Using a statistical model, this study examined the correlates and consequences of psychological empowerment among a group of 612 technically skilled, professional, and managerial hospital employees (129 men and 483 women). Whereas individual as well as group and organizational characteristics influenced feelings of empowerment, group and organizational variables accounted for more variance in empowerment than did the individual variables. Empowerment perceptions increased with organizational rank and with leader approachability, group effectiveness, and worth of group. Individuals with more tenure in the organization felt more empowered; however, men and women, and Whites and non-Whites reported no significant differences in feelings of empowerment. Empowerment perceptions also were associated with increased job satisfaction and work productivity/effectiveness, as well as a decreased propensity to leave the organization.
This article summarizes four contributions that were presented in a professional development workshop at the 2013 Academy of Management conference. The goal of the workshop was to discuss impediments to the theoretical advancement of social entrepreneurship. This paper's first two contributors discuss assumptions and boundaries of social entrepreneurship, exhibiting contrasting views of whether theory should be aggregated or disaggregated. The other two scholars focus on specific topics that advance social entrepreneurship research, specifically, studying the implicit normative underpinning of social entrepreneurship and social innovation processes. This is part three of a three-part series dealing with the future of social entrepreneurship research and theory.
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