Psychological Empowerment: A Key to Boost Organizational Commitment, Evidence from Banking Sector of Pakistan

Hashmi, Maryam Saeed; Naqvi, Imran Haider

doi:10.5296/ijhrs.v2i2.1807

Cited by 25 publications

(20 citation statements)

References 26 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…CONCLUSION Employee's commitment to change will lead to the implementation of change success and increasing performance [2]. Consequently, paying attention to the psychological empowerment of the employee is essential, as psychological empowerment will boost organizational commitment and commitment to Change [8], [17].…”

Section: B Discussionmentioning

confidence: 99%

“…A previous study showed that psychological empowerment has correlated with organizational commitment [8]. Further, another research showed that organizational commitment connected with a commitment to change, based on that it assumed that psychological empowerment has significantly positively associated with commitment to change [9].…”

Section: Psychological Empowermentmentioning

confidence: 99%

See 1 more Smart Citation

Psychological empowerment as mediator on perceptions of organizational environment with commitment to change

Mangundjaya¹

2019

Proceedings of the International Conference of Ethics on Business, Economics, and Social Science (ICEBESS 2018)

View full text Add to dashboard Cite

An organization is an open system; consequently, any changes in the external environment will have an impact on the organization. This condition makes the organization must change. However, based on the previous experiences, not every change program had succeeded, and even can be categorized as a failure. In this regard, there are many variables can become the sources of failure namely: factors that lie in the environment, organization, and people, such as individual characteristics. Mostly the researchers pay attention to variables in the organization and personal characteristics, however, only a few their studies regarding to the perceptions of the organizational environment. The research aims to test the effect of employee's perceptions of the external organizational environment about commitment to organizational change, using psychological empowerment as a mediator. Data gathered from 539 employees working in two financial state-owned organizations in Indonesia. Results showed that there are significant effects of all the two variables, namely: organizational task environment and Psychological Empowerment on commitment to change. Results also revealed that the psychological Empowerment as a mediator had an indirect effect on a commitment to change. The implications of this study are for management of change, regarding paying attention to how people perception of their environment as well as developing psychological empowerment to achieve high commitment to change from their employees.

show abstract

Section: B Discussionmentioning

confidence: 99%

Section: Psychological Empowermentmentioning

confidence: 99%

Psychological empowerment as mediator on perceptions of organizational environment with commitment to change

Mangundjaya¹

2019

Proceedings of the International Conference of Ethics on Business, Economics, and Social Science (ICEBESS 2018)

View full text Add to dashboard Cite

show abstract

“…Organizations have also been under pressure to keep their management techniques concurrent with the current business challenges or to adopt new management style to be able to meet the demands of customers and competitive environment (Hashmi & Naqvi, 2012). …”

Section: Introductionmentioning

confidence: 99%

Linking organizational trust with employee engagement: the role of psychological empowerment

2014

View full text Add to dashboard Cite

The present study investigated the moderating effect of psychological empowerment on the relationship between organizational trust and employee work engagement in a Nigerian business environment. Hierarchical regression analyses were carried out on a sample of 715 employees from seven commercial banks and four pharmaceutical companies in southeastern Nigeria who participated in the survey. The results showed that organizational trust and psychological empowerment were predictors of work engagement. Besides, and as we expected, we found a moderating effect of psychological empowerment on the relationship between organizational trust and work engagement. Therefore, the positive relationship between organizational trust and engagement was stronger for those employees with low psychological empowerment. This study was one of the first attempts to empirically investigate the direct relationship among organizational trust, psychological empowerment and employee work engagement. Additionally, most previous studies on engagement have been conducted mainly in developed economies such as North America and Europe. This study was carried out in a peculiar Nigerian business environment where organizational behaviors have been scarcely investigated. Comparing findings from different cultures may help further clarify the emerging work engagement concept.

show abstract

“…In addition, competence in the study by Hashmi et al (33) and meaning in the study by Khanalizadeh et al (3) had the greatest impacts on organizational learning. Therefore, the results of these three studies are inconsistent with the current study results.…”

Section: Discussionmentioning

confidence: 96%

Relationship Between Organizational Learning and Employees' Empowerment: A Case Study Among Medical Sciences Staff

et al. 2014

View full text Add to dashboard Cite

Background: Universities, like any other organization, are working in a variable and dynamic environment. In order to empower these organizations to deal with constant change, they should focus on organizational learning. Objectives: This research aimed to study the relationship between organizational learning and employees' empowerment among the headquarters staff of Shiraz University of Medical Sciences in 2013. Patients and Methods:This was an applied, cross-sectional, and analytical-descriptive study. A sample of 100 headquarters staff of Shiraz University of Medical Sciences were selected using stratified sampling proportional to size, and simple random sampling methods. The required data were collected using two questionnaires. Collected data were analyzed by SPSS 18.0 and statistical tests including; ANOVA, independent-sample t-test as well as Pearson's correlation coefficient, and multiple linear regression (stepwise method). In all tests, P value < 0.05 was considered statistically significant. Results:The results showed that the studied employees' empowerment and organizational learning were moderate. In addition, the results of multiple linear regression indicated that only participation (P < 0.001) and competence (P = 0.001) had a positive and significant association with organizational learning. Conclusions:The studied university could promote employees' empowerment and organizational learning using strategies including job enrichment, providing opportunities for innovation and creativity for their employees, giving rewards to individuals and team learning.

show abstract

Psychological Empowerment: A Key to Boost Organizational Commitment, Evidence from Banking Sector of Pakistan

Cited by 25 publications

References 26 publications

Psychological empowerment as mediator on perceptions of organizational environment with commitment to change

Psychological empowerment as mediator on perceptions of organizational environment with commitment to change

Linking organizational trust with employee engagement: the role of psychological empowerment

Relationship Between Organizational Learning and Employees' Empowerment: A Case Study Among Medical Sciences Staff

Contact Info

Product

Resources

About