Employee Empowerment

waarvan uitgebreid wetenschappelijk onderzoek de effectiviteit heeft aangetoond. Sinds enige tijd wordt in wetenschappelijke publicaties dan ook de vraag gesteld waar deze kloof tussen theorie en praktijk zich exact bevindt, hoe deze kan worden verklaard en wat eraan kan worden gedaan om ze te doen verdwijnen, of althans te verkleinen. Drs. J. Segers is licentiaat arbeids-& organisatiepsychologie en bereidt een doctoraat voor als assistent aan de faculteit toegepaste economische wetenschappen van de Universiteit Antwerpen. Prof. dr. D. Vloeberghs is hoogleraar HRM aan de Universiteit Antwerpen en communicatie aan de K.U. Leuven. Prof. dr. P. De Prins is sociologe en verbonden als docente aan

Purpose -The purpose of this study is to examine the extent of awareness of Green Human resource Management among different levels of HR Managers from various organizations in Bangladesh. Design/methodology/approach -A combination of quantitative and qualitative research methods are employed to gather information. Specifically, data are collected from 221 managers in selected firms. Descriptive data analysis is presented with respect to the awareness level and causal research approach executed to find out the significant factors which increase the employees' awareness on green HRM. Findings -This study provides significant current information on Green HRM though the practice of Green HRM in Bangladesh is insignificant. The findings reveal that Green HRM knowledge depends on various factors. Practical implications -The study identified the awareness level on Green HRM among the Managers from different sectors in Bangladesh. Organizations should employ requisite Green HRM practices to achieve excellent organizational performance. Furthermore, the government may create policies to promote the above practices, since, in the long term, achieving organizational excellence will reflect positively on the economy. All these may be facilitated through proactive organizational and national human resource development initiatives. Originality/value -The significance of the present study stems from the fact that very few studies have explored the awareness level of employees in the field of Green human resource management in Bangladesh. The results provide additional insights into HRM practices in Bangladesh, as an Indian subcontinent country. A region that has been neglected by management researchers and has therefore been less researched. Also, the insights gained from this study contribute to the future development of this line of research, particularly in a non-Western country like Bangladesh.

Bu çalışmanın amacı, Ankara il merkezinde faaliyet gösteren dört ve beş yıldızlı otel işletmelerinde kontrol odağının örgütsel bağlılık üzerine etkisinde personel güçlendirmenin aracılık rolünü ortaya koymaktır. Söz konusu aracılık rolü Ankara il merkezinde faaliyet gösteren 13 adet dört ve beş yıldızlı otel işletmesinde görev yapmakta olan toplam 268 iş görenden anket tekniği ile elde edilen verilere uygulanan hiyerarşik regresyon analizleri ile incelenmiştir. Çalışmanın sonucunda; kontrol odağı değişkenin hem örgütsel bağlılık üzerinde hem de personel güçlendirme üzerinde pozitif yönde etkisinin olduğu, ayrıca, personel güçlendirmenin örgütsel bağlılık üzerinde yine pozitif yönde bir etkisinin olduğu görülmektedir. Araştırmanın temel sorunsalı olan aracılık rolüne bakıldığında ise, personel güçlendirmenin, kontrol odağının örgütsel bağlılık üzerindeki etkisinde tam aracılık rolüne sahip olduğu ortaya çıkmıştır.

ÖZ Bu çalışmanın amacı, Ankara il merkezinde faaliyet gösteren dört ve beş yıldızlı otel işletmelerinde kontrol odağının örgütsel bağlılık üzerine etkisinde personel güçlendirmenin aracılık rolünü ortaya koymaktır. Söz konusu aracılık rolü Ankara il merkezinde faaliyet gösteren 13 adet dört ve beş yıldızlı otel işletmesinde görev yapmakta olan toplam 268 iş görenden anket tekniği ile elde edilen verilere uygulanan hiyerarşik regresyon analizleri ile incelenmiştir. Çalışmanın sonucunda; kontrol odağı değişkenin hem örgütsel bağlılık üzerinde hem de personel güçlendirme üzerinde pozitif yönde etkisinin olduğu, ayrıca, personel güçlendirmenin örgütsel bağlılık üzerinde yine pozitif yönde bir etkisinin olduğu görülmektedir. Araştırmanın temel sorunsalı olan aracılık rolüne bakıldığında ise, personel güçlendirmenin, kontrol odağının örgütsel bağlılık üzerindeki etkisinde tam aracılık rolüne sahip olduğu ortaya çıkmıştır. Anahtar Kelimeler: Kontrol odağı, personel güçlendirme, örgütsel ba...

We live in a knowledge economy. The core assets of the modern business enterprise aren't its buildings, machinery, and real estate, but the intelligence, understanding, skills, and experience of its employees. Harnessing the capabilities and commitment of knowledge workers is arguably the central managerial challenge of our time. Unfortunately, it is a challenge that has not yet been met. Corporate ownership structures, governance systems, and incentive programs--despite the enlightened rhetoric of business leaders--remain firmly planted in the industrial age. In this article, the authors draw on history to lay out a model for a democratic business organization suited to the knowledge economy. Some 2,500 years ago, the city-state of ancient Athens rose to unprecedented political and economic power by giving its citizens a direct voice and an active role in civic governance. The city's uniquely participative system of democracy helped unleash the creativity of the Athenian pe...

The successful implementation of organizational change has become an important management task, given that countless companies fail to implement organizational changes successfully in recent decades. Further, there has been a lack of empirical research on the role of transformational leadership in a change context per se. In this regard, the present study aims to fill this gap by conducting an empirical research in hopes of contributing to a better understanding of the inner workings of employees' supportive attitudes and behavior toward change by investigating the relationship between transformational leadership and employee's behavioral support for organizational change. The results from a sample of 448 respondents in Taiwan provide additional insight into the mechanism through which transformational leadership influences behavioral support for organizational change.

Change is part of the contemporary business landscape, but the issue of resistance to change is still one of the
most prevalent obstacles to effective organisational change. This paper examines the reasons and effects and plans
of overcoming resistance at the work place by critically reviewing the literature. Based on the classical theories
like the model of change proposed by Lewin and the pioneering work by Coch and French, and using the modern
input of Warrick, Burnes, among others, the paper summarises the results of the studies on various fields. The
review mentions psychological, cultural, and structural aspects as significant points of resistance such as fear of
the unknown, lack of trust, poor communication, and leadership barriers. The results indicate that to achieve an
effective change management, the integrations of strategies, including effective communication, employee
involvement, the leadership devotion, training, and application of change agents, are necessary. Moreover, the
research highlights the need to promote organisational resilience in order to respond to the current digital change,
work-hybridisation, and changes based on innovation. The paper will end by giving recommendations to managers
and future research areas especially on change preparedness and how leadership can be used to reduce resistance
in fast changing work environments.

Research on quality based on the cultural perspective claims that, more than an implementation of tools and techniques, quality is the outcome of cultural factors, namely organisational values and practices among which leadership and employee working patterns are of paramount importance. The development of a total quality culture is a strategic issue for the achievement of stakeholder satisfaction and business competitiveness in a highly demanding and uncertain business environment. In this research a model integrating the critical success factors for a total quality culture was tested in organisations of two subsectors of the tourism industry, using the SEM (Structural Equation Models with Latent Variables) approach by means of the PLS (Partial Least Squares) technique. Main findings corroborate that leadership and employee empowerment are key success factors for a total quality culture, thus reinforcing the principle that everyone in the organisation is responsible for quality. However, organisational information and communication practices were not found to be key success factors.

The aim of this paper was to provide a better understanding of the adoption of GHRM mechanisms to improve employee retention in Nigerian hotels. Specifically, to help managers improve employee retention, as this topic has largely been neglected by researchers studying management in the hotel sector in Nigeria. Therefore, the present study assesses HRM strategies based on responses to 430 structured questionnaires. Data were coded in SPSS23 and analysed using PLS-SEM 3.0. The results show that green personal values (GPV), green recruitment and selection, green training and development, and employee empowerment have positive and significant effects on employee retention. Also, employee empowerment mediates the effects of all other aforementioned variables, except GTD, on employee retention. A notable contribution of this study is the introduction of GPV as an imperative variable that can enhance employee retention in the hotel sector. Managers are encouraged to apply the green HRM str...

Enpowerment concept has begun to gain importance in accordance with the changing work environment. Authorizing employees and involving them in decision-making processes have a great role in increasing employee productivity and motivation. In this study, it is aimed to develop a scale to measure structural empowerment. In this respect, with the qualitative and quantitative analyses conducted, a new structural empowerment scale is presented and the scale development methodology is explained.

Kaizen, a Japanese philosophy meaning "continuous improvement," has become a foundational management approach worldwide, underpinning sustainable business success. This article explores the significance of Kaizen principles in diverse organizational settings by analyzing its historical origins, core tenets, and measurable impacts on productivity, waste reduction, employee engagement, and customer satisfaction. Utilizing a comprehensive literature review methodology, this study synthesizes empirical data and case studies across manufacturing, healthcare, and service industries. Findings confirm that organizations embedding Kaizen into their culture achieve superior operational efficiency, innovation capacity, and competitive advantage. The discussion addresses challenges, cultural considerations, and implementation strategies, concluding with evidence-based recommendations to maximize Kaizen's organizational value. This detailed study contributes a vital resource for future research and practical application of continuous improvement methodologies.

Purpose: The purpose of this research is to find out the factors which affect Job satisfaction at public sector secondary schools of Rahim Yar Khan. Design: This research is quantitative types. Sample size of 260 is selected and questionnaire is distributed among the secondary school teachers of city Rahim Yar Khan. 200 questionnaires were completed and returned. The sampling technique used in this research is convenience sampling. SPSS software is used to analyze the data statistically. Findings: The findings were teachers were satisfied with their job .The factor which makes them unsatisfied is Pay. It is concluded from the study that factors pay, working condition, locus of control, training & development, employee empowerment, relationship with coworker, relationship with supervisor, and nature of work have positive relationship with job satisfaction. Practical Implication: This study provides road map for managers or the top management how to satisfy their employees. Key Words:...

The study examined the link between four dimensions of empowerment (autonomy, decision making, information sharing and training) and organizational performance using gender, age and tenure as control variables. Only gender a significant contribution to organizational performance and all models had a positive influence on organizational performance. On the other hand, the results of multiple regression analysis on employee empowerment and performance revealed that training and information sharing had moderate contribution towards employee empowerment. Autonomy and decision making had no significant contribution to organizational performance.

This is a working paper and has been submitted to other conferences for presentation. Please do not cite without permission from the author. Despite its consistent use and application by management scientists and practitioners alike, an in-depth review of the empowerment literature concludes the construct lacks conceptual clarity, leaving research surrounding the construct of empowerment questionable. It is critical that a clear conceptualization of the empowered state exist to increase the utility of the phenomenon and allow for the development of the empowerment process. After a detailed review of past and current approaches to defining empowerment, a clarified and more accurate definition of the empowered state is presented. Keeping in mind its power roots and its multidimensional nature, the empowered state is defined as a psychological state reflecting autonomy, control, and accountability. These components reflect an employee who reaches an empowered state perceiving they have authority and self governance over their own work and aspects of their work environment, and knowing they are held accountable in their work outcomes. Once this reconceptualization of the empowered state has been thoroughly discussed, a model of the empowerment process is proposed, identifying factors impacting the degree to which an employee experiences an empowered state, the antecedents and outcomes of such a state, and other mediating variables.

This is a working paper and has been submitted to other conferences for presentation. Please do not cite without permission from the author. Despite its consistent use and application by management scientists and practitioners alike, an in-depth review of the empowerment literature concludes the construct lacks conceptual clarity, leaving research surrounding the construct of empowerment questionable. It is critical that a clear conceptualization of the empowered state exist to increase the utility of the phenomenon and allow for the development of the empowerment process. After a detailed review of past and current approaches to defining empowerment, a clarified and more accurate definition of the empowered state is presented. Keeping in mind its power roots and its multidimensional nature, the empowered state is defined as a psychological state reflecting autonomy, control, and accountability. These components reflect an employee who reaches an empowered state perceiving they have authority and self governance over their own work and aspects of their work environment, and knowing they are held accountable in their work outcomes. Once this reconceptualization of the empowered state has been thoroughly discussed, a model of the empowerment process is proposed, identifying factors impacting the degree to which an employee experiences an empowered state, the antecedents and outcomes of such a state, and other mediating variables.

This study was a research investigation into the nature of connections between job satisfaction and employee job performance and how this connection affects the general organization's performance of the workplace. Job satisfaction has been one of the most neglected research topics over the years but yet has maintained a vital role in influencing organizational performance across the globe. The study adopted thematic analysis through the systematic and extant review of literature of over 80 well researched papers published in reputable journals across the globe. The study discovered that Employee performance and the success of the organization as a whole are significantly influenced by job satisfaction. Employee engagement, productivity, and retention can be greatly impacted by comprehending the various forms of job satisfaction, determining the variables that affect satisfaction levels, and putting policies in place to measure and enhance job satisfaction. The study concludes that placing a high priority on job satisfaction and funding employee performance training, organizations may establish a productive workplace that encourages dedication, motivation, and well-being. This study also concludes that compensation and benefits, training, working conditions, and the nature of the job are the factors influencing employee performance and job satisfaction. Employee performance and salary and benefits were shown to be positively correlated or have positive connections with organizational performance, according to the correlation study. Additionally, employee performance and training showed a favorable link or positive connections, although working circumstances showed a weakly positive relationship. There was a somewhat favorable correlation between employee performance and the type of the work. All of the predictor variables, such as pay and benefits, training, and working conditions, have a positive effect on employee performance, according to the regression analysis's result reviewed. Additionally, it found that job satisfaction significantly improves employee performance. The primary element impacting employee performance is the nature of the job.

Against a background in the past decade of significant contextual changes, including the deregulation of the airlines, the privatisation of Qantas, and the merger of Australian Airlines, Qantas Airlines Limited has undergone significant organisational change. This change ...

Proceedings of the International Academy of Ecology and Environmental Sciences (ISSN 2220-8860; CODEN PIAEBW)
http://www.iaees.org/publications/journals/piaees/piaees.asp
E-mail: piaees@iaees.org

Volume 15, Number 3, 1 September 2025
http://www.iaees.org/publications/journals/piaees/articles/2025-15(3)/2025-15(3).asp

Articles

Phytoplankton diversity is best food indicator forinsects and fishes from Kapileshwar Lake of Wardha District (Ms), India
Proceedings of the International Academy of Ecology and Environmental Sciences, 2025, 15(3): 67-74
V. D. Dorlikar, R. G. Sadulwar, K. B. Narwade, S. S. Shinde, S. D. Raut
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Green drivers of hotel sustainability: Top management and HR empowering employees for environmental performance
Proceedings of the International Academy of Ecology and Environmental Sciences, 2025, 15(3): 75-91
Maryam Ooshaksaraie, Mohammad Reza Azadehdel, Leila Ooshaksaraie
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This study explores the relationship between digital human resource management (HRM) practices, organizational culture, and employees' perceived digital competence within Greek organizations. While digitalization has become a central priority in human resource management (HRM), there is still limited understanding of how cultural context shapes the effectiveness of digital HR interventions. Using a quantitative approach, data were collected via an online questionnaire from 257 employees across various sectors. The research employed the method of Partial Least Squares Structural Equation Modeling (PLS-SEM) and Multi-Group Analysis (MGA) to examine the structural relationships between digital HRM practices-such as e-learning, onboarding, and performance managementand digital competence, taking into account different organizational culture profiles. The results show that digital HRM practices have a positive, but modest, impact on employees' digital skills, with e-learning emerging as the most influential factor. Importantly, the effect of HRM practices varies significantly according to the cultural environment: supportive and innovative cultures foster stronger development of digital competence compared to hierarchical settings. The findings underline the necessity for organizations to adapt digital HR strategies to their specific cultural context and not to rely solely on technological solutions. This research contributes to the growing literature by demonstrating the interplay between technology and culture in shaping employees' digital capabilities and suggests that a balanced focus on both is essential for successful digital transformation.

Soft skills are essential for professionals to achieve the successful work place. This study examined how soft skills become gate wayfor employability and scaling their skills for professional improvement. This study adopted 220 engineering graduates with different engineering divisions of Rajeev Gandhi Memorial College of Engineering &Technology (autonomous)Nandyal.The data was collected based on questioner, the findings revealed that, the students have insufficient skills to gain employability. This study mainly focused and noticed that, the Government of AP implemented the Communication Skills Project in collaboration of British Council. The project consist the fifteen mentors during the train the trainer and students, and finally APTIS test for students based on CEFR levels. This effect mainly focused the employability skills. This study discussed how modules and handouts helped the learners to improve skills. These papers mainly focused and explain the Digital skills and Teambu...

Keywords: Empowerment, Psychological Empowerment, Productivity Nowadays, empowerment is considered as a useful tool for employees' qualitative enhancement or growth and as one of basic factors in increasing employees' productivity. This descriptive study aimed to investigate the effect of psychological empowerment on nurses' productivity in private hospitals of Bandar Abbas. The statistical population of this research included 508 nurses of private hospitals in Bandar Abbas, which finally 217 of those nurses were selected as statistical sample through using stratified random sampling and Cochran's sample size formula. To collect data, two validated questionnaires including Spreitzer Standard Questionnaire (1995) and Hersey-Goldsmith Questionnaire (1980) were used to measure psychological empowerment and productivity, respectively. The results revealed that there is a significant positive correlation between competency, confidence, impact, and autonomy and nurses'...

Efforts to the quality, assurance of the school level requires the parties directly responsible for the quality of service to stakeholders in education, especially in the service of learning. Principals as school leaders and managers have a role in ensuring the quality of school education, although schools are on limited resources and sources of funds, the principal office must be able to have a dig requirements, lead, empower and open participation of stakeholders effectively. Based on the identification of the primary head of Management Training in 2005 was organized by the Training office in Bandung, that the skills that should be owned by the school with limited resources many schools are in leadership .skills, entrepreneurship (leaderpreneurship). The essence of leadership is the ability leaderpreneurship be based by the entrepreneurial spirit to respond to the demands strategic environment, its limitations and the strengths and challenges into opportunities to achieve toe scho...

Employee competencies are a key resource in modern enterprises. It's impossible to reach ambitious, organizational goals without talented, committed and entrepreneurial managers. In the article the competency profile of the manager of the future is presented. The profile emphasis is the need for a manager's entrepreneurship. Basing on this profile, a tool for the assessment of the level of students' and managers' competencies was created. In the empirical part of the paper the results of research concerning students' and managers' competency level was presented. The proposed changes, which need to be implemented while competencies develop, were characterized.

Employee Turnover Intentions in the Hospitality Industry by Bettye Holston-Okae EMBA, Texas Woman’s University, 2011 MS, Jackson State University, 2001 BS, Mississippi Valley State University, 1999 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University May 2017 Abstract Employee turnover is detrimental to organizational performance and profitability, leadingEmployee turnover is detrimental to organizational performance and profitability, leading to loss of diverse financial and intellectual resources and assets. Grounded in the motivation-hygiene theory, the purpose of this correlational study was to examine the relationship between employee turnover intention and job satisfaction, employee compensation, employee engagement, employee motivation, and work environment. The population consisted of lowto mid-level hospitality employees residing in Western Georgia, Central Mississippi, and North Central Te...

Samenvatting Employers struggling with older workers The ageing of the Dutch work force proceeds rapidly. An increasing share of Dutch employers now has to face the consequences of an ageing staff. Many employers are not very optimistic about these consequences: they foresee increasing costs if their personnel grows older, while these increasing costs are not offset by increasing benefits. Yet, personnel policies towards older workers can be characterised as ‘accommodating’: older workers are being spared (less overtime, no nightshifts) and are being granted additional facilities (more holidays, more relaxed working hours). Only few organisations invest in older workers’ human capital. So, personnel policies actually contribute to the imbalance between costs and benefits of an ageing work force. In addition, employers do not consider older workers a key factor to combat current and future labour market shortages.

One of the important variables for investors is the price of stocks and so that the variables that affect the price of the stocks. There are many indicators and methods such as fundamental and technical analysis that investors can use in valuing these instruments. Fundamental analysis, and financial ratios are tools that are generally used in investments process. Especially price-earnings ratio and dividend yield ratio are traditional financial ratios which are used to forecast the performance of the stock. In this context, the purpose of this study is to analyze the relationships between the price, price-earnings ratio and dividend yield ratio of the companies that are listed at BIST Banking sub-sector. In this context, in line with the aim of the study monthly price, price-earnings ratio and dividend yield ratio of VAKBN; ISCTR; HALKB; GARAN; AKBNK stocks between 2008M10-2017M3 will be analyzed by VAR methodology. Results show that the relationships between the abovementioned vari...

Background: Universities, like any other organization, are working in a variable and dynamic environment. In order to empower these organizations to deal with constant change, they should focus on organizational learning. Objectives: This research aimed to study the relationship between organizational learning and employees' empowerment among the headquarters staff of Shiraz University of Medical Sciences in 2013. Patients and Methods: This was an applied, cross-sectional, and analytical-descriptive study. A sample of 100 headquarters staff of Shiraz University of Medical Sciences were selected using stratified sampling proportional to size, and simple random sampling methods. The required data were collected using two questionnaires. Collected data were analyzed by SPSS 18.0 and statistical tests including; ANOVA, independent-sample t-test as well as Pearson's correlation coefficient, and multiple linear regression (stepwise method). In all tests, P value < 0.05 was considered statistically significant. The results showed that the studied employees' empowerment and organizational learning were moderate. In addition, the results of multiple linear regression indicated that only participation (P < 0.001) and competence (P = 0.001) had a positive and significant association with organizational learning. Conclusions: The studied university could promote employees' empowerment and organizational learning using strategies including job enrichment, providing opportunities for innovation and creativity for their employees, giving rewards to individuals and team learning.

The purpose of this paper is to provide a review of human resource development literature from the points of view of both human resource development and hospitality and tourism. The paper provides a critical, qualitative, and comparative review of HRD research literature on human resource development and hospitality and tourism, providing insights into emerging research trends and pointing to the gaps in the literature. The review result showed six streams of research from the hospitality and tourism literature: training design and work performance, individual factors and work performance, job satisfaction as a mediator, and qualitative reviews of the hospitality and tourism HRD literature. This review also points to the gaps between the two bodies of literature and gives recommendations for future research.

This study aims to analyze the influences of competency and compensation on employee performance as mediated by work engagement. The population of this study is permanent employees at PT Balai Pustaka (Persero) with a total sample of 69 (sixty-nine) employees. The data analysis method uses Structural Equation Model-Partial Least Square (SEM-PLS) using SmartPLS 3.2.8. The results found that competency has positive and significant impact on employee performance and work engagement; compensation has positive but insignificant impact on employee performance, on the other hand compensation has positive and significant impact on work engagement; work engagement has negative and insignificant impact on employee engagement. Meanwhile, work engagement does not mediate both competency and compensation on employee performance. The company leadership is suggested to increase employee’s competency to increase employee performance.

The objective of this study was to determine the impact of teacher certification and motivation on teacher performance at SMP Negeri 1 Sungai Lilin. The sample size of all SMP Negeri 1 Sungai Lilin teachers was 20. Sampling technique was saturated, i.e. where the respondents who were taken were all the teachers who were sampled by the research population. Data were collected by distributing questionnaires using the Likert 5-point scale to measure 69 items of the statement. The method of analysis used is a multiple linear regression analysis. The findings have shown that both the certification of the teacher and the encouragement of the teacher have had a substantial effect on the success of the teacher. Second, the certification of teachers has a partial and important influence on the success of teachers. Third, the motivation of teachers has a partial and important influence on the performance of teachers.

The purpose of this article is to develop a method to obtain a mathematical model for monthly water consumption versus occupation, from historical data from hotels, using linear regressions, validated by the square of the Pearson correlation coefficient. Based on data of Majorca hotels with common studied characteristics, current consumption is modeled for each hotel and the group of hotels. Minimum values by intervals of occupation can be obtained from the corresponding optimal models. It is concluded that the methodology displayed for selection of data and hotels, allowed to reach values of the square of the correlation coefficient, higher than 0.89 in the optimal models of the hotels studied.

This study explores the relationship between frontline employees' empowerment and service quality in the restaurant industry. The service marketing literature revealed mixed findings regarding this relationship. While some studies confirmed indirect relationships, others did not confirm the relationship, and one study only confirmed a direct positive relationship. The developed model in this study suggested that psychological empowerment influences service quality through employees' job attitudes (job satisfaction and organisational commitment) and behaviour (customeroriented behaviour). Two questionnaires were used to test the study's model. The first questionnaire was designed to measure employees' empowerment, job satisfaction, organisational commitment and customer-oriented behaviour. The second questionnaire measures managers' perceptions of service quality. A total of 600 matched questionnaires were distributed on a sample of frontline employees and their direct supervisors working in Jordanian restaurants. 298 usable matched questionnaires were used in the analysis. A series of Exploratory Factor Analyses (EFA) were conducted to validate the used scales. The results indicted that apart from psychological empowerment and service quality scales, all used scale items were loaded significantly, as originally developed. In -line with hospitality literature findings (e. g., Amenumay, 2007; the study confirmed three structural factors for psychological empowerment rather than four dimensions. On the other hand, a new service quality dimension has emerged. As was anticipated, the model testing results showed that job satisfaction, organisational commitment and customer-oriented behaviour fully mediate the relationship between psychological empowerment and service quality. Psychological empowerment has a greater influence on service quality through the customer-oriented behaviour path. Based on the study's findings, theoretical, managerial implications and directions for future research areas are presented. At theoretical level, the results indicated that several attitudinal and behavioural outcomes are related differentially to one or more dimensions of empowerment. Therefore, the current study findings not only supported the multidimensional perspective of the empowerment construct (e. g. Spreitzer, 1995; Thomas and Velthouse, 1990), but also, and more importantly, validated and confirmed the three factorisation of the construct in the hospitality literature, and the new dimension of influence in particular. For service encounter literature, this study highlights the importance of examining service encounters from a variety of perspectives and positions and asserts on employees behaviour as one of the important determinate of service quality. The outcomes of this study show that empowering frontline employees is a powerful strategy that improves service quality. Therefore, it is important that management understands the need to implement empowering practices that lead to higher levels of employee autonomy and competence inside their restaurants. Satisfied employees are a valuable resource for service firms. Hence, management must ensure that employees KOdeh Abstract are satisfied with their work at all times. And finally, management needs to encourage and train their employees to display discretion in their behaviour. This can be done through building an organisational service culture that helps and motivates employees to display this kind of behaviour or/and linking employee rewards and promotions with their behavioural evaluations. Based on the study's findings and limitations several future research areas are recommended. The specific service chosen for this study is a restaurant, and this may restrict generalisations of the results. Thus, validating and testing the developed model in other service sectors would be a fruitful research area. In this study, service quality was measured from the supervisor's viewpoint. Therefore, matching the employees' data with the customers' evaluation of service quality is recommended. Testing other Figure 7-1 The Conceptual Framework .

The study analysed the current state of the adoption of social media analytics (SMA) technology and tools to tourism small and medium enterprises (SME) in Tanzania and to understand the factors which influence the adoption of SMA tools to tourism SMEs. SMA became the basic technology in understanding and getting insight into social media data. Tourism SMEs are among the users of social media platforms. The researcher carried out the survey in Arusha and Kilimanjaro regions to determine the current state of the adoption of SMA to tourism SMEs. The technology, organization and environment (TOE) framework has been used to determine the factors that contribute to the adoption of SMA. The study finding shows that many tourism SMEs are using social media in their business activities however the adoption of SMA is very low, majority of the SMA are not adopting and using SMA. Technology, organization and environmental factors seem to allow the adoption of SMA to tourism SMEs. The study cont...

The study aimed to examine the impact of employees' trust in management on organizational citizenship behavior and grit. A thorough review of relevant literature was conducted to provide a deeper understanding of the study's concept. The research utilized a descriptive and correlational design, employing both descriptive and inferential statistics to analyze the data. The study's population consisted of employees from the institution where the research was carried out, with data gathered through questionnaires. The findings revealed that employees' trust in management, organisational citizenship behaviour, and grit were all rated highly. The correlation analysis showed a significant relationship between employees' trust in management and organizational citizenship behaviour; however, no such correlation was found with employees' grit. The study acknowledges its limitations and recommends that future research include a broader range of respondents and additional variables related to employees' trust in management.

The UK National Health Service (NHS) defines addiction as loss of control over harmful behaviour. Addiction is commonly linked to drugs and alcohol with varied community-based treatment services available in England. This study presents an organisational case study of a community-based organisation in the North of England commissioned by the NHS through the local authority to support people with complex health and social needs and addresses the research question: What is the experience of support workers for families in which a parent is in treatment for substance misuse? Eleven support workers whose work is guided by a Whole Family Approach took part in semi-structured interviews which were analysed qualitatively using thematic analysis. This resulted in a model of Nested Family Support which captures how the service user is supported by their family with the help of the support worker who is, in turn, supported by their organization. This model illuminates how outer levels of nested support need to be effective for inner levels to work and the axial role of support workers in this system. The main application of the model is identifying parallels between the support employees need from their organisational to deliver effective recovery interventions and the  ways in which they are trained to support their clients in terms of the need for trusting relationships and tailored support.

Karizmatik liderlik algılamasının, örgütsel performansın artışına yol açacağı ve çalışanlar üzerinde örgütsel vatandaşlık davranışı (ÖVD) oluşturacağına ilişkin yazında pek çok çalışma bulunmaktadır. Bu temel yaklaşıma dayalı olarak bu araştırma, karizmatik liderliğin, örgütsel vatandaşlık davranışları ile ilişkisinde; kurumda çalışma yılı ve ücret değişkenlerinin etkilerini araştırmaya yöneliktir. Araştırma; İstanbul ve Konya illerinde beş tekstil fabrikasında, mavi ve beyaz yakalı 316 işgörenle gerçekleştirilmiştir. Araştırmanın sonucunda; karizmatik liderlikle ÖVD arasında pozitif ve anlamlı ilişki tespit edilmiştir. Kurumda çalışma yılının; karizmatik liderlik ve ÖVD'ı ilişkisinde negatif ve anlamlı etkisi bulunurken; ücret değişkeninin, pozitif ve anlamlı etkisi tespit edilmiştir.

Sustainability has grown into vital focus in global business practices, with companies increasingly integrating sustainable strategies into their marketing approaches. However, research on the convergence of sustainability and holistic marketing still needs to be completed, especially in emerging economies. A cohesive understanding is necessary for businesses to adopt comprehensive strategies that serve both financial and ecological objectives. This study investigates global research trends in incorporating sustainability into holistic marketing. Using a bibliometric analysis, data from 105 peerreviewed articles published between 1996 and 2024 were analyzed and sourced from Scopus through the PRISMA framework. Visualization tools like VOSviewer were used to map co-authorship networks, keyword co-occurrence, and citation patterns. The results reveal that sustainability is increasingly becoming a focal point in marketing strategies, with significant contributions from developed economies like the United States and the United Kingdom, while emerging economies like India are gradually entering the discourse. The co-occurrence analysis identified four key thematic clusters: sustainability and innovation, marketing and product development, corporate social responsibility (CSR) and supply chain management, and decision-making processes. The findings of this study indicate a growing alignment between sustainability and holistic marketing, particularly in innovation and product development. However, the research remains concentrated in developed regions, highlighting the need for more studies in emerging markets. The results suggest a need for greater collaboration between areas to foster a more global approach to sustainable marketing practices.

The European Journal of Workplace Innovation (EJWI) is an open-access, net-based, peer reviewed and English-language journal. The Journal invites research-based empirical, theoretical or synoptic articles focusing on innovation and workplace development. The aim of the journal is: • To develop insights into workplace innovation • Provide case studies from Europe as well as comparative studies from other continents • Develop and present new theories in the field of workplace innovation • To increase international publication within the field • To become an important publication channel for workplace innovation researches as well as the international research community

Within my bachelor education in industrial and organizational psychology at the University of Twente, I conducted this research and immersed myself into relevant scientific literature to build a theoretic basis for my topic, the impact of organizational strategy and climate on strategic employee behaviours. This paper presents the final assignment of the bachelor degree in psychology and is solely written by the author. The introduction part consists mainly of a screening and elaboration on prior scholar's work. Data from five companies were gathered collectively with other students. At this place my thanks go especially to the employees of the company Nedap N.V. for participating in my research. Nedap inspired my a lot. Furthermore my thanks go to my fellow students for their efforts to find companies to participate.

This study examines the impact of employee happiness on firm performance in the UK using data from the "Best 100 British Companies to Work For" list (2001-2020). Applying the Carhart four-factor model to monthly data, we find that happier firms outperform the market, generating a monthly alpha of 32 basis points (3.86% annualized), which increases further to 34 basis points when weighted by ranking. Newly listed firms experience significant abnormal returns, whereas delisted firms show no excess returns, suggesting asymmetric market reactions to inclusion versus removal. Disaggregated analysis by industry shows the highest alpha in the technology sector, where human capital and innovation amplify the role of employee satisfaction. The industrial sector yields more modest alphas, likely reflecting capital intensity, more rigid work environments, and sectoral heterogeneity. A longevity analysis indicates that the market fully incorporates the intangible benefits of listing only after 36 months. Robustness checks using Fama-MacBeth regressions confirm that employeerelated factors-such as workplace conditions, rewards, happiness, and demographicssignificantly influence firm performance.

Abusive supervision has become a problematic issue in Pakistan and across the world.  The victims of abusive supervision adversely ajfect their wellbeing and self—worth. Thus, this  study has measured the effect of abusive subversion on work family conflict, work life conflict,  surface acting, and the eflect of work—life-conflict on family satisfaction. The theoretical  grounding of the developed conceptual framework is based on past literature. The scale and  measures of the constructs used in the study have been adapted from the earlier developed  scales. The scope of the study was restricted to the textile sector. The sample size for the study  was 397 and the response rate was 95%. All the four developed hypotheses were accepted.  The strongest ejfect of abusive supervision was on work family conflict, followed by work life  conflict and surface acting. The efiect of fami/y-work-conflict on family satisfaction was the  lowest.

The glass ceiling continues to be a major hurdle for women's career advancement within corporate India, in spite of statutory mandates and organizational diversity initiatives. This paper attempts to review, between 2015 and 2024, critically assess the Human Resource (HR) practices that have both contributed to breaking this barrier, promoting gender diversity, and enhancing women's career advancement. HR Ideas such as diversity training, inclusive hiring, mentoring/sponsorship programs, flexible working arrangements, and anti-discrimination measures are reviewed through a review of literature in the study. Findings showed that unconscious bias has a significant influence on recruitment decisions, promotion policies, and workplace culture in defining the hierarchies, often perpetuating male-dominated leadership. While some corporations have adopted diversity training and blind hiring in order to avoid bias, the efficacy of these vary across sectors. Challenges concerning work-life balance have historically disadvantaged women because of the traditional expectation that they bear the bulk of caregiving responsibilities. Although flexible work policies, paid parental leave, and child care support have recently been introduced, these provisions are nevertheless inconsistently applied across organizations, further undermining women's enhancement opportunities. The study said that, the addition of exploration into women's experiences within professional hierarchies suggests there may be far-reaching implications in terms of their career trajectories. The observation is made that due to men continuing to stagnate in senior leadership roles, if women could gain such valuable access, they're empowered, although the opportunities are limited. Gender diversity case studies, further illustrated through companies like Infosys, ICICI Bank, and Tata Steel, also demonstrate the success of structured HR interventions to promote gender inclusivity. Women continue to struggle with oppression in male-dominant industries like manufacturing, engineering, and finance, where there are hardly any opportunities for leadership. After a due course of time taken to reassess equality, legislative measures put in place like the Companies Act, which states that one female director should be mandatory in a corporate board, has not led to addressing the systemic barriers, implying a deep cultural shift is the need of the hour for organizations. The study recommends that organizations should transcend beyond mere token diversity actions and arm themselves with the knowledge to build gender equity in their corporate DNA through serious and committed leadership, transparent promotion policies, and strict adherence to anti-discrimination laws. Organizations should focus on strengthening of women leadership programs, structured assessments, and partnership initiatives designed to cultivate a more positive environment for women to experience equal professional success. These findings are likely to fit well for

Organizations, in general, have been emphasizing the green human resource management practices in the last two decades in order to change employees` attitudes and evoke their positive behaviors. Management can elicit employees` positive attitudes and behaviors through implementing green training and development, as one of the main human resources functions. The aim of this study was to explore the link between green training and development, green employee behavior, and employee retention. In addition, the study tried to assess the role of job delight as a mediating variable in the relationship between green training and development, green employee behavior, and employee retention. The study was conducted and collected data from 287 employees working with hotels and tourism corporations listed in Amman Stock Exchange in Jordan to assess the proposed relationships. Results showed that the relationships between green training and development, green employee behavior, and employee retention were positively significant. The study also found that job delight significantly contributed as a mediator in these relationships. Academic and managerial implications of these findings were discussed.

The European Journal of Workplace Innovation (EJWI) is an open-access, net-based, peer reviewed and English-language journal. The Journal invites research-based empirical, theoretical or synoptic articles focusing on innovation and workplace development. The aim of the journal is: • To develop insights into workplace innovation • Provide case studies from Europe as well as comparative studies from other continents • Develop and present new theories in the field of workplace innovation • To increase international publication within the field • To become an important publication channel for workplace innovation researches as well as the international research community