• Journal of Distribution Science
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• v.22 no.5
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• pp.131-138
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• 2024

Purpose: This study aims to fill the existing gap in the existing literature by investigating the mediating effect of psychological empowerment between leadership and motivation for workers at retail stores, and to extend the previous research to determine the preferences of the researchers and practitioners in leadership and employee motivation in retail through a systematic approach. Research design, data and methodology: This study used a systematic approach to the mediation effect of psychological empowerment on the relationship between leadership and employee motivation in retail stores. To ensure completeness, systematization, and transparency, the preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) approach was applied. Results: The research findings (Total Four Mediating Roles) suggest that psychological empowerment may mediate between leadership and employee motivation. These mediation roles (Empowering Leadership Styles, Organizational Culture and Psychological Empowerment, Customer Psychological Empowerment, and High-Performance Work Systems (HPWS) and Psychological Empowerment) will help practitioners comprehend how these empowerment and motivation leadership styles are interconnected in the retail industry. Conclusions: The research results indicate that psychological empowerment is essential for employee motivation in the retail sector. Through this knowledge, retail store managers can implement strategies designed to empower employees and create a motivated workforce, bolstering organizational effectiveness.

• Journal of the East Asian Society of Dietary Life
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• v.16 no.6
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• pp.763-771
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• 2006

This study was conducted to suggest effective alternatives for human resource management in the foodservice industry by investigating the influence of social exchange on employee empowerment and organizational efficiency, The findings derived from the study are as follows: First, the major components of social exchange, organizational support and the leader-member exchange (LMX), significantly influenced the components of employee empowerment such as signification and self-determination. Secondly, we found that signification and self-determination had a significant impact on the turnover intentions and organizational commitment of the employees, which in turn organizational efficiency. Thirdly, both the employees' turnover intentions and organizational commitment were significantly influenced by the organizational support and the leader-member exchange. These results suggest that it is necessary to have active communication between organizational leaders and members to improve employee empowerment. In other words, employees should acknowledge the meaning and importance of their tasks and support at the organizational level should be provided to ensure employee empowerment.

• The Journal of the Korea Contents Association
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• v.9 no.3
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• pp.288-295
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• 2009

This study empirically analyzed how the organizational fairness perceived by revenue officers affect the empowerment and employee efforts. The result of the analysis revealed that as for job fairness, distribution fairness and interaction fairness, with the exception of process fairness, have significant influence on the empowerment while the empowerment, in turn, has significant influence on the employee efforts. This finding confirms that a high level of organizational fairness perceived by revenue officers in their job processes results in a high level of empowerment, which then produces heightened employee efforts, eventually contributing to the efficiency of revenue officers' job performance and the improvement of satisfaction with service quality. Therefore, it is necessary that administrators of revenue offices allow their subordinates to develop their potentials by empowering the employees and delegating authority.

• Proceedings of the Safety Management and Science Conference
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• 2003.11a
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• pp.161-165
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• 2003

With increasing of Korean family's revenue and pursuing quality of life, outdoor food and meal industry is rapidly growing up. Thus employee's service quality is much more needed in this industry. This paper reviewed the relationship between employee empowerment and service quality. The first purpose of this research is to test the effects of employee empowerment on service quality, and the second purpose is to test the moderating effects of sex and tenure on the relationships between employee empowerment and service quality. According to statistical analysis, meaning, competency, and autonomy generally had an affirmative impact on many service quality factors. Also the results of moderating regression analysis showed that long term employees were more sensitive to autonomy than short term employees.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.1
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• pp.1031-1040
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• 2021

The purpose of this research is to analyze the influence of job enrichment and empowerment on organizational commitment. In addition, the role of work motivation and job satisfaction in mediating the influence of job enrichment and employee empowerment on organizational commitment has also been examined in this study. The sample population consists of all the employees in the regional office of DJKN Bali and Nusa Tenggara, who hold executive positions and have served the office for ≥ 4 years. This study adopts the second-order Partial Least Square (PLS) model and the Smart PLS Version 3.0 program which is used as the analysis tool. The results revealed that: job enrichment has a significant influence on organizational commitment; employee empowerment has an insignificant influence on organizational commitment; work motivation and job satisfaction partially mediate the influence of job enrichment on organizational commitment; work motivation and job satisfaction fully mediate the influence of employee empowerment on organizational commitment. The findings can be used as organizational considerations in developing policies related to job enrichment and employee empowerment, which is expected to motivate and provide satisfaction for employees and improve their organizational commitment.

• Management & Information Systems Review
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• v.30 no.4
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• pp.93-115
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• 2011

To date, the majority of research on empowerment has focussed on the individual job incumbent's psychological experience of empowerment and linking this with various work-related outcomes. However, a model that focuses on individual subjective reactions is at best incomplete if it does not include an examination of the contextual factors that shape those perceptions. Therefore, the purpose of this study is to examine the relationships among situational factors, psychological empowerment and employee's attitudes. The data were collected by questionnaire from a sample of 525 employees who were working at business organizations in Kangwon area. Results indicated that organizational characteristics such as access to information, LMX, and participative climate were positively related to an employee's psychological empowerment. Psychological empowerment was positively related to an employee's job attitudes such as organizational commitment and innovative behavior. Finally, theoretical and practical implications from the results were discussed.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.5
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• pp.1039-1046
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• 2021

This study aims to determine the influence of the application of Total Quality Management (TQM) in coffee exporting companies in Bali. The research was conducted as there was not much research done to explore the application of TQM in coffee exporting companies in the city of Kintamani, Bali. Thus, this research plays an important role in examining the effect of the application of total quality management factors on company performance. In this research, the effect of TQM variables which are: customer focus factors, continuous improvement factors and employee empowerment factors on the company's performance was measured by using a balanced scorecard approach. The research result showed that the customer focus, the continuous improvement, and the employee empowerment factor has a positive impact on the performance of coffee exporting companies in the City of Kintamani. The result showed that continuous improvement factor has a more dominant influence compared to the customer focus factors and the employee empowerment factor. Thus, it is very important to consider the consistency when the companies implement TQM. In conclusion, TQM is important for coffee exporting companies in Indonesia to enter global competition, especially for world market-oriented companies and should be supported by the government and stakeholders.

• The Journal of the Korea Contents Association
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• v.18 no.8
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• pp.415-433
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• 2018

The purpose of this study is to examine the relationship between collective leadership and employee's work engagement and psychological empowerment. This study tested the impact of collective leadership on employee's work engagement and the mediating role of psychological empowerment between the two variables. And also, this study tested moderating role of self-efficacy between psychological empowerment and work engagement. A total of 237 employees in 7 companies in South Korea participated in this study. The SPSS 21.0 and M-Plus6 statistical programs were used in this study to analyze and statistically process the collected survey data. The result showed that collective leadership positively influence employee's work engagement and psychological empowerment works as mediator in the relationship between collective leadership and employee's work engagement. This results means that collective leadership is a crucial factor to facilitate employee's psychological empowerment toward employee's work engagement. Self-efficacy had moderating effect between psychological empowerment and work engagement. Finally, theoretical and practical implications of the study results have been discussed along with limitations and future direction of the study.

• Journal of Korea Society of Digital Industry and Information Management
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• v.11 no.2
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• pp.167-179
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• 2015

Recently the small and medium sized companies are more difficult to find people than large companies. So it is natural that having a great interest in leadership and its effects in organizations. This study examines how transformational leaders influence on empowerment, self-efficacy and job satisfaction in IT company. Investigating the effect between transformational leadership and job satisfaction in IT company may also be a tip of an understanding of how to manage employee turnover. Samples of 387 employees in IT companies were analyzed by structural equation modeling using Lisrel 8.7 and it showed acceptable data-fit of proposed model and supported all of research hypotheses. The empirical results indicated that transformational leadership significantly influences empowerment, self-efficacy and job satisfaction and also it confirmed that empowerment and self-efficacy are effective mediators linking job satisfaction. That is the findings reveal that transformational leaders boost employee's job satisfaction indirectly.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.5
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• pp.293-302
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• 2021

Being able to survive during the Covid19 pandemic is a big task for a company, as such, empowerment of employees is a must. The sample in this study was 300 employees who worked in Spas throughout Bali. The sampling technique was purposive sampling. Data analysis was using SEM and SMARTS as data processing. The results showed that green communication, namely communication that occurs between employees, superiors, and the environment, has a very good influence on the sustainability of employee performance. To become green management, a green organizational commitment that cares about the safety of employee health and the environment is an important factor as motivation in green dedication or positive employee productivity, but communication between work actors and justice is also a motivating factor. Work safety and job security for employees empower employees (which is a green line), especially for freelance work organizations so that further research in subsequent studies can make samples in a more varied industrial sector.