literature by offering insights on how IS research can contribute to children’s empowerment and social justice oriented computing education. These insights serve also IS researchers working with adults and pursuing social justice and empowerment agendas.
Background and purpose: Spirituality is known as one of the main forces of existence and nature of humans. Therefore, if the organization can encourage and improve spirituality in its employees, it can encourage people to use their whole being at work; Therefore, the purpose of this research is to investigate the effect of spiritual leadership on the empowerment of employees in an engineering and oil development company. Methodology: In terms of the nature of data collection, this research is a descriptive survey and based on the purpose, it is of an applied type. The statistical community in the current research is the oil engineering and development company, which has 400 people. Using Cochran's formula, a statistical sample size of 195 people was determined, and finally 185 questionnaires were returned. In this research, Spritzer and Mishra's psychological empowerment questionnaire and 18-question spiritual leadership questionnaire were used. Kolmogorov-Smirnov test was used to check normality and in the step after regression. Findings: The results showed that spiritual leadership has a significant effect on the empowerment of employees in the engineering and oil development company (P=0.05). Conclusion: Managers should strengthen the ability, spirituality and social security in their employees by learning and implementing the components of spiritual leadership in their work environment and by drawing goals and vision for employees to create a positive image of the future and a sense of competence and effectiveness of their efforts in reaching pay goals
A lack of agreement exists in the motivation literature concerning appropriate definitions of the terms intrinsic and extrinsic outcomes and inconsistencies are prevalent when specific outcomes are classified as of one or the other type. This situation led to the hypothesis that the concepts of intrinsic and extrinsic are unclear and confusing to industrial and organizational psychologists. This hypothesis was tested by taking a survey of 200 randomly selected members of Division 14 of the American Psychological Association in which surveyed members were asked to define the terms intrinsic and extrinsic and to classify 21 outcomes as either intrinsic, extrinsic, or both. Results of the survey provide support for the confusion hypothesis. Implications of the findings for further conceptual and empirical work are discussed. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
This article presents a theoretical and empirical comparison of delegation and participation. Although the two processes have sometimes been treated as interchangeable, delegation and participation have evolved from two different theoretical perspectives and are used by managers under different sets of conditions. Two studies are reported that examined these differences. The experimental study examined situational factors in Vroom and Yetton's (1973) leadership model that predict differences in managers' reported preferences for delegation or participation. Results indicated that decision importance, subordinate information, and subordinate goal congruence explained 23% of the variance in managers' preferences. The correlational study examined similar situational predictors of supervisors' reported use of delegation and participation with subordinates. These results largely confirmed the findings of the experimental study and also showed supervisor workload as a significant predictor. In addition, objective measures of subordinate performance significantly correlated with the use of delegation but not with participation. The implications of the findings for research on participative decision making are discussed. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Reviews the development of the job characteristics approach of J. R. Hackman and E. E. Lawler (see record
1971-29858-001) and of Hackman and G. R. Oldham (see PA, Vols 54:02031 and 57:02075) to task design and evaluates subsequent research relevant to that model. Theoretical statements of the model are not considered entirely clear, the associated empirical work is seen to frequently fail to test the relations discussed, and adequate multimethod instruments were not found for the assessment of several constructs. It is suggested (1) that future task design research should attend to alternative theoretical perspectives that distinguish between situational attributes of tasks and incumbent cognitions about those attributes and (2) that tasks and employee responses to both types of task-relevant constructs should be examined in the organizational contexts in which they occur. (150 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Charismatic leaders have the ability to gain a following of persons who are willing to place personal gain secondary to the will and wishes of the leader. Such a charismatic situation has tremendous potential for good or evil. Therapy groups seem to be natural arenas for the charismatic situation. Group members often perceive their leaders as "more than" human, and this seems to serve some important function in the life of the group. The present author assesses the place of the charismatic leader, along with its assets and liabilities, in the practice of group psychotherapy. (18 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Criticizes and reformulates the learned helplessness hypothesis. It is considered that the old hypothesis, when applied to learned helplessness in humans, has 2 major problems: (a) It does not distinguish between cases in which outcomes are uncontrollable for all people and cases in which they are uncontrollable only for some people (universal vs personal helplessness), and (b) it does not explain when helplessness is general and when specific, or when chronic and when acute. A reformulation based on a revision of attribution theory is proposed to resolve these inadequacies. According to the reformulation, once people perceive noncontingency, they attribute their helplessness to a cause. This cause can be stable or unstable, global or specific, and internal or external. The attribution chosen influences whether expectation of future helplessness will be chronic or acute, broad or narrow, and whether helplessness will lower self-esteem or not. The implications of this reformulation of human helplessness for the learned helplessness model of depression are outlined. (92 ref)
A review of the research conducted with animals and humans indicates that the sense of control over impending reinforcements serves to mitigate the aversive consequences of negative reinforcements. Symptoms varying from distractibility to ulcers, and even sudden death have been associated with a loss of perceived control. It is concluded that the surrender of one's sense of control, even to benevolent authorities, may prove to be an ill choice for man as well as other species. (23 ref.)
The effects of reward or reinforcement on preceding behavior depend in part on whether the person perceives the reward as contingent on his own behavior or independent of it. Acquisition and performance differ in situations perceived as determined by skill versus chance. Persons may also differ in generalized expectancies for internal versus external control of reinforcement. This report summarizes several experiments which define group differences in behavior when Ss perceive reinforcement as contingent on their behavior versus chance or experimenter control. The report also describes the development of tests of individual differences in a generalized belief in internal-external control and provides reliability, discriminant validity and normative data for 1 test, along with a description of the results of several studies of construct validity.
Theories of motivation built upon primary drives cannot account for playful and exploratory behavior. The new motivational concept of "competence" is introduced indicating the biological significance of such behavior. It furthers the learning process of effective interaction with the environment. While the purpose is not known to animal or child, an intrinsic need to deal with the environment seems to exist and satisfaction ("the feeling of efficacy") is derived from it. (100 ref.) (PsycINFO Database Record (c) 2006 APA, all rights reserved).
After first reviewing the existing theoretical frameworks for human behavior, we present a social learning theory approach that incorporates the interactive nature of all the variables of organizational behavior - the behavior itself, the environment, and the person (internal cognitions). We differentiate social learning theory from operant theory, highlighting the processes of modeling, cognitions, and self-control. We suggest self-management techniques as a way to apply the social learning framework in order to enhance managerial effectiveness.
In this article, the authors present an expanded model of organizational behavior modification that incorporates insights from social learning theory. This new approach draws from interaction among situation, person, behavior, and consequence components. he adage that "there is nothing as practical as a good theory" seems particularly relevant to the management of human resources in to-day's organizations. A good behavioral the-ory can help contemporary managers solve productivity problems, meet the challenge of foreign competition, and prepare subor-dinates for dramatic changes in the v^ork-place now and in the future. Unfortunately, the theorizing about organizational behavior to date has produced a confusing array of normative prescriptions and techniques that fragment rather than integrate managers' ap-proaches to getting the most out of their peo-47 48 Robert Kreitner is a professor of management at Arizona State University. After a four-year tour of duty in the U. S. Coast Guard (includ-ing service on the icebreaker, EASTWIND, in Antarctica), he earned B.S. and M.B.A. degree:-from the University of Nebraska-Omaha and ii Ph.D. from the University of Nebraska-Lincoln Prior to joining ASU, he taught management overseas (Micronesia) and at Western Illinois University. He co-authored (with Fred Luthans) the widely referenced book, Organizational Be-havior Modification (Scott. Foresman, 1975), that was honored with the Outstanding Human Resource Management Book Award for 1975 by the American Society for Personnel Administra-tion. A second edition of this book will appear in 1985 under the title. Organizational Be-havior Modification and Beyond: An Operant and Social Learning Approach. Kreitners Management (2nd edition, Houghton-Mifflin. 1983), is a leading text in the principles of mar-ket management. He has written mimerous articles within the field of organizational be-havior that have appeared in such journals as Business Horizons, Journal of Organizational Behavior Management, and Personnel Journal. He is past chairman of the Management Edv-cation and Development Division of the National Academy of Management. Professor Kreitner has conducted many management trai.i-ing and development sessions pertaining to organizational behavior modification, human resources management techniques, and wellness/ stress management for a wide variety of or-ganizations, including U.S. Steel, Honeywell, Amdahl. U. S. Bureau of Indian Affairs, Stati-Farm Insurance Cotnpatiies. and Goodyear Aerospace.
This article examines 32 important clinical and personality hypotheses of rational-emotive therapy (RET) and other modes of cognitive-behavior therapy and lists a large number of research studies that provide empirical confirmation of these hypotheses. It concludes that (1) a vast amount of research data exists, most of which tends to confirm the major clinical and personality hypotheses of RET; (2) this data keeps increasing by leaps and bounds; (3) RET hypotheses nicely lend themselves to experimental investigation and therefore encourage a considerable amount of research; (4) researchers have not yet tested some of the major RET formulations and could do so with profit to the field of psychotherapy and personality theory.
Despite increasing attention on the topic of empowerment, our understanding of the construct and its underlying processes remains limited. This article addresses these shortcomings by providing an analytical treatment of the construct and by integrating the diverse approaches to empowerment found in both the management and psychology literatures. In addition, the authors identify certain antecedent conditions of powerlessness and practices that have been hypothesized to empower subordinates.
This paper presents a theory of learned helplessness to account for passive maladaptive behavior in organizations. The essential hypothesis is that the properties of formal organizations often inadvertently condition employee failure and that this behavior frequently continues even after environmental changes make success possible. A model describing the intrapersonal process of becoming helpless is developed. Particular attention is devoted to the description of strategies for minimizing organizationally induced helplessness.
Written with the student audience in mind, this book is about the motivational determinants of behavior in work organizations. For practicing managers, helpful information may be found in the chapters dealing with day-to-day motivational problems. Three chapters deal specifically with motivational theory, and five chapters emphasize research and practice in motivation, since the book is primarily directed to the undergraduate or graduate student. Four approaches to motivation are emphasized as styles of management practice: paternalistic approach, scientific management approach, participative management, and a fourth called the combination approach. The contents of the book are structured within the framework of the following chapters: motivation and behavior in work organizations; drives, needs, and outcomes; motivation and behavior; satisfaction and behavior; the decision to work in an organization; extrinsic rewards and job performance; job design and job performance; interpersonal influences; and an overview of motivation in organizations. (DS)
Psychologists in the community mental health field have contended that enhancement of psychological well-being is a likely benefit for individual participants in self-help, social-change-oriented organizations. The present study empirically tested this proposition. A cross-section of 102 Mexican-American male seasonal farm workers who were differentially related to the United Farm Workers Union were found to differ significantly on locus of control (Rotter's Internal–External Locus of Control Scale). Ss also completed the Rosenberg Self-Esteem Scale and a personal autonomy measure, which was based on the Inner-Directed scale of the Personal Orientation Inventory. A positive relationship for the participants between commitment (involvement) to the union and an internal locus of control orientation (low perceived powerlessness) was demonstrated. (15 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
This study provides evidence in support of recent extensions of the learned helplessness model of depression. Following hypothetical failure at an oral examination, depressed female university students reported more attributions than nondepressed students and attributed their failures more often to global, stable, and internal factors. In addition, depressed students decreased their expectancies of future success across a wider range of situations than did their nondepressed peers. Finally, presenting subjects with a variety of attributional alternatives for their failures was found to remedy the detrimental effect of failure on subsequent expectancies of success. This therapeutic effect was strongest among the depressed subjects, thus counteracting the usual failure generalization. Implications for the cognitive treatment of depression are discussed.
This paper defines commitment and proposes three types, continuance, cohesion, and control commitment, which bind personality systems to areas of social systems, linking cognitive, cathectic, and evaluative orientations to roles, relationships, and norms, respectively. Two processes underlie the development of each of the three types of commitment: sacrifice and investment support continuance; renunciation and communion support cohesion; and mortification and surrender support control. On the basis of these processes, a large number of commitment mechanisms, or commitment-producing organizational strategies, are set forth. Use of these strategies generally distinguishes successful (enduring) and unsuccessful (short-lived) nineteenth century American utopian communities
The present article presents an integrative theoretical framework to explain and to predict psychological changes achieved by different modes of treatment. This theory states that psychological procedures, whatever their form, alter the level and strength of self-efficacy. It is hypothesized that expectations of per- sonal efficacy determine whether coping behavior will be initiated, how much effort will be expended, and how long it will be sustained in the face of ob- stacles and aversive experiences. Persistence in activities that are subjectively threatening but in fact relatively safe produces, through experiences of mastery, further enhancement of self-efficacy and corresponding reductions in defensive behavior. In the proposed model, expectations of personal efficacy are derived from four principal sources of information: performance accomplishments, vicarious experience, verbal persuasion, and physiological states. The more de- pendable the experiential sources, the greater are the changes in perceived self- efficacy. A number of factors are identified as influencing the cognitive processing of efficacy information arising from enactive, vicarious, exhortative, and emotive sources. The differential power of diverse therapeutic procedures is analyzed in terms of the postulated cognitive mechanism of operation. Findings are reported from microanalyses of enactive, vicarious, and emotive modes of treatment that support the hypothesized relationship between perceived self-efficacy and be- havioral changes. Possible directions for further research are discussed.
Sz/mmary.-This review of recent research concerning Rotter's concept of internal-external control of reinforcement is divided into 12 areas: the InternalExternal (I-E) Control Scale, personality, attempts to control the environment, achievement, reactions to threat, ethnic group and social class differences, parentchild relationships, risk-taking, reactions to social stimuli, and the relation of the internal-external control measure to anxiety, adjustment, and learning. Evidence generally supports the validity of Rotter's concepc. Implications and limitations of the research are presented, and suggestions for further work in specific problem areas are made. Since Rotter's ( 1966) and Lefcourt's ( 1966) comprehensive reviews of the study of the internal-external control variable were published, a substantial amount of research in support of the construct has accumulated. The evidence now available warrants some further synthesis and evaluation. This paper is divided into 12 areas describing the research concerned with the internal-external control construct. The research presented here is limited to investigations of the internal-external control variable as a personality characteristic. I-E CONTROL SCALE AND OTHER MEASURES OF INTERNAL-EXTERNAL CONTROL
Investigated the reliability and validity of a new verbal cathexis test, based on objectively scored achievement data. Criteria were based on interviews about goal orientations and mood ratings, performed three times a day for a week. Goals were scored analogously with the cathexis test, viz. in the three dimensions hetero-homo, active-passive, and positive-negative. Average mood scores and mood variabilities were estimated. The Oedipal and combined cathexis adjustment indices correlated with goal ratings. Moods correlated with cathectic balance indices. Strong correlations were found to exist between average moods and goal ratings in both active-passive and positive-negative dimensions, as well as sex differences in mood variability and Oedipal orientation as measured by the cathexis test.
Judgment in managerial decision making Leaders Managing human energy: Pushing ver-sus pulling
- M H Bazerman
- Wiley
- W Bennis
- B Nanus
Bazerman, M. H. (1986) Judgment in managerial decision making. New York: Wiley. Bennis, W., & Nanus, B. (1985) Leaders. New York: Harper & Row. Berlew, D. E. (1986) Managing human energy: Pushing ver-sus pulling. In S. Srivastva (Ed.), Executive power (pp. 33-50). San Francisco: Jossey-Bass.
The empowered manager
- P Block
Block, P. (1987) The empowered manager. San Francisco: Jossey-Bass.
Is it real New directions in attributional research The intrinsic-extrinsic di-chotomy: Toward conceptual clarity
- P Brickman
Brickman, P. (1978) Is it real? In J. H. Harvey, W. Ickes, & R. F. Kidd (Eds.), New directions in attributional research (Vol. 2, pp. 5-34). Hillsdale, NJ: Erlbaum. Brief, A. B., & Aldag, R. J. (1977) The intrinsic-extrinsic di-chotomy: Toward conceptual clarity. Academy of Man-agement Review, 2, 496-500.
Corporate cultures Personal causation: The internal affec-tive determinants of behavior
- T E Deal
- A A Kennedy
Deal, T. E., & Kennedy, A. A. (1982) Corporate cultures. Reading, MA: Addison-Wesley. deCharms, R. (1968) Personal causation: The internal affec-tive determinants of behavior. New York: Academic Press.
Intrinsic motivation
- E L Deci
Deci, E. L. (1975) Intrinsic motivation. New York: Plenum.
An overview of the clinical theory of rational-emotive therapy
- A Ellis
Ellis, A. (1980) An overview of the clinical theory of rational-emotive therapy. In R. Grieger & J. Boyd (Eds.), Rational-emotive therapy (pp. 1-31). New York: Van Nostrand Reinhold.
If you're problem-oriented, you're in trou-ble
- C H Ford
Ford, C. H. (1969) If you're problem-oriented, you're in trou-ble. Business Management, 35(5), 24-28.
The enhancement of intrinsic motivation through the mechanism of feedback. Unpublished doc-toral dissertation
- Y D Lee
Lee, Y. D. (1987) The enhancement of intrinsic motivation through the mechanism of feedback. Unpublished doc-toral dissertation, University of Pittsburgh.
Love and will Cognitive behavior modification: An integrative approach
- R May
May, R. (1969) Love and will. New York: Dell. Meichenbaum, D. (1977) Cognitive behavior modification: An integrative approach. New York: Plenum.
Rational-emotive ther-apy
- K T Morris
- H M Kanitz
Morris, K. T., & Kanitz, H. M. (1975) Rational-emotive ther-apy. Boston: Houghton Mifflin.
The determination of positive and negative charismatic leadership
- S J Musser
Musser, S. J. (1986, August) The determination of positive and negative charismatic leadership. Paper presented at the Annual Meeting of the Academy of Management, Chi-cago.
The power of positive thinking
- N V Peale
Peale, N. V. (1954) The power of positive thinking. New York: Prentice-Hall.
A passion for excellence
- T J Peters
- N Austin
Peters, T. J., & Austin, N. (1985) A passion for excellence. New York: Random House.