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Psychological Empowerment on Job Performance—Mediating Effect of Job Satisfaction  [PDF]
Xiujun Sun
Psychology (PSYCH) , 2016, DOI: 10.4236/psych.2016.74060

This research mainly explores the relationship between psychological empowerment and job performance and their internal mechanisms from psychological empowerment of employees, and discusses job satisfaction and organizational justice multiple mediation effect between psychological empowerment and job performance. The study mainly adopts the methods of questionnaires, including web questionnaires survey and field questionnaires survey. Conclusions are as follows: Conclusion 1: Psychological empowerment, work meaning, competence, impact and self-determination and job performance significantly relate each other. Conclusion 2: Psychological empowerment, job performance, job satisfaction and organizational justice significantly relate each other. Conclusion 3: Regression analysis demonstrates that job satisfaction acts as the mediator between psychological empowerment and job performance.

Muhammad Jawad,Tahira Malik Tabassum,Aneela Abraiz,Sobia Raja
Academic Research International , 2012,
Abstract: Empowerment is as different psychological cognitions that contribute to improved intrinsic motivation and influence the overall team performance. This research study investigates the relationship between autonomy, responsibility, information, creativity and team performance.These all have more or less an impact upon team performance. For this research the data has been collected from a sample of about one hundred people. By using the regression analysis it is found that there is a positive relationship between autonomy, responsibility, information, creativity and team performance. But the impact of relationship of team performance and autonomy is relatively high then other variables, information is negative and significance level is also more than others which show that it is inversely related to team performance.
The Influence of Employees' Involvement in Performance Assessment System on Employees' Creativity  [PDF]
Maryam Sadat Hashemi Fesharaki,Sayyed Hossein Hashemi Fesharaki,Sayyed Mohsen Allameh
International Journal of Academic Research in Business and Social Sciences , 2012,
Abstract: The aim of the present study is to investigate the influence of employees' involvement in performance assessment system on employees' creativity of sales and engineering departments of Ebtekar manufacturer. This empirical survey analyzed data by descriptive analytical methods. The sample size based on random sampling formula was determined as 97 employees. The questionnaire was used to gather data and structural equation modeling was used to data analysis. The results of this study show that all effects were adopted with the theoretical framework. Therefore, the variable of employees' involvement in performance assessment system positively influences the employees' abilities and skills to create creativity. This variable positively affects on employees' attitudes toward creativity and employees' perceptions of social pressures and norms. Also, the variables of employee's attitudes, social pressures and norms, and employees' abilities and skills positively influence the creativity.
Is the Relationship between Employees’ Psychological Empowerment and Employees’ Job Satisfaction Contingent on the Transformational Leadership? A Study on the Yemeni Islamic Banks  [cached]
Abdullah Kaid Al-Swidi,Mohd Kamal Mohd Nawawi,Asma Al-Hosam
Asian Social Science , 2012, DOI: 10.5539/ass.v8n10p130
Abstract: The construct of employees’ job satisfaction has been gaining an increasing scholarly attention as one of the crucial determinants of organizational effectiveness and success. Specifically, it has been very much acknowledged by both researchers and academics that employees are the most valuable assets of an organization and play the crucial role in achieving its overall objectives. These arguments justify the attention given to studying the psychological characteristics of employees and what determine their job satisfaction that impacts the organizational performance. In addition to that, transformational leadership has been proven to have a significant effect on the employees’ job satisfaction through enhancing the employees’ perception of empowerment. Despite this fact, the dynamic role of transformational style on enhancing the level of satisfaction among the empowered individuals has been greatly neglected. It has been, also, proven in the literature that employees’ satisfaction directly affects the customers’ satisfaction and subsequently the overall organizational performance. In Yemen, as it the case on many developing countries, employees of an organization should be satisfied as the first step to achieve a better organizational performance associated with customers’ satisfaction. The poor performance of Yemeni banks, as customer-oriented business, can be, somehow, attributed to the low level of employees’ job satisfaction. This paper, however, aims to examine the joint effect of employees’ psychological empowerment and transformational leadership on the employees’ job satisfaction. To achieve this purpose, responses of a sample of 160 employees from the Yemeni Islamic banks have been examined. The findings of this study confirmed the direct effect of employees’ psychological empowerment and transformational leadership on the employees’ job satisfaction. On the other hand, the moderating effect of transformational leadership on the relationship between employees’ psychological empowerment and the employees’ job satisfaction was not supported. These findings were, finally, discussed in the lights of the limitations of the study and future research directions were offered.
The Mediating Effect of Empowerment in the Relationship between Transformational Leadership and Service Quality  [cached]
Azman Ismail,Farida Abd Halim,Dayang Nailul Munna Abang Abdullah,Ahmad Sofian Shminan
International Journal of Business and Management , 2009, DOI: 10.5539/ijbm.v4n4p3
Abstract: Transformational leadership has two salient characteristics: intellectual stimulation and individualized consideration. Recent studies in this area reveal that the effect of such leadership characteristics on job performance is indirectly affected by empowerment. The nature of this relationship is interesting, but little is known about the mediating effect of empowerment in leadership management models. Therefore, this study was conducted to measure the effect of transformational leadership characteristics and empowerment on service quality by using 110 usable questionnaires gathered from employees working in a city based local authority (CBLAUTHORITY) in Sarawak, Malaysia. Outcomes of a stepwise regression analysis showed that the relationship between empowerment and selected transformational leadership characteristics (i.e. intellectual stimulation and individualized consideration) is positively and significantly correlated with service quality. The result confirms that empowerment does act as a full mediating variable in the leadership model of the organization under study. This paper also discusses implications and limitations, as well as directions for future research.
Quality Innovation Prosperity , 2009,
Abstract: The workload represents a factor which acts burdensome on human organism and, depending on its level affects well-being, or leads to disease or injury. As a result, there is a distortion in optimal working relationship in the system man – machine – environment, which may be reflected in the reduction of productivity and efficiency throughout the system. The contribution deals with the issue of the effects of stress and psychological overload at work, which affects significantly the performance of employees. The article describes the basic legislation regarding the workload in conditions of the Slovak Republic, it describes the types of loads, different causes, manifestations and consequences of load. According to theoretical knowledge about stress and loads, the questionnaire method was applied for assessment of mental workload in terms of working conditions level in the unnamed service organization.
The Effect of Psychological Capital and Knowledge Sharing on Innovation Performance for Professional Technical Employees  [PDF]
Xiaowei Qiu, Xiaocen Yan, Yanle Lv
Journal of Service Science and Management (JSSM) , 2015, DOI: 10.4236/jssm.2015.84055
Abstract: Professional technical employees are the core staff to maintain the normal operation of the organization and the backbone of the workforce. Their levels of innovation influence and restrict the overall innovation performance levels of the corporation to a large extent. Therefore, it is of vital importance to explore and develop the innovation performance of the professional technical employees. The research, combining the theories of psychological capital, is aimed at examining the effect of psychological capital on innovation performance of the professional technical employees through the angle of knowledge sharing. Based on the hierarchical regression analysis of 347 questionnaires, the study finds that the psychological capital of the employees has a significant positive effect on the innovation performance. Meanwhile, knowledge sharing plays a completely mediating role. The corporation should lay emphasis on the psychological capital and create an atmosphere of learning organization, so as to improve and enhance the innovation performance of employees.
The Effect of Employees’ Performance Appraisal Procedure on their Intrinsic Motivation  [PDF]
Shaemi Barzoki Ali,Abzari Mahdi,Javani Malihe
International Journal of Academic Research in Business and Social Sciences , 2012,
Abstract: Rapid change and developments as well as increasing communications and dramatic developments in knowledge management, have made the existence of effective organizational performance evaluation system for the organizations inevitable. Various models have been provided by the management experts for the performance evaluation so that organizations use them according to their type of organization, mission, structure and manpower. One function of performance appraisal systems is to arouse motivation in the employees, which is addressed in this study. The present study is a descriptive-survey study. The objective of this study is to investigate the influence of employees’ performance evaluation process on their intrinsic motivation. Statistical population of this study is 80 employees of transportation organization in the Esfahan province. Research data has been collected via standard questionnaire, and SPSS software applied for the analysis. The results indicate that the process of evaluating employees’ performance affected on their intrinsic motivation (P-Value <0.05) and the effectiveness is positive, equals to 0.414.
Impact of Organizational Justice and Psychological Empowerment on Perceived Organizational Performance: The Mediating Role of Organizational Citizenship Behaviour  [PDF]
Mirza Muhammad Azeem, Muhammad Abrar, Mohsin Bashir, Ali Zubair
American Journal of Industrial and Business Management (AJIBM) , 2015, DOI: 10.4236/ajibm.2015.55029
Abstract: The present research analysed the relationships among organizational justice, psychological empowerment, organizational citizenship behaviour, and perceived organizational performance. For this purpose, the data was collected from 260 employees working in different banks in Pakistan. Baron and Kenny’s regression approach was used to test the mediation effect. In addition, Sobel test by Preacher, K. J. & Hayes, A. F. was also used for bootstrapping in the SPSS. All the alternate hypotheses of the study were accepted. The results of the study revealed that organizational citizenship behaviour partially mediated the relationship between organizational justice and perceived organizational performance. It was also found that organizational citizenship behaviour fully mediated the relationship between psychological empowerment and perceived organizational performance.
Empowerment: Hotel employees’ perspective  [cached]
Kartinah Ayupp,Then Hsiao Chung
Journal of Industrial Engineering and Management , 2010, DOI: 10.3926/jiem..v3n3.p561-575
Abstract: An empowered worker is a knowledgeable worker. Thus, the aims of this study were to examine how empowerment is perceived by the front-line hotel employees and secondly, to identify the factors affecting empowerment within the industry. Factors such as communication, coaching, participation, training and reward were examined for any significant relationship with empowerment, along with whether the employee’s socio-demographic characteristics affected their perceptions of empowerment. The findings indicated that except for gender, socio-demographic factors were not a strong influence on the diffusion of empowerment among employees. In order to ensure that the employees feel empowered, factors such as communication, coaching, participation, training and reward should be given due attention by the management. Based on the findings, implications for companies are discussed and further research is suggested.
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