A Review of Literature on the Associations among Employee Empowerment, Work Engagement and Employee Performance

Al-Dmour, Rand; Yassine, Omayma; Masa'deh, Ra’ed

doi:10.5539/mas.v12n11p313

Cited by 24 publications

(26 citation statements)

References 74 publications

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“…Performance should be categorised as the benchmark in acknowledging employees' contributions rather than their effectiveness. (Al-Dmour, Yassine & Masa'deh, (2018). The evaluation of employee's performance can be conducted not only for the short or long term but can also be conducted at the individual, groups or organizations level.…”

Section: Employee Performancementioning

confidence: 99%

“…Employee participation is, therefore, an endeavour of workers and their organizations, something that is positive depending on context; workers' say or voice, co-decision, industrial democracy, employee involvement, empowerment, etc. (Al-Dmour, Yassine, &Masa'deh, 2018 andMarin-Garcia &Bonavia, 2015). Employee participation implies that the employer, voluntarily or by compulsion, yields a power of decision to the employees or their representatives.…”

Section: Participation Normsmentioning

confidence: 99%

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A Review of Organizational Relationship Quality, Trust, Commitment and Lecturers’ Perceived Performance in Institution of Higher Learning

Zakaria¹,

Hassan²,

Ngah³

et al. 2021

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As a result of globalization and the influence of working remotely, it has become more important to develop high-quality relationships in the organization for more cohesive teamwork among employees. High cohesiveness and synergy among employees will help organizations to achieve their goals. Management needs to understand how to interact with employees in ways that boost job satisfaction and engagement as perceived by employees. Many scholars agree that organizational performance is an indicator of how well an organization attains its desired goals. In addition to the roles played by the managers and superiors, organizational performance is also dependent upon the synergy of each individual employee's performance and their teamwork. Whether it is private or government agencies, service or manufacturing, employee performance is very important. In this paper, we hope to discuss and describe the relationship between three elements of Organizational Relationship Quality with the lecturer's performance. The dimensions of Organizational Relationship Quality include Organizational Trust, Organizational Commitment and Organizational Relational Norms. In addition, we hope to better understand the relationship and how the dimensions of relational norms are associated with a lecturer’s performance in institutions of higher learning.

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Section: Employee Performancementioning

confidence: 99%

Section: Participation Normsmentioning

confidence: 99%

A Review of Organizational Relationship Quality, Trust, Commitment and Lecturers’ Perceived Performance in Institution of Higher Learning

Zakaria¹,

Hassan²,

Ngah³

et al. 2021

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“…The five sets of workplace practices that Grawitch et al (2006) found to emerge within healthy workplaces were employee involvement, work-life balance, employee growth and development, employee recognition and health and safety. Employee involvement was defined by Grawitch and Ballard (2016, p. 5) as workplace practices that focus on "providing employees with a greater level of autonomy in their work as well as opportunities to be involved in organizational decision-making", and conceptually, employee involvement overlaps with practices such as employee empowerment, participative management and job enrichment (Al-Dmour et al, 2018). Grawitch et al (2007) found employee involvement to be the strongest predictor of organizational commitment, reduced emotional exhaustion and reduced turnover intentions.…”

Section: Theoretical Backgroundmentioning

confidence: 99%

An expanded holistic model of healthy workplace practices

O’Donnell

Ruth-Sahd

Mayfield

2019

IJOA

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Purpose The purpose of this paper is to test whether supportive workspace design, cultivation of high-quality leader–member relationships and vision alignment explain incremental variance in job satisfaction, work engagement and overall life satisfaction beyond antecedents identified in an earlier model of healthy workplace practices. Design/methodology/approach This paper reports the results of a survey study with a diverse sample of 214 employees. Findings In a series of regression analyses, the findings revealed that supportive workspace design, cultivation of high-quality leader–member relationships and vision alignment each explain incremental variance in one or more outcome variables (job satisfaction, work engagement and overall life satisfaction) beyond that of antecedents identified in an earlier model of healthy workplace practices. Research limitations/implications The present study identifies additional important variables to consider when conducting future research on healthy workplace practices. Future research could use longitudinal or experimental designs to further investigate the causal direction of the relationships identified in the present paper. Practical implications Managers can implement the practices identified in this paper to improve employees’ work engagement, job satisfaction and overall life satisfaction. Social implications This paper offers insights about how to improve employees’ lives, and thus, the potential impact is far-reaching and meaningful. Originality/value This paper empirically assesses workplace variables that were not included in tests of the prior healthy workplace practices model.

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“…Administrative empowerment of employees is one of the weapons of contemporary organizations in order to face the challenges in marketplace, competition, globalization and quality in the work environment (Felemban, 2009). On the other hand, the employees satisfaction about the work environment play a critical role in improving productivity, performance and reducing employee turnover and work problems (Al-Dmour et al, 2018…”

Section: Literature Reviewmentioning

confidence: 99%

The Effects of Administrative Empowerment on Employees Job Satisfaction in Five-star Resorts in Hurghada City

Hassan

Ahmed

Abo-talib

2019

International Academic Journal Faculty of Tourism and Hotel Man

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Administrative empowerment is a critical process for the employees, as it is a contemporary concept that leads the employee to achieve high levels of collaboration, teamwork, self-confidence, creativity, independent thinking and entrepreneurship. In general, the hotel managers play an important role in empowering their employees by giving them the information and responsibilities of the work, as well as, providing an atmosphere of trust between the management levels that help employees in decision-making. Additionally, administrative empowerment gives employees more flexibility and empowerment that help them to improve their performance and loyalty to the work. The study aims to identify the extent of the implementation of administrative empowerment of the employees in five-star resorts in Hurghada City, and its impact on job satisfaction. The study sample consists of employees of the five-star resorts in Hurghada City. This research is applied in 23 resorts of Hurghada City in Egypt. It adopts a quantitative approach for achieving its aims and desired objectives. A convenient sample was selected consisting of 500 hotel staff with an average of 72.4% response rate. A questionnaire is used for collecting data which is later analysed using SPSS version 24. The results indicate that administrative empowerment and its dimensions have a positive effect on job satisfaction. According to the results, the study proves that there is a strong correlation between administrative empowerment and employee's satisfaction in the five-star resorts in Hurghada City. It also recommends that hotel resorts empower and strengthen their employees by trusting in them , giving them the authority to carry out their tasks without consulting the administration, encouraging teamwork and providing them with appropriate training programs as well as communication channels for contacting with senior management. This study contributes to identifying the concept of administrative empowerment, its importance and dimensions as well as enriching the studies on the relation between administrative empowerment and its impact on job satisfaction. However, there is a lack of studies that show the effect of administrative empowerment on job satisfaction in the resorts in Egypt, especially in Hurghada resorts.

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A Review of Literature on the Associations among Employee Empowerment, Work Engagement and Employee Performance

Cited by 24 publications

References 74 publications

A Review of Organizational Relationship Quality, Trust, Commitment and Lecturers’ Perceived Performance in Institution of Higher Learning

A Review of Organizational Relationship Quality, Trust, Commitment and Lecturers’ Perceived Performance in Institution of Higher Learning

An expanded holistic model of healthy workplace practices

The Effects of Administrative Empowerment on Employees Job Satisfaction in Five-star Resorts in Hurghada City

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