Worker Empowerment Research Articles

The Role of Transformational Leadership for Human Resource Managers in Training and Development

Purpose: The aim of this study is to examine the subject of transformational leadership, one of the important modern topics in the management of business organizations, because of its importance in making important decisions related to activities and jobs, and this requires the availability of human resources with high skills and efficiency and has the ability to assume responsibility. Theoretical framework: Recent literature mentioned that there are many leadership styles, the most prominent of which is transformational leadership. The purpose of the theoretical framework is to identify this style with its dimensions and variables, as well as to identify all dimensions and variables of training. Design/methodology/approach: A community and a research sample were selected from (40) individuals in the Department of Special Education, and the questionnaire was used as the main tool to obtain data. Findings: One of the most important conclusions of the research is that there is a strong relationship and influence of transformational leadership in the training process and in all dimensions except for the empowerment of workers and materials. Research, Practical & Social implications: By understanding the dimensions of the research, it is possible to increase confidence between the employees, the management and the trained workers in it, in addition to preparing a catalogue that identifies the materials that will be trained on. Value: The value of the study is concentrated on adding some knowledge to leaders, practitioners and administrators, transformational leadership and the training process.

Accessibility of Women's Empowerment in Tourism Industry from Mandalika Special Economic Zone

This study aims to map the types of work, gender inequality and patterns of empowerment of female workers in the tourism service sector in the Madalika Tourism Industrial Zone, Central Lombok. Researchers used the survey method, interviews, observation, and documentation. The results of this study found that the tourism industry in the Madalika Tourism Industrial Zone has encouraged the growth of new types of jobs, business opportunities, and new entrepreneurs. South Lombok women who originally worked in the domestic sphere (unpaid work) slowly moved into the public-professional sphere. The wrong perceptions of the existence of women workers in the tourism sector have created gender inequality that is detrimental to the existence of women workers in the tourism sector. The empowerment of women's resources in the tourism sector requires a development approach based on culture and local wisdom of the community, namely strengthening the capacity of women workers, which includes strengthening individual capacity and strengthening entity (institutional) capacity. Empowerment includes building women's abilities, cultural changes and structural policies that are pro-women.

Toward a Field of Labor Activism

A recent upsurge in organizing by workers in the United States presents an opportunity to reconsider the state and fate of the US labor movement. We argue that the conceptual apparatus of strategic action fields offers a tool to contextualize this development. In particular, it shines light upon categorization struggles, delegation of labor within the field, relationships among labor organizations, and strategies to change the rules of the field-game. Interpreting the trends reported by the Worker Empowerment Research Network through the lens of field theory cannot predict the future but can make sense of present obstacles and opportunities.

LEGAL PLURALISM: THE SOLUTION OF LABOR CONFLICTS IN MINING

Labor conflicts in mining, especially related to the empowerment of local workers (mining circles) still exist, settlement through legal channels still does not meet the sense of justice of the parties so that the legal pluralism approach is used in conflict resolution in order to achieve justice for each party. furthermore, the problem in this study is first, how labor conflicts in mining occur in the Mandailing Natal Regency and Bandung Regency today, and secondly how legal pluralism is a solution to labor conflicts in mining. This research is a qualitative research with a type of empirical legal research in the form of socio-legal research, which uses interview and observation data as primary data in the study. The conclusion of this study is first that the labor conflicts in mining that occur have not provided a satisfactory solution for each party so that substantive justice is not accommodated in its resolution. Second, the settlement using the legal pluralism approach in several conflicts studied shows that the legal pluralism approach provides the best conflict solution and provides substantive justice for each party.

Women in the Italian television industry: Tradition or innovation?

Starting from the hypothesis that gender is embedded in the global contemporary society’s individual, interactional and institutional dimensions, this research proposes recognizing female employment and empowerment in major Italian audio-visual companies. A progressive increase in the representation of women in creative, productive and managerial positions within Italian television can create a greater understanding of the difficulties of being a working woman and provide the added value of a female presence in Italian audio-visual companies. In addition to official data, this article analyses the primary data of 30 in-depth interviews with TV producers, authors and managers of successful Italian television programmes. This methodology aims to trace a set of personal and professional career trajectories and their distinctive and innovative contributions to Italian audio-visual industries. My intention is to highlight which Italian production contexts are currently favourable to the empowerment of women workers in the television industry and outline future trends.

Taking care of who cares: Evaluation of a training program for home palliative care professionals.

To evaluate an enrichment training program targeted at home palliative care professionals in terms of its effects and participants' satisfaction. The program had 2 main aims: give voice to professionals' emotional fatigue and promote their personal resources. One hundred twenty-three home palliative care professionals participated in 12 parallel training courses; each course consisted of four 3-hour meetings led by 2 trainers and involved about 10-15 participants. The program adopted the method and tools typical of the enrichment approach, with the insertion of an art therapy exercise in the central meetings. The topics addressed were the following: emotional awareness in care relationship; the recognition of the needs of the patient, the family, and the professional himself; the inevitability of the death of the patient; and the challenges and resources of the multidisciplinary care team. At the first (T1) and last (T2) meetings, participants filled in a self-report questionnaire assessing work emotional fatigue, empowerment, generativity, and satisfaction with the course. Participants were highly satisfied with the course. They reported a higher level of work emotional fatigue and a higher perception of personal resources, in terms of empowerment (both individual-oriented and relationship-oriented) and generativity at the end of the program than before. Results confirm the need to provide home palliative care professionals with trainings in which they can express, share, and deal with personal and professional needs. This course gave voice to professionals' work emotional fatigue and promoted their personal resources, while enhancing collaboration in the multidisciplinary team.

A Study on the Drivers of Corporate Culture Impacting Employee Performance in it Industry

Purpose: Examining the factors that contribute to company culture and how that culture affects employee productivity is the primary focus of this essay. Theoretical framework: This investigation used a mixed research strategy, combining qualitative and quantitative approaches. Design/methodology/approach: In total, 378 IT professionals working in Kerala were recruited to complete the questionnaire. The present study adapted seven dimensions namely Work life, communication, motivation, empowerment, Strategic Decision, Leadership and core values as the drivers of corporate culture. Findings: According to the results, all seven of the identified determinants of corporate culture had a significant role in forming the study's hypothesised culture. Findings also showed that the study's composite variable, "company culture," had an effect on workers' performance. The job performance of workers might be heavily based on the company's culture. Research Practical & Social implications :The findings may assist IT firm leaders strengthen their culture by focusing on the factors that were proven to have the most impact on creating their organization's unique spirit. The corporate culture should be such that it results in improved performance of employees. There should be leadership with a dedicated human resource department in each company, who can nurture the core value in organizational culture, motivate the employees and make the company more competent. Culture in the workplace is complex and takes many forms; it might develop in response to the challenges and difficulties inherent in every given business, or it can be consciously crafted by the company's leadership and employees. Originality/value: This essay provides the assistance for a dialogue. It shows that while corporates are investing in culture and performance improvement programmes, research on the core value of such programmes as drivers that impacts performance has not been explored in detail.

Modern Marriage in a Traditional Society: The Influence of College Education on Marriage in India

India has witnessed a dramatic expansion of higher education, and women have emerged as noteworthy winners in the process. This paper focuses on the role of female college education on four dimensions of marriage: age at marriage, autonomy in the choice of spouse, work and financial empowerment, and quality of marital relationship. The study uses a sample of 35,561 currently married women from the 2011-2012 wave of the nationally representative India Human Development Survey (IHDS). It demonstrates that higher education, particularly college education, enables women to lead lives substantively different from their less-educated peers. College-educated women marry at later ages, enjoy greater autonomy in choosing their husbands, and have a more egalitarian relationship with their spouses. Furthermore, the study finds that educational homogamy and hypogamy afford greater autonomy to women. Even without a concomitant increase in labor force participation, college education among women appears to have a transformative effect on marriage in India.

Influence Of Innovative Leadership On Work Culture And Empowerment At The Department Of Industry And Trade Maluku Province

Empowerment is an effort to build that power by encouraging, motivating and raising awareness of one's potential and to develop it. This study aims to analyze and explain: the influence of innovation leadership on work culture, the influence of innovation leadership on empowering community groups through work culture, and the influence of work culture on empowering community groups. The object of research at the Department of Industry and Trade of Maluku Province uses the path analysis method. The sampling technique used purposive random sampling. The sample in this study is the community empowerment group. The results of the study prove that: the higher the innovation leadership, the higher the work culture in the empowerment group. The higher the innovation leadership, the higher the empowerment of community groups through work culture in community empowerment groups, work culture has a strong influence to mediate innovation leadership on community group empowerment. For the next researchers, it is necessary to examine collaboration knowledge sharing, innovation leadership in the context of future community development.

Exploring Mentorship in Union and Non-Union Occupational Safety and Health Training Programs

Few studies have explored mentorship's value in occupational safety and health (OSH) training that focuses on worker empowerment in blue-collar occupations. Through a university and union collaboration, we examined mentorship programs as a promising enhancement to ongoing OSH training to foster worker leadership development in organizations focused on worker empowerment. Union-based worker-trainers from 11 large manufacturing facilities across the United States and worker-trainers affiliated with 11 Latinx Worker Centers in the New York City area were interviewed. Rapid Evaluation and Assessment Methods informed study design. The themes that emerged, reflecting the value of mentorship in OSH training, were: characterizing the elements of mentoring, how mentorship can improve OSH training, and recommended practices for designing a program across two different work settings. We conceptualize the goals of mentorship within a broader social ecological framework, that is, to support OSH learning so workers will advocate for broader safety and health changes with credibility and a feeling of empowerment.

Improving the health status of sex workers in Europe: a policy brief with recommendations

Context: Although the United Nations and the European Union are set to improve life on earth through the Sustainable Development Goals (SDG) Framework, sex workers have not been included in this Framework, thereby further increasing various issues, which affect this group, such as discrimination, stigma, and poor mental- and physical health. The COVID-19 pandemic has exacerbated the already existing disadvantages of sex workers, highlighting the need for a systematic change to sustainably improve the empowerment and health status of sex workers throughout the European Union. Policy Options: The aim of this policy brief is to propose recommendations, which can contribute to the sustainable improvement of the health status and empowerment of sex workers throughout the EU. Policy options include a bottom-up approach with use of community-based organizations and public-private partnerships, targeting inclusion of sex workers, the organization of workshops, and the distribution of toolkits. Recommendations: Inclusion of sex workers in the SDG Framework; Organization of community-based workshops by and for sex workers; Distribution of culture-personalized toolkits by and to sex workers.

The complexity of constructing empowerment measuring instruments: a delphi study*

ABSTRACT The value of empowerment as a central concept for social work implies the potential benefits of measurement to understand how this value is materialised in social work. The way in which instruments are developed and constructed impact their quality. With regard to the complexity of measuring empowerment, this article aims to provide insights in experts’ views on the theoretical requirements to measuring empowerment in social work. A Delphi study of 3 rounds was conducted to achieve consensus into the appropriate method of instrument development for empowerment. By retrieving, organising, exchanging and combining opinions and arguments from different experts, this study provides insights into their views on requirements when developing measuring instruments for empowerment. The results show elaborations on substantive requirements and considerations that should be taken into account when developing empowerment measures in social work and that have led to the development of new guidelines. These provide social work and its researchers the opportunity to construct instruments that align with methodological standards, theoretical requirements, and ethical principles.

INITIATING A NEW MODEL IN COMPATIBLE HUMAN RESOURCE MANAGEMENT IN THE ERA OF THE INDUSTRIAL REVOLUTION 4.0

The development of human resource management will continue to change along with the times. At the same time, there have been various emerging developments in the model approach within human resource management. This study aims to look at the various models of human resource management approaches and find the most suitable approach to human resource management. This research will be carried out using a descriptive qualitative approach. The data used in this research comes from the results of research and previous studies that are still relevant to the content of this research. The results of this study found that the researcher with the Zoroastrian approach model was the most suitable approach model for human resource management in the Industrial Revolution 4.0 era. This is because, in this approach, values of a fairly high work ethic, empowerment, community improvement, fairness, and good manners are important in developing business excellence.

How midwives’ perceptions of work empowerment have changed over time: A Swedish comparative study

ObjectiveThe aim of this paper was to compare current perceptions of empowerment in their work with results from a sample of midwives recruited 2012. DesignA comparative cross-sectional cohort study of national samples of midwives in Sweden from 2012 to 2022. Participants475 midwives recruited from the Swedish midwifery association in 2012 and 1782 through two midwifery unions in 2022. MethodsData were collected using a questionnaire with background information and the revised version of the Perception of Empowerment Scale (PEMS). Mean scores and domains of the PEMS were compared between the years. FindingsMidwives’ perceptions of empowerment changed over time, in both directions. Their perception of their skills and education, advocating for and empowering women as well as support from the team and manager increased over the years. Midwives in 2022 were less likely to perceive that they were involved in a midwifery-led practice, and the communication with managers was rated lower. Midwives sensed a lack of professional recognition from the medical profession and their contribution to the care of birthing women. Access to resources for birthing women was perceived lower in 2022 compared to 2012. Younger age, shorter work experience and working in labour wards or postnatal wards were associated with lower perceptions of empowerment. ConclusionsMidwives need to have the authority and reality to practice midwife-led care, to receive control over their work. Good communication and recognition from the medical profession is essential to be empowered. This is important in order to maintain a healthy workforce.

The Relationship Between Functional Empowerment of Social Workers and Achieving Institutional Excellence In NGOS

The Relationship Between Functional Empowerment of Social Workers and Achieving Institutional Excellence In NGOS

IMPACT OF GLOBAL ECONOMIC POLICIES ON THE FUNCTIONING OF TRADE UNIONS IN INDIAN PUBLIC SECTOR ENTERPRISES

The impact of global economic policies on trade unions within India's public sector enterprises (PSEs), analyzing both quantitative and qualitative data to understand how globalization, privatization, and labor reforms have transformed union dynamics. Historically, Indian trade unions played a crucial role in advocating for workers' rights and were deeply integrated into PSEs, especially during India's state-led economic model. However, liberalization reforms introduced in the 1990s have redefined labor relations, reducing union bargaining power due to market-driven policies and privatization pressures. This study employs a mixed-methods approach, collecting quantitative data from surveys of 600 union members across PSE sectors and qualitative insights from interviews with union leaders, public sector managers, and policymakers. Quantitative findings indicate a 37.5% decline in union membership from 1990 to 2020, underscoring the adverse effects of global policies on union strength and worker protections. Regression analysis reveals a significant negative correlation between economic liberalization and union influence, reflecting increased job insecurity and skill mismatches due to automation and privatization. Qualitatively, thematic analysis of interviews reveals adaptive strategies adopted by unions, including reskilling initiatives, digital mobilization, and partnerships with global unions. These strategies underscore unions' shift from traditional collective bargaining to a broader focus on worker empowerment and skills development. The study concludes that while global economic policies challenge trade unions, they also present opportunities for strategic adaptation. Policymakers are encouraged to collaborate with unions to develop inclusive policies that balance economic growth with labor rights, fostering sustainable industrial relations. This research contributes to the discourse on labor resilience in a globalized economy, offering recommendations for unions and policymakers to navigate economic transformations effectively.

The Socio-Economic Empowerment of Rural Women Workers

Rural women enormously contribute to the family income through undertaking a number of agricultural activities and thereby achieving their socio-economic empowerment. Hence, the present study mainly aims at analyzing the socio-economic variables of rural women workers in terms age, marital status, educational qualification, experience, community, religion, family type, family size and family monthly income and contribution of women to family income for empowering in socially and economically.

Self-Efficacy of the Community Health Agent, Importance of Motivation and Empowerment.

The community health agent plays an essential role as a link between the community and health institutions; the effectiveness of their work is crucial in promoting health, prevention, and detection of diseases. Motivation and empowerment could affect the performance of the community agent in carrying out his work. To determine if work motivation and empowerment are factors associated with the self-efficacy of the community health agent. Observational and cross-sectional study. The study included community health agents in the Non-Governmental Organization ADRA in Imbabura and Pichincha, Ecuador. The sample selected by the census method corresponds to 300 agents. The instruments were the Motivation at Work Scale (R-MAWS), the Psychological Empowerment Scale, and the Professional Self-efficacy Questionnaire (AU10). Descriptive statistical analyses were performed using dispersion and summary measures-a comparative analysis with chi-square. The inferential analysis was done through logistic regression where the B coefficient and the odds ratio (OR) with 95% confidence intervals (CI) were evaluated, P < .05. The theoretical and adjusted model of the structural model allowed us to corroborate the association of the variables. Motivation had a positive effect on self-efficacy (OR = 10.091, CI [5.509-18.485], P < .05), empowerment had a minimal effect (OR = 0.664, CI [0.363-1.214], P > .05), which is not significant to predict the perception of self-efficacy. This study suggests that to improve the self-efficacy of the work of community health agents, it is necessary to intervene through strategies that keep them motivated in the exercise of their mediation work between the community and health institutions. Likewise, empowering them would contribute to self-efficacy and thus help in the fulfillment of the functions of health agents.

The impact of Industry 4.0 technologies and the soft side of TQM on organisational performance: a multiple case study analysis on manufacturing organisations

PurposeThe purpose of this study is to explore how Industry 4.0 (I40) technologies support workers' engagement in soft total quality management (TQM) practices for organisational performance.Design/methodology/approachThe authors conducted a multiple case study of six Italian manufacturing organisations that operate with I40 production and implement TQM practices. The authors concentrated on the relationship between I40 technologies and soft TQM aspects.FindingsI40 technologies provide two forms of engagement with workers. Workers can act as machine supervisors and expert assembly operators. Organisations use five soft TQM practices to involve and develop workers for TQM that vary according to automation levels. The five soft TQM practices are top management design around workers, incremental trials with I40 technologies, worker empowerment, I40 sociotechnical collaboration and individual feedback systems.Originality/valueIn the literature that focusses primarily on how I40 technologies support the hard side of TQM by creating a data-driven and automated quality management system, the authors illustrate how the workforce can be engaged in I40 with five soft TQM practices to improve organisational performance. Thus, the authors complement the theory of hard and soft TQM aspects for I40 production systems.

Covid-19 in the hospitality industry workforce: the resilience of hotel workers through human resource empowerment and motivation

The article aims to summarize the main arguments and counterarguments within the scientific discussion on human resource empowerment and its impact on motivation as the main factor to resilience hotel workers getting through the pandemic Covid-19. The research variables which include human resource empowerment and Motivation in this study are latent so to identify the influence of the independent latent variables on the dependent latent variable, Structural Equation Modeling (SEM) was used. From the respondent's views, the study found out that, on the empowerment construct all statements scored above 3 except credibility. Within a coefficient of determination, it shows that the variation of the motivation variable for hotel workers during the pandemic is 52 percent influenced by human resource empowerment carried out by the management. Therefore, it can be concluded that to strengthen the empowerment of workers through the pandemic, the hotel should strengthen its capacity for worker empowerment within opportunity, delegate, provide for recognition, and create an open communication system to create mutual understanding between employees and management.