The mediating role of Organizational identification and Employee organizational commitment on the association between Employee empowerment and management innovation

Abstract

ABSTRACT This study examines the role of Employee empowerment as a driver of management innovation and the mediating role of two employee behavioural factors, Organizational identification and Employee organizational commitment, on the association between Employee empowerment and management innovation. Data were collected from 156 middle-level managers in Australian organizations using mail and online survey questionnaires and analysed using structural equation modelling. The results show a direct positive association between Employee empowerment with both dimensions of management innovation (practices and techniques). Further, Organizational identification was found to mediate the association between Employee empowerment and management innovation techniques and Employee organizational commitment was found to exhibit a direct association with management innovation. The findings provide organizations with an insight into the critical role of Employee empowerment, Organizational identification and Employee organizational commitment in influencing the extent of use of management innovation.