Empowerment in the Public Sector: Testing the Influence of Goal Orientation

García-Juan, Beatriz; Tena, Ana Belén Escrig; Roca‐Puig, Vicente

doi:10.1177/0091026018819020

Cited by 9 publications

(6 citation statements)

References 104 publications

(193 reference statements)

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“…This raises the question of whether grit is weakened or strengthened by the employees' level of professionalism. An ideal goal-oriented culture provides employees with role identities that are appropriate for achieving the organization's goals and missions, and which reduce role conflicts, ambiguity, demands, and work-related stress among employees (García-Juan et al, 2019;Valmohammadi & Roshanzamir, 2015). Thus, we used professionalism and goal-oriented culture 2 as the moderators in this study.…”

Section: Introductionmentioning

confidence: 99%

Does Grit Matter to Employees’ Quality of Work Life and Quality of Life? The Case of the Korean Public Sector

Kim

Lee

2021

Public Personnel Management

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To ensure the quality of the work done in the Korean career civil service system (which is characterized by stability, such as lifelong job security), the public sector must use methods to motivate their employees and improve their performance in the long run. In this study, we propose that grit, as a type of work motivation, can boost employee well-being (i.e., job satisfaction, job stress) and organizational outcomes (i.e., organizational commitment, performance). Therefore, the main objective of this study is to assess the validity of grit among public employees from a collectivist culture; to this end, we use the 2016 survey of Korean public officials ( N = 2,070). The results are as follows: (a) grit has a direct positive effect on quality of work life (QWL), (b) QWL can increase employee’s quality of life (QOL), and (c) professionalism and goal-oriented culture negatively and positively regulate grit and QWL. We also examined how employee motivation (e.g., grit) can enrich their QWL and QOL. Altogether, this study supports the argument that human resource (HR) managers should pay attention to grit. To achieve success, one needs not only some level of ability but also the zeal and capacity for hard labor, the latter two of which are considered to constitute grit. Given that, this research targeted grit in the Korean context—not the Western one—and examined its effects in the Korean public sector, where conscientiousness is emphasized.

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Section: Introductionmentioning

confidence: 99%

Does Grit Matter to Employees’ Quality of Work Life and Quality of Life? The Case of the Korean Public Sector

Kim

Lee

2021

Public Personnel Management

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“…García-Juan, Escrig-Tena, and Roca-Puig (2018, 2019) has presented two studies of relations between structural, psychological empowerment and organizational performance. Their first research revealed that there is no confirmation on the direct link between structural and psychological empowerment (García-Juan et al, 2018) and the second study also based on empirical evidence shows that structural empowerment is positively associated with perceived organizational performance (García-Juan et al, 2019). What is more, the results uncover the role of psychological empowerment by stating that it does not mediate the abovementioned relationship, although it is a strong premise of organizational performance.…”

Section: Workplace Empowermentmentioning

confidence: 90%

“…In the scientific literature, there are three forms of empowerment are studied. Structural (also known as managerial or relational), psychological (individual) and community empowerment -all forms are captured in the empowerment theory (Zimmerman, 2000;Laschinger, Nosko, Wilk, & Finegan, 2014;García-Juan, Escrig-Tena, & Roca-Puig, 2018;Christens, 2019). All of them are important and influential in their own way but focusing on the investigation of organizational performance the structural empowerment captures the attention of the researchers the most.…”

Section: Workplace Empowermentmentioning

confidence: 99%

Mutuality, empowerment and fit in creative knowledge work performance

Gaižauskienė

Tunčikienė

2019

Proceedings of 6th International Scientific Conference Contemporary Issues in Business, Management and Economics Engineering ‘2

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Purpose – the purpose of the article is to reveal the role of the three dimensions – mutuality, empowerment and fit – in organizational performance and productivity with the main emphasis on creative knowledge work. The scientific problem could be expressed in the goal to identify the relationships between these elements and elicite research gaps to be filled. Research methodology – the methodology of the article used consists of scientific literature review, analyses and synthezes, structural equation modelling. Findings – in the part of the literature review the theoretical models are presented as the base and grounding for the creation of an empirical model. Research limitations – the main limitation of this research is the exclusion of risks and hazards in the workplaces as the focus is on the main positive factors which influence the performance. Avoiding negative dimensions limits prevention of emerging forces which usually require recourses. By investigating risk elements may give a more accurate view to the whole picture in organizations. Practical implications – the practical implication of the research results may identify the areas in SHRM policies which could require new or improved practices. Originality/Value – there are very limited number of researches which combine human resource and knowledge management, so the main novelty of this study is to answer one questions specific to one discipline by using findings of the other field

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“…Evidently, empowerment is a topic covered the world over, and many scholars have been able to discuss the topic from a global perspective (Honold, 1997;Pelit, et al 2011;Jo and Park, 2016;Abdelhamied, et al 2017;Hirzel, et al 2017;Viveros, et al 2018;Leyer, et al 2019;García-Juan, et al 2019;Saleem, et al 2019;Berraies and Hamouda 2018;Kumar and Sajld, 2019;Manzoor, et al 2019;Nowak, 2019;Al-Omari, et al 2020), to a South African perspective (Mayeza and Maluka, 2018;de Villiers and Stander, 2011;Ronnie and Boyd, 2019;Gwinji, 2018;Dhlomo, 2018;Alsamour, et al 2018). Empowering employees is assumed to improve job satisfaction as well demonstrate that empowering employees has positive impact on apparent service quality.…”

Section: Literature Reviewmentioning

confidence: 99%

Assessing the Empowerment Program at a South African University

Mukwakungu,

Ndlovu,

Sukdeo

et al. 2023

Proceedings of the International Conference on Industrial Engineering and Operations Management

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The main objective of this study is to investigate the importance of having a committed, functioning employee empowerment and involvement program at a local university in Johannesburg, South Africa. The essence of the discussion focuses on the overall impact, positive or negative, that employee empowerment has on organizational effectiveness. The quantitative research approach was utilized for this study. The primary data was gathered through a survey that was structured and consisted of three constructs: employees' participation in decision-making, perception of their immediate supervisors and perception of management of change within their institution. The survey instrument was distributed to a total of 100 employees, with a 72% response rate. The findings show that most respondents are of the view that they occasionally participate in decision-making, with their immediate supervisor poorly welcoming their involvement in decision-making, while perceiving management of change as slightly important regarding empowerment within the local university. The results reported in this study relate to one institution of higher learning, hence they cannot be generalized. Nonetheless, these findings add to previous findings on empowerment by stressing that social systemic features such as self-esteem, facts, awareness, incentives, institutional environment are a positive factor in the effect of empowerment on the company.

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Empowerment in the Public Sector: Testing the Influence of Goal Orientation

Cited by 9 publications

References 104 publications

Does Grit Matter to Employees’ Quality of Work Life and Quality of Life? The Case of the Korean Public Sector

Does Grit Matter to Employees’ Quality of Work Life and Quality of Life? The Case of the Korean Public Sector

Mutuality, empowerment and fit in creative knowledge work performance

Assessing the Empowerment Program at a South African University

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