Job Empowerment Research Articles

PEMBERDAYAAN KERJA PROFESIONAL SEBAGAI MEDIASI DUKUNGAN ORGANISASI DAN PERTUKARAN PEMIMPIN-ANGGOTA (LMX) TERHADAP KOMITMEN ORGANISASIONAL

The purpose of this study to examine and analyze the influence of organizational support and leader-member exchange (LMX) on work empowerment and its impact on improving organizational commitment Functional Medical Staff of Government General Hospital in Jakarta. The research was conducted using quantitative approach that forms the causal relationship between variables. There are 2 General Government Hospital and 2 Centre for Local Government General Hospital, Medical Staff by Functional analysis unit (SMF). The number of samples used in this study amounted to 92 SMF with census sampling technique. The data analysis techniques are used in this study are grouped into two, namely descriptive statistics analysis techniques and inferential statistical analysis techniques by using PLS (Partial Least Square). This study found that high support for the organization (Perceived Organizational Support) and leader-member exchange quality (Leader Member Exchange) is high, can provide an increase in job empowerment Functional Medical Professional Staff (SMF) General Hospital Central and Local Government in Jakarta which ultimately impact on increasing the organizational commitment. High perceived organizational support by SMF unable to increase organizational commitment directly. However, the application of SMF in a professional job empowerment was found to improve organizational commitment.

Innovation, industrial relations and employee outcomes: evidence from Italy

PurposeThis paper seeks to examine the relationships between working conditions, innovation activities and industrial relations in two local production systems located in the northern Italy, exploiting data collected throughad‐hocsurveys in 2004 and 2006.Design/methodology/approachThe paper follows a recent stream of literature, which is still quite scanty, that addresses the issue of the implication for workers derived from the introduction of organizational changes. This topic is addressed and extended, taking into consideration both the role of firm level industrial relations and the role of other innovation activities that may influence working conditions.FindingsThe results seem to support the position maintained by the advocates of organizational changes. Job empowerment is spurred by the form of organizational changes usually defined as high performance workplace practices. However, such typology of changes in the organization does not seem to be linked with positive trends in safety/security and stress. At the same time the positive role of cooperative industrial relations on the working condition emerges, also as complementary elements to innovation activities.Originality/valueThis work confirms some relevant empirical results obtained in international literature about the linkages between organizational changes and working conditions. At the same time it provides an original perspective of analysis taking into account other influencing factors of workers' well being: good quality industrial relations at firm level and innovation activities such as technological innovation and ICT.

Relationship between Staff Nurses' Perception of Job Empowerment and their Job Satisfaction

Relationship between Staff Nurses' Perception of Job Empowerment and their Job Satisfaction

Describing Head Start Family Service Workers: An Examination of Factors Related to Job Satisfaction, Empowerment, and Multiculturalism

The study describes a sample of Head Start family service workers and seeks to understand what personal and employment characteristics may be associated with empowerment, multiculturalism, and job satisfaction. These three outcomes were selected based on previous research and a review of the literature on performance outcomes for human service workers. Results indicate that the number of English-as-a-second-language (ESL) families served by the family service worker, the size of their caseloads, their years of Head Start work experience, and the previous enrollment of their own child in Head Start were associated with higher job satisfaction. Empowerment was predicted by the family service workers' length of time residing in the community and having had children previously attend Head Start. The multicultural sensitivity of the family service worker was associated with having a job-related license and the number of ESL families in the caseload.

Examining the relationship between organisational structure, job involvement, job satisfaction, and empowerment: implications for human resource development

Concern about human resource development (HRD) increased after a realisation that technology alone cannot yield the best outcomes if people do not advance. This study examined the relationship between the organisational structure (formalisation, centralisation and complexity) and specific components of HRD (job involvement, job satisfaction, and empowerment). One hundred and two respondents working as managers, officers, and supporting staff of a successful business organisation participated by responding to a structured questionnaire. Significant positive correlation of age with salary, experience, and promotion, experience with promotion, and promotion with empowerment was found. Centralisation was positively correlated with job involvement but negatively with job satisfaction and empowerment. It reflected on organisational reality, where people could be working even without having satisfaction with their job and getting a feeling of empowerment. Negative correlation of centralisation with job satisfaction and empowerment emphasised on the importance of decentralisation. The study showed that motivating people is still a difficult and challenging task. Keeping methodological limitations in the background, the implications of the findings for the management and policy makers are discussed.

The human side of continuous improvement

This study explores why employees should want to actively participate in an improvement process and to do so within groups. Small-group activities are often considered an integral part of Continuous Improvement (CI) and there are numerous methods and tools available as well as established procedures for using them. Why then are some companies more successful in establishing a CI process than others? One important element can be that the employees are motivated and see advantages in this way of working. Most definitions of CI include the use of specific methods/tools and the participation of all employees. One important element in establishing a lasting improvement process can be that the employees are motivated to participate. The aim of this work is to find motives for employees to participate in CI-activities. In 12 companies which were establishing improvement processes, 56 groups discussed motivation and presented motivating factors. These factors were used as the basis for a questionnaire, which has been answered by 130 respondents to date. It was found that the motives were very much seen from the individual's point of view. The most important were job security, rewards, participation and empowerment and facilitation of work. The experience of small-groups activities in achieving improvements was positive, but extended training in teamwork was requested.

Study of Job Characteristics and Organizational Progressiveness Posture in Singapore and Chinese Companies

As global information technology becomes more pervasive, research on understanding the issues faced by technical personnel around the world becomes important. Increasingly, hardware and software are produced by collaborative work among partners around the world and it becomes critical to keep the technical employees satisfied and empowered on their jobs. This paper reports the results of a study performed with employees of technical companies in China and Singapore to identify the factors that impact their perceptions of job satisfaction and empowerment. A questionnaire was used to obtain responses from 187 employees from technical companies in Singapore and China. The analysis of the responses using Structural Equation Model showed that the employees from both countries perceived that intrinsic job characteristics influenced empowerment positively. Also, the employees perceived a positive relationship between organizational progressiveness and the technical career path. Based on the results, the paper recommends practices that could be followed to enhance empowerment and job characteristics of employees.

Staff Nurse Perception of Job Empowerment and Organizational Commitment

In this study, Rosabeth Kanter's structural theory of organizational behavior was tested in a nursing population by examining the relationship between 161 staff nurses' perceived job empowerment and their commitment to the organization. Data were collected using the Organizational Description Opinionnaire, the Organizational Commitment Questionnaire, a modified version of the Conditions for Work Effectiveness Questionnaire, and a demographic questionnaire. Consistent with Kanter's theory, a strong positive relationship was found between nurses' perceptions of power and opportunity and their commitment to the organization. In addition, overall empowerment was correlated positively with nurses' perceptions of their immediate managers' power. The results suggest that nurse administrators can empower their staff and improve organizational commitment by manipulating the structures in the work environment to allow greater access to the power and opportunity structures that Kanter maintains are important to overall work effectiveness.

Staff Nurse Perception of Job Empowerment and Organizational Commitment

Staff Nurse Perception of Job Empowerment and Organizational Commitment