The Impact of Structural Empowerment on Organizational Citizenship Behavior-Organization and Job Performance: A Mediating Role of Burnout

Abstract

The banking sector employees are usually exposed to potential job burnout which impacts their employee performance. This study examined the impact of structural empowerment on organizational citizenship behavior-organization (henceforth, OCBO) and job performance and further examined the mediating effect of job burnout in the relationships of structural empowerment, OCBO and job performance. In this study, data from 282 employees was taken from four banks: both public and private sectors. Two stage sampling technique was carried out to collect data. In the first stage probability cluster sampling and in the second stage convenience sampling was used. Different data analysis techniques like correlation, regression analysis, were used to test the four hypotheses of the study. Findings show that there are strong positive relationships of structural empowerment with OCBO and job performance. It has also proved that job burnout strongly mediates the relationship of structural empowerment and organizational citizenship-behavior (OCBO) and weakly mediates the relationship between structural empowerment and job performance. The findings would help the HR executives of the organizations to formulate future development to combat the burnout and ensure effective overall performance of employees through structurally empowering them.

Structural empowerment, formal and informal power, and job performance quality: A moderated mediation analysis

“…Due to the complexity of job performance as a construct, various studies examined potential predictors of job performance in the health care field (Amarat et al., 2019; Bhatti et al., 2018). Among the studied variables, concerning job performance is structural empowerment (Jaffery & Farooq, 2015).…”

“…Structural empowerment has been associated with various job‐related outcomes such as work pressure, mental tiredness and stress (Laschinger et al., 2001; Laschinger & Havens, 1997). It has been proposed that structural empowerment is an important predictor of job performance (Jaffery & Farooq, 2015; Sarmiento et al., 2004). For example, the literature suggests that the increase in perceived access to workplace empowerment structures will predict higher performance (Wong & Laschinger, 2013).…”

A Comparative Study on Structural Empowerment of Co-Operatives Members in Urban and Rural Setting

“…Lanschinger developed a structural empowerment measurement tool based on Kanter's concept, known as the Conditions of Work Effectiveness Questionnaire (CWEQ) I and II [9]. This concept has been studied in nursing [10], education [11], banking [12], but has never been studied in a co-operative context.…”

The Prospect of Co-Operative Structure in Secondary Education Graduates

“…One of the earliest proponents of empowerment was Kanter [2] then developed by Laschinger [1] by making a structural empowerment measurement tool known as the Conditions of Work Effectiveness Questionnaire (CWEQ) I and II. Structural empowerment is examined in organizational contexts such as education [3], banking [4] nursing [5], but it has never been done in co-operatives even though empowerment is an important issue in co-operatives [6].…”