El empowerment organizacional: el inicio de una gestión saludable del trabajo
DOI:
https://doi.org/10.51302/rtss.2011.5099Palabras clave:
empowerment estructural, empowerment psicológico, compromiso organizacional, bienestar laboral, clima laboral, intención de irseResumen
Este trabajo ha obtenido el Accésit Premio Estudios Financieros 2011 en la modalidad de recursos humanos.
En el presente artículo analizamos la relación del empowerment (estructural y psicológico) con las tres dimensiones del compromiso organizacional según el modelo multidimensional de Meyer y Allen (1991), el bienestar laboral, el clima laboral y la intención de irse de los trabajadores. Para ello llevamos a cabo un estudio con 56 trabajadores de una empresa española que opera por todo el territorio nacional. Los resultados mostraron como el establecimiento de estrategias de empowerment estructural por parte de la dirección de la empresa es una fase previa esencial para la obtención de resultados beneficiosos para la organización tales como mayores niveles de compromiso por parte de los trabajadores, un mayor bienestar laboral, un mejor clima laboral y una menor intención de irse de los empleados. Asimismo, los resultados también mostraron diferencias con los encontrados en estudios realizados en otros países con culturas diferentes.
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