Organizational empowerment: the beginning of a healthy work management

Authors

  • María J. Jáimez Román Contratada FPU del Departamento de Psicología Social. Facultad de Ciencias del Trabajo. Universidad de Granada (España)
  • Francisco D. Bretones Contratado Doctor del Departamento de Psicología Social. Facultad de Ciencias del Trabajo. Universidad de Granada (España)

DOI:

https://doi.org/10.51302/rtss.2011.5099

Keywords:

structural empowerment, psychological empowerment, organizational commitment, labor well-being, working environment , intent to leave

Abstract

In this paper we analyze the relationship of empowerment (structural and psychological) to the three dimensions of organizational commitment as multidimensional model of Meyer and Allen (1991), labor well-being, working environment and intention to leave for workers. To do this we conducted a study with 56 workers from a Spanish company. The results showed how the establishment of structural empowerment strategies by the company management is an essential phase to get beneficial outcomes to the organization such as higher levels of commitment from workers, increased labor well-being, a better working environment and a lower intention to leave of employees. Likewise, the results also showed differences with those found in studies conducted in other countries with different cultures.

Downloads

Download data is not yet available.

References

Ashforth, B.E. [1989]: «The experience of powerlessness in organizations». Organizational Behavior and Human Decision Processes, 43, págs. 207-242.

Bacharach S.B. y Lawler E.J. [1980]: Power and politics in organizations. San Francisco: Jossey Bass.

Bartunek, J.M. y Spreitzer, G.M. [2006]: «The Interdisciplinary Career of a Popular Construct Used in Management». Journal of Management Inquiry, 15, págs. 255-273.

Bretones, F.D. y González, M.J. [2011]: «Subjective and Occupational Well-Being in a Sample of Mexican Workers». Social Indicators Research, 100 (2), págs. 273-285.

Bretz, R.D.; Boundreau, J.W. y Judge, T.A. [1994]: «Job search behavior of employed managers». Personnel Psychology, 47, págs. 275-301.

Brief, A.P. y Weiss, H.M. [2002]: «Organizacional behavior: Affect in the workplace». Annual Review of Psychology, 53, págs. 279-307.

Brockner, J. [1988]: Self-esteem at work. Lexington, MA: Lexington Books.

Campbell, J.P.; Dunnette, M.D.; Lawler, E.E. y Weick, K. [1970]: Managerial behavior, performance and effectiveness. New York: McGraw-Hill.

Chang, Chi y Miao [2007]: «Testing the relationship between three-component organizational/occupational commitment and organizational/occupational turnover intention using a non-recursive model». Journal of Vocational Behavior, 70, págs. 352-368.

Chen, H. y Chen, Y. [2008]: «The impact of Work Redesign and Psychological Empowerment on Organizational Commitment in a Changing Environment: An Example From Taiwan's State-Owned Enterprises». Public Personnel Management, 37, págs. 279-302.

Chiu, C.-K.; Lin, C.-P.; Tsai, Y. H. y Hsiao, C.-Y. [2005]: «Modelling turnover intentions and their antecedents using the locus of control as a moderator: A case of customer service employees». Human Resource Development Quarterly, 16, págs. 481-499.

Conger, J.A. y Kanungo, R.N. [1988]: The empowerment process: Integrating theory and practice. Academy of Management Review, 13, págs. 471-483.

De Charms, R. [1968]: Personal causation: The internal affective determinants of behavior. New York: Academic Press.

Deci, W.L. y Ryan, R.M. [1985]: Intrinsic motivation and self-determination in human behavior. New York: Plenum.

DeVellis, R.F. [1991]: Scale development: theory and applications. Newbury Park, CA: Sage.

Dwyer, D.J. y Ganster, D.C. [1991]: «The effects of job demands and control on employee attendance and satisfaction». Journal of Organizational Behaviour, 12, págs. 595-608.

Ergeneli, A., Ari, G.S. y Metin, S. [2007]: «Psychological empowerment and its relationship to trust in immediate managers». Journal of Business Research, 60, págs. 41-49.

Fink, S.L. [1992]: High commitment workplaces. New York: Quorum.

French, J.R. y Raven, B. [1959]: The bases of social power. En «D. Cartwright and A. Zander. Group dynamic». New York : Happer & Row.

Freund, A. [2005]: «Commitment and Job Satisfaction as Predictors of Turnover Intentions Among Welfare Workers». Administration in Social Work, 29, págs. 5-21.

Glisson, C., y James, L.R. [2002]: «The cross-level effects of culture and climate in human service teams». Journal of Organizational Behavior, 23 (6), pág. 767.

Greco, P.; Laschinger, H.K.S. y Wong, C.A. [2006]: «Leader empowering behaviours, staff nurse empowerment and work engagement/burnout». Canadian Journal of Nursing Leadership, 19 (4), págs. 42-57.

Hackman, J.R. y Oldman, G.R. [1980]: Work redesign. Reading, MA: Addison-Wesley.

Hill, T.; Smith, N.D. y Mann, M.F. [1987]: «Role of efficacy expectations in predicting the decision to use advanced technologies: The case of computer». Journal of Applied Psychology, 72, págs. 307-313.

Iverson, R.D.; McLeod, C.S. y Erwin, P. J. [1995]: Employee commitment and trust: Implications for effective marketing. Parkville, Vic: Dept. of Management and Industrial Relations, University of Melbourne.

Jones, G.R. [1986]: «Socialization tactics, self-efficacy, and newcomer' adjustments to organizations». Academy of Management Journal, 29, págs. 262-279.

Jones, E.; Kantak, D.M.; Futrell, C.M. y Johnston, M.W. [1996]: «Leader behaviour, work attitudes and turnover of sales people: An integrative study». The Journal of Personal Selling and Sales Management. New York: Spring, vol. 16, págs. 13-24.

Kanter, R.M. [1989]: «The new managerial work». Harvard Business Review, 66, págs. 85-92.

– [1993]: Men and Women of the Corporation. 2nd ed. New York, NY: Basic Books.

– [1977]: Men and women of the corporation. New York: Basic Books.

Keller T y Dansereau F. [1995]: «Leadership and empowerment: a social exchange perspective». Human Relation, 48, págs. 127-45.

Ko, J-W.; Price, J.L. y Mueller, C.W. [1997]: «Assessment of Meyer and Allen's Three-Component Model of organizational commitment in South Korea». Journal of Applied Psychology, 82, págs. 961-973.

Koys, D.J. y DeCotiis, T.A. [1991]: «Inductive measures of psychological climate». Human Relations, 44 (3), págs. 265-285.

Laca Arocena, F.A.; Mejía Ceballos, J.C. y Gondra Rezola, J.M. [2006]: «Propuesta de un modelo para evaluar el bienestar laboral como componente de la salud mental». Psicología y Salud, 16, págs. 87-92.

Lashley, C. [1999]: «Employee empowerment in services: framework for analysis». Personnel Review, 28, págs. 169-191.

Laschinger, H.; Finegan, J. y Shamian, J. [2001]: «Promoting nurses health: effect empowerment on job strain and work satisfaction». Nursing Economics, 19, págs. 42-52.

Laschinger H.; Finegan J.E.; Shamian J. y Wilk P. [2004]: Longitudinal analysis of the impact of workplace empowerment on work satisfaction. Journal of Organizational Behavior, 25, págs. 527-544.

Lawler, E.E. [1986]: High involvement management. San Francisco: Jossey-Bass.

Levin, J.M. y Kleiner, B.H. [1992]: «How to reduce organizational turnover and absenteeism». Work Study, 41, 6, págs. 6-9.

Lidsley, D.H.; Brass, D.J. y Thomas, J.B. [1995]: «Efficacy-performance spirals: A multilevel perspective». Academy of Management Review, 20, págs. 645-678.

Likert, R. [1967]: The human organization. New York: McGraw-Hill.

Mañas, M.A.; González-Romá, V. y Peiró, J.M. [1999]: El clima de los equipos de trabajo: determinantes y consecuencias. Almería: Universidad de Almería-Instituto de Estudios Almerienses.

Martínez, J.M. [2004]: Estrés laboral. Guía para empresarios y empleados. Madrid: Prentice Hall-Financial Times.

Mathieu, J.E. y Zajac, D.M. [1990]: «A review and meta-analysis of the antecedents, correlates and consequences of organizational commitment». Psychological Bulletin, 108, págs. 171-194.

McInnis; Meyer y Feldman [2009]: «Psychological contracts and their implications for commitment: A feature-based approach». Journal of Vocational Behavior, 74, págs. 165-180.

McClelland, D.C. [1961]: The Achieving Society. New Jersey: Van Nostrand.

McMurray, A.; Scott, D.R., y Pace, R. [2004]: «The relationship between organizational commitment and organizational climate in manufacturing». Human Resource Development Quarterly, 15, págs. 473-488.

Menon, S.T. [1999]: «Psychological Empowerment: Definition, Measurement, and Validation». Canadian Journal of Behavioural Science, 31, págs. 161-164.

– [2001]: «Employee Empowerment: An Integrative Psychological Approach». Applied Psychology: An International Review, 2001, 50, págs. 153-180.

Meyer, J.P. y Allen, N.J. [1991]: «A three-component conceptualization of organizational commitment». Human Resource Management Review, 1, págs. 61-89.

– [1997]: Commitment in the workplace: Theory, Research, and Application. Thousand Oaks, CA: Sage.

Meyer, J.P.; Allen, N.J. y Smith, K.A. [1993]: «Commitment to organizations and occupations: Extension and test of a three-component conceptualization». Journal of Applied Psychology, 78, págs. 538-551.

Meyer, J.P.; Stanley, D.J.; Herscovitch, L. y Topolnytsky, L. [2002]: «Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences». Journal of Vocational Behavior, 61, págs. 20-52.

Mobley, W.H. [1982]: Employee turnover causes, consequences and control. Reading, MA: Addison Wesley.

Moos, R.H.; Moos, B.S. y Trickett, E.J. [1974]: The Social Climate Scales. Palo Alto, CA: Psychologist Press.

Moran, E.T. y Volkwein, J.F. [1992]: «The cultural approach to the formation of organizational climate». Australian Journal of Communication, 17, págs. 98-112.

Neininger, A. y Lehmann-Willenbrock [2010]: «Effects of team and organizational commitment - A longitudinal study». Journal of vocational behaviour, 76, págs. 567-579.

Page, K.M. y Vella-Brodrick, D.A. [2009]: «The "What", "Why" and "How" of employee well-being: a new model». Social Indicators Research, 90, págs. 441-458.

Parker, C.P.; Baltes, B.; Young, S. y Huff, J. [2003]: «Relationships between psychological climate perceptions and work outcomes: a meta-analytic review». Journal of Organizational Behavior, 24, págs. 389-416.

Paulhus, D. [1983]: «Sphere-specific measures of perceived control». Journal of Personality and Social Psychology, 44, págs. 1.253-1.265.

Porter, L.W.; Steers, R.M.; Mowday, R.T. y Boulain, P.V. [1974]: «Organizational commitment, job satisfaction, and turnover among psychiatric technicians». Journal of Applied Psychology, 59, págs. 603-609.

Rotter, J.B. [1966]: «Generalized expectancies for internal versus external control of reinforcement». Psychological Monographs, 80, págs. 1.014-1.053.

Sablynski, C.J.; Lee, T.W.; Mitchell, T.R.; Burton, J.P. y Holtom, B.C. [2002]: «Turnover: An integration of Lee and Mitchell's unfolding model and job embeddedness construct and Hulin's withdrawal construct». En J. Brett y F. Drasgow (eds.), The psychology of work: Theoretical based empirical research. Mahwah, NJ: Lawrence Erlbaum.

Salanova, M.; Schaufeli, W.B.; Xanthopoulou, D. y Bakker, A. [2009]: «The gain spiral of resources and work engagement». En A. Bakker y M. Leiter (eds.), Work engagement: Recent developments in theory and research. Nueva York: Psychology Press.

Salanova, M. y Schaufeli, W.B. [2009]: El Engagement en el trabajo. Cuando el trabajo se convierte en pasión. Madrid: Alianza Editorial.

Sánchez-Cánovas, J. [1998]: Escala de Bienestar Psicológico. Madrid: Tea Ediciones.

Spreitzer, G.M. [1995]: «Psychological Empowerment in the Workplace: Dimensions, Measurement, and Validation». Academy of Management Journal, 38, págs. 1.442-1.465.

Steel, R. [2002]: «Turnover Theory at the Empirical Interface: Problems of fit and function». Academy of Management Review, 27, págs. págs. 346-360.

Steel, R. y Griffeth, R. [1989]: «The elusive relationship between perceived employment opportunity and turnover behavior: a methodological or conceptual artifact?» Journal of Applied Psychology, 75, págs. 846-854.

Strahan, R. y Gerbasi, K.C. [1972]: «Short, homogenous version of the Marlowe-Crowne Social Desirability Scale». Journal of Clinical Psychology, 28, págs. 191-193.

Takase, M. [2010]: «A concept analysis of turnover intention: Implications for nursing management». Collegian, 17, págs. 3-12.

Thomas y Velthouse [1990]: «Cognitive Elements of Empowerment: An "Interpretive" Model of Intrinsic Task Motivation». Academy of Management Review, 15, págs. 666-681.

Tymon, W.G., Jr. [1988]: An empirical investigation of a cognitive model of empowerment. Unpublished doctoral dissertation, Temple University, Philadelphia.

Vigoda-Gadot, E. y Ben-Zion, E. [2004]: «Bright shining stars: The mediating effect of organisational image on the relationship between work variables and army officers' intentions to leave the service for a job in high-tech industry». Public Personnel Management, 33, págs. 201-223.

Warr, P.B. [2003]: «Well-being and the workplace». En D. Kahneman, E. Diener y N. Schwarz (eds.): Well-being. The foundations of hedonic psychology. New York: Russell Sage Foundation.

Werkmeister, W. [1967]: Man and His Values. Lincoln, IL: University of Nebraska Press.

Witerton, J. [2004]: «A conceptual model of labour turnover and retention». Human Resource Development International, 7, págs. 371-390.

Wood, R.E. y Bandura, A. [1989]: «Impact of conceptions of ability on self-regulatory mechanisms and complex decision making». Journal of Personality and Social Psychology, 56, págs. 407-415.

Published

2011-11-07

How to Cite

Jáimez Román, M. J., & D. Bretones, F. (2011). Organizational empowerment: the beginning of a healthy work management. Revista De Trabajo Y Seguridad Social. CEF, (344), 209–232. https://doi.org/10.51302/rtss.2011.5099