Impact of Psychological Empowerment on Employees’ Work and Organization Engagement: A Study in the Manufacturing Sectors, Bangladesh

Nawrin, Rubaba

doi:10.5901/mjss.2016.v7n5p389

Cited by 5 publications

(6 citation statements)

References 29 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Study was an empirical endeavor to explore upshot of psychological empowerment, work engagement with mediation of employee silence in public sector organizations. We devised based on previous studies available that psychological empowerment positively and significantly effects work engagement (Hashish et al, 2018;Nawrin, 2016) and study established the same results which are in line with previous studies (Hashish et al, 2018;Nawrin, 2016;Jose & Mampilly, 2014).…”

Section: Discussionsupporting

confidence: 75%

“…Nowadays organizations in services and manufacturing sectors have developed a resolve to have vibrant, active and psychologically empowered employees who remain highly engaged in organization suggesting a positive and direct relationship among psychological empowerment and work engagement (Nawrin, 2016). Impact of psychological empowerment on engagement of employees is positive and significant in services sector (Jose & Mampilly, 2014).…”

Section: Psychological Empowerment and Work Engagement In Services Sectormentioning

confidence: 99%

“…Statistical exploration on the relationship between psychological empowerment and engagement among employees revealed a positive and statistically significant relationship exists between both occupational psychology variables (Nawrin, 2016;Akharaiyi & Dina, 2018).…”

mentioning

confidence: 99%

See 2 more Smart Citations

Exploración de la influencia del empoderamiento psicológico en el compromiso laboral entre los empleados que trabajan en organizaciones basadas en el conocimiento: un análisis intermedio del silencio del empleado.

Amar¹,

Mangi²,

Soomro.³

2019

dilemas

View full text Add to dashboard Cite

El estudio examina el efecto del empoderamiento psicológico en el compromiso laboral con la intervención del silencio de los empleados entre los profesores y doctores de las universidades y hospitales del sector público en Sindh. Las influencias relacionales e intermedias se han probado utilizando procedimientos de mediación establecidos por (Baron y Kenny, 1986). Los resultados sugieren que el empoderamiento psicológico tiene una relación positiva y significativa con el compromiso laboral. Los resultados establecen que el silencio de los empleados media por completo la relación entre el empoderamiento psicológico y el compromiso laboral. La gerencia puede usar los hallazgos para mejorar el empoderamiento psicológico y reducir el silencio de los empleados, y hacerlos más comprometidos en universidades y hospitales específicamente y en otras organizaciones del sector público en general.

show abstract

Section: Discussionsupporting

confidence: 75%

Section: Psychological Empowerment and Work Engagement In Services Sectormentioning

confidence: 99%

See 1 more Smart Citation

Exploración de la influencia del empoderamiento psicológico en el compromiso laboral entre los empleados que trabajan en organizaciones basadas en el conocimiento: un análisis intermedio del silencio del empleado.

Amar¹,

Mangi²,

Soomro.³

2019

dilemas

View full text Add to dashboard Cite

show abstract

“…There are several well-established research works which validate that PE is positively associated with greater engagement levels at the workplace. Nawrin (2016), for instance, explained that psychologically empowered staffs convey the key attributes of engagement on the job and organisational level. More specifically, past researchers found that PE positively and significantly predicted EE (Arefin, Alam, Islam, & Rahaman, 2019).…”

Section: Linking Talent Management Practices Psychological Empowermen...mentioning

confidence: 99%

Crafting employee engagement through talent management practices in telecom sector

Akter

Ahmed

Sentosa

et al. 2022

SA Journal of Human Resource Management

View full text Add to dashboard Cite

Research design, approach and method: An online survey was conducted through the purposive sampling technique to collect data from telecom firms in Malaysia. The survey resulted in 242 responses, which were analysed through Partial Least Squares -Structural Equation Modelling (PLS-SEM) and PLS-Predict. In PLS-SEM, data were evaluated for hypothesis testing. After hypothesis result was obtained, the PLS-SEM model was assessed for its predictive validity through PLS-Predict. Main findings:The results explored that talent management factors positively and significantly predicted employee engagement through psychological empowerment, except training and development. The PLS-Predict resulted a higher value of predictive power for our model. Practical/managerial implications:This study may lead to practical applications to support human resource management practitioners towards comprehending the impact of talent management practices, either directly or indirectly, in engaging the right talent.Contribution/value-add: This study will fill the untapped area of improving employee engagement by adding psychological empowerment as a mediator between employee engagement and talent management practices.

show abstract

“…The positive alliance in implementing the employee empowerment program on work engagement in different segments was highlighted by previous researchers (Laschinger et al, 2004;Stander & Rothmann, 2010;Çağlar, 2012;Nawaz et al, 2014;Ugwuet al,2014;Nawrin, 2016). Stander & Rothmann (2010) examine the relationship between psychological empowerment, employee engagement and job insecurity among employee working in a government & manufacturing organization.…”

Section: Employee Empowerment and Work Engagementmentioning

confidence: 95%

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

Al-Dmour¹,

Yassine²,

Masa'deh³

2018

MAS

View full text Add to dashboard Cite

This paper is concerned with reviewing the concepts of employee empowerment, work engagement, and workforce performance. A historical overview of employee empowerment is addressed at the beginning to provide the reader with an initial understanding of the concept. Then, work engagement and employee performance concepts are reviewed deeply. Also, the links among employee empowerment, work engagement, and employee (workforce) performance are discussed through theoretical and empirical studies. This study will be useful for both academia and practitioners as to fill the gap of the incomplete causal chains among the three concepts.    

show abstract

Impact of Psychological Empowerment on Employees’ Work and Organization Engagement: A Study in the Manufacturing Sectors, Bangladesh

Cited by 5 publications

References 29 publications

Exploración de la influencia del empoderamiento psicológico en el compromiso laboral entre los empleados que trabajan en organizaciones basadas en el conocimiento: un análisis intermedio del silencio del empleado.

Exploración de la influencia del empoderamiento psicológico en el compromiso laboral entre los empleados que trabajan en organizaciones basadas en el conocimiento: un análisis intermedio del silencio del empleado.

Crafting employee engagement through talent management practices in telecom sector

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

Contact Info

Product

Resources

About