FRINK Linked Data Fragments server

Matches in SemOpenAlex for { <https://semopenalex.org/work/W77951623> ?p ?o ?g. }

• W77951623 startingPage "675" @default.
• W77951623 abstract "Research on empowerment has focused more on psychological empowerment than relational empowerment or empowerment practices. One reason is that the results of empowerment practices are inconsistent and unstable. To understand the mechanisms and organizational factors affecting relational empowerment, we proposed a two-path model to explain the relationship between empowerment practices and service-oriented organizational citizenship behavior (SOCB). We hypothesized a direct effect based on self consistency theory and an indirect effect with job satisfaction as a mediator based on the social exchange theory. We also argued for a moderating effect of organization structure in this partially mediated model. These hypotheses are tested by a sample of 232 subjects, made up of groups of four subordinates and their immediate superior, from four organizations in different sectors of the Chinese economy, and they completed a mailed questionnaire containing measures of each of the variables in the study. The results showed that organicity moderated the effect of employee empowerment on job satisfaction, as hypothesized. The implications of the results for managerial practices were discussed. In the highly competitive environment of service industries in which service providers must be fast and efficient in providing quality services, proactive service workers are essential (Bowen & Lawler, 1992, 1995; FuIf ord & Enz, 1995). Recent research has found that organizational empowerment is an important management tool used to motivate service employees to deliver service proactively to satisfy the changing needs of customers with responsiveness and flexibility (Bitner, Booms & Tetreault, 1990). Empowerment refers to a situation in which a manager gives employees discretion to make day-to-day decisions about job-related activities (Conger & Kanungo, 1988). Empowerment has been studied and used in practice in many other industries before it was found to be especially important in service industries. However, empowerment is more intricate than we might think. When some managers try to empower their subordinates, they find it does not work well all the time (Argyris, 1998). Bowen and Lawler (1992) suggested that research on the consequences of empowerment was still limited, and findings of empowerment's effects were inconsistent. Although the literature held that the theoretical relationship between empowerment and employees' job attitude should be positive (see, e.g., Conger & Kanungo, 1988), the empirical evidence was mixed (Coote, Price & Ackfeldt, 2004). For example, some research reported a positive relationship between empowerment and job attitude (e.g., Singh, 2000), while Hartline and Ferrell (1996) reported a negative relationship between these variables. There is a need for more comprehensive understanding about how and when empowerment works (Coote, et al, 2004; Melhem, 2004). These inconsistent results of the effect of empowerment have two implications. First, the relationships between empowerment and job attitude and job performance may be influenced by external conditions. Bowen & Lawler (1992) suggested that empowerment might be an effective practice, but other organizational conditions might prevent it from functioning well. Therefore, defining the boundary conditions within which empowerment functions is an important research question regarding employee empowerment. Second, inconsistent results may also imply that our understanding of the mechanisms of how empowerment works is not precise. The bulk of previous empowerment research has focused on the direct relationships between empowerment practices and work outcomes. But there are few studies that attempt a detailed explanation of why employee empowerment affects work outcomes. In response to the call for studies to address these limitations, we proposed and tested in this study a model of the mechanisms through which empowerment practices affected employee's discretionary behaviors. …" @default.
• W77951623 created "2016-06-24" @default.
• W77951623 creator A5028294241 @default.
• W77951623 creator A5062495493 @default.
• W77951623 creator A5091092099 @default.
• W77951623 date "2011-09-01" @default.
• W77951623 modified "2023-09-22" @default.
• W77951623 title "Job Satisfaction and Organization Structure as Moderators of the Effects of Empowerment on Organizational Citizenship Behavior: A Self-Consistency and Social Exchange Perspective" @default.
• W77951623 hasPublicationYear "2011" @default.
• W77951623 type Work @default.
• W77951623 sameAs 77951623 @default.
• W77951623 citedByCount "23" @default.
• W77951623 countsByYear W779516232012 @default.
• W77951623 countsByYear W779516232013 @default.
• W77951623 countsByYear W779516232014 @default.
• W77951623 countsByYear W779516232015 @default.
• W77951623 countsByYear W779516232016 @default.
• W77951623 countsByYear W779516232017 @default.
• W77951623 countsByYear W779516232018 @default.
• W77951623 countsByYear W779516232021 @default.
• W77951623 countsByYear W779516232023 @default.
• W77951623 crossrefType "journal-article" @default.
• W77951623 hasAuthorship W77951623A5028294241 @default.
• W77951623 hasAuthorship W77951623A5062495493 @default.
• W77951623 hasAuthorship W77951623A5091092099 @default.
• W77951623 hasConcept C126583095 @default.
• W77951623 hasConcept C144133560 @default.
• W77951623 hasConcept C15744967 @default.
• W77951623 hasConcept C162324750 @default.
• W77951623 hasConcept C162853370 @default.
• W77951623 hasConcept C172256602 @default.
• W77951623 hasConcept C17744445 @default.
• W77951623 hasConcept C20555606 @default.
• W77951623 hasConcept C2718322 @default.
• W77951623 hasConcept C2780378061 @default.
• W77951623 hasConcept C39549134 @default.
• W77951623 hasConcept C50522688 @default.
• W77951623 hasConcept C77805123 @default.
• W77951623 hasConcept C83030740 @default.
• W77951623 hasConceptScore W77951623C126583095 @default.
• W77951623 hasConceptScore W77951623C144133560 @default.
• W77951623 hasConceptScore W77951623C15744967 @default.
• W77951623 hasConceptScore W77951623C162324750 @default.
• W77951623 hasConceptScore W77951623C162853370 @default.
• W77951623 hasConceptScore W77951623C172256602 @default.
• W77951623 hasConceptScore W77951623C17744445 @default.
• W77951623 hasConceptScore W77951623C20555606 @default.
• W77951623 hasConceptScore W77951623C2718322 @default.
• W77951623 hasConceptScore W77951623C2780378061 @default.
• W77951623 hasConceptScore W77951623C39549134 @default.
• W77951623 hasConceptScore W77951623C50522688 @default.
• W77951623 hasConceptScore W77951623C77805123 @default.
• W77951623 hasConceptScore W77951623C83030740 @default.
• W77951623 hasIssue "3" @default.
• W77951623 hasLocation W779516231 @default.
• W77951623 hasOpenAccess W77951623 @default.
• W77951623 hasPrimaryLocation W779516231 @default.
• W77951623 hasRelatedWork W101784017 @default.
• W77951623 hasRelatedWork W138581212 @default.
• W77951623 hasRelatedWork W1558089 @default.
• W77951623 hasRelatedWork W163832182 @default.
• W77951623 hasRelatedWork W1813309900 @default.
• W77951623 hasRelatedWork W1826438449 @default.
• W77951623 hasRelatedWork W1975525595 @default.
• W77951623 hasRelatedWork W1984282330 @default.
• W77951623 hasRelatedWork W1987258130 @default.
• W77951623 hasRelatedWork W202346731 @default.
• W77951623 hasRelatedWork W2037710531 @default.
• W77951623 hasRelatedWork W2042623444 @default.
• W77951623 hasRelatedWork W2104092422 @default.
• W77951623 hasRelatedWork W211039077 @default.
• W77951623 hasRelatedWork W2135255056 @default.
• W77951623 hasRelatedWork W2163737376 @default.
• W77951623 hasRelatedWork W2934412019 @default.
• W77951623 hasRelatedWork W3138672333 @default.
• W77951623 hasRelatedWork W890374245 @default.
• W77951623 hasRelatedWork W2104239385 @default.
• W77951623 hasVolume "28" @default.
• W77951623 isParatext "false" @default.
• W77951623 isRetracted "false" @default.
• W77951623 magId "77951623" @default.
• W77951623 workType "article" @default.