Exploring empowerment as an enabler of effective knowledge management

Abstract

Purpose This study aims to investigate the degree to which trust influences job satisfaction and job performance by building on research in the organizational sciences about the relationships between interpersonal trust relationships, cognitive empowerment, job performance and job satisfaction. This study's primary research question is: What factors contribute to job satisfaction and job performance? Design/methodology/approach Data are collected through a field survey. The data set has 738 responses from employees who work in the financial sector in Turkey. Structural equation modelling was used to validate the hypotheses. Findings This study's main findings are that when considering job satisfaction and job performance, cognition-based trust (CBT) has a strong influence on both constructs, whereas affect-based faith has a medium effect on job satisfaction and no significant effect on job performance. Originality/value In an organization where trust is established, knowledge exchange will be facilitated and knowledge management will be done correctly. Therefore, trust is a critical factor for knowledge management. On the other hand, knowledge is an important key factor for job performance. Trust has two parts: affect-based trust and CBT. Psychological empowerment has four variables: impact, competence, meaningfulness and self-determination. This study aims to investigate the relationships between psychological empowerment, trust, job satisfaction and job performance.

Understanding the drivers of organizational business performance from the human capital perspective

“…When workers are satisfied with their job, they exhibit strong organizational commitment and a desire to stay with their present organization (Mobley, 1977; Mobley et al, 1978). It is for this reason, job satisfaction has been traditionally considered a very important construct in management research (e.g., see Kavalić et al, 2023; Ozpamuk et al, 2023).…”