Structural empowerment, personal initiative, and job satisfaction in service employees: Exploring the mediating role of psychological empowerment.

IF 16.4 1区化学 Q1 CHEMISTRY, MULTIDISCIPLINARY

Accounts of Chemical Research Pub Date : 2024-06-02 DOI:10.1111/sjop.13040

Alejandro Orgambídez, Miryam Benítez, Jose M León-Pérez, Francisco J Cantero-Sánchez

{"title":"Structural empowerment, personal initiative, and job satisfaction in service employees: Exploring the mediating role of psychological empowerment.","authors":"Alejandro Orgambídez, Miryam Benítez, Jose M León-Pérez, Francisco J Cantero-Sánchez","doi":"10.1111/sjop.13040","DOIUrl":null,"url":null,"abstract":"Introduction: This study explores how empowering human resource management (HRM) practices based on structural empowerment (access to opportunities, resources, support, and information) affect both personal initiative and job satisfaction of service employees through individual-level factors (psychological empowerment).Methods: We conducted a cross-sectional survey study and collected 439 valid responses from service employees in Spain. The hypotheses were tested using structural equation modeling (SEM) with confidence intervals based on 10,000 resamples (i.e., bootstrapping technique).Results: Our results showed that psychological empowerment partially mediated the relationship between structural empowerment and job satisfaction. It also fully mediated the relationship between structural empowerment and personal initiative at work.Conclusion: These findings emphasize the importance of HRM practices that can empower employees as key determinants of job satisfaction and personal initiative at service companies. Furthermore, a structural empowerment approach is a valid theoretical framework for studying and understanding employees' affective evaluations of work and, more specifically, their personal initiative.","PeriodicalId":1,"journal":{"name":"Accounts of Chemical Research","volume":null,"pages":null},"PeriodicalIF":16.4000,"publicationDate":"2024-06-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Accounts of Chemical Research","FirstCategoryId":"102","ListUrlMain":"https://doi.org/10.1111/sjop.13040","RegionNum":1,"RegionCategory":"化学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"CHEMISTRY, MULTIDISCIPLINARY","Score":null,"Total":0}

引用次数: 0

Abstract

Introduction: This study explores how empowering human resource management (HRM) practices based on structural empowerment (access to opportunities, resources, support, and information) affect both personal initiative and job satisfaction of service employees through individual-level factors (psychological empowerment).

Methods: We conducted a cross-sectional survey study and collected 439 valid responses from service employees in Spain. The hypotheses were tested using structural equation modeling (SEM) with confidence intervals based on 10,000 resamples (i.e., bootstrapping technique).

Results: Our results showed that psychological empowerment partially mediated the relationship between structural empowerment and job satisfaction. It also fully mediated the relationship between structural empowerment and personal initiative at work.

Conclusion: These findings emphasize the importance of HRM practices that can empower employees as key determinants of job satisfaction and personal initiative at service companies. Furthermore, a structural empowerment approach is a valid theoretical framework for studying and understanding employees' affective evaluations of work and, more specifically, their personal initiative.

查看原文本刊更多论文

服务业员工的结构授权、个人主动性和工作满意度：探索心理授权的中介作用。

导言：本研究探讨了基于结构赋权（获得机会、资源、支持和信息）的人力资源管理（HRM）实践如何通过个人层面的因素（心理赋权）影响服务业员工的个人主动性和工作满意度：我们开展了一项横断面调查研究，收集了 439 份来自西班牙服务业员工的有效回复。我们使用结构方程模型（SEM）对假设进行了检验，并根据 10,000 个重样本（即引导技术）得出了置信区间：结果表明，心理赋权部分调节了结构赋权与工作满意度之间的关系。结果：我们的研究结果表明，心理授权部分调节了结构授权与工作满意度之间的关系，还完全调节了结构授权与个人工作主动性之间的关系：这些研究结果强调了人力资源管理实践的重要性，即赋予员工权力是服务公司工作满意度和个人主动性的关键决定因素。此外，结构性赋权方法是研究和理解员工对工作的情感评价，更具体地说，是研究和理解员工个人主动性的有效理论框架。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

求助全文

约1分钟内获得全文求助全文

来源期刊

Accounts of Chemical Research 化学-化学综合

CiteScore

31.40

自引率

1.10%

发文量

312

审稿时长

2 months

期刊介绍： Accounts of Chemical Research presents short, concise and critical articles offering easy-to-read overviews of basic research and applications in all areas of chemistry and biochemistry. These short reviews focus on research from the author’s own laboratory and are designed to teach the reader about a research project. In addition, Accounts of Chemical Research publishes commentaries that give an informed opinion on a current research problem. Special Issues online are devoted to a single topic of unusual activity and significance. Accounts of Chemical Research replaces the traditional article abstract with an article "Conspectus." These entries synopsize the research affording the reader a closer look at the content and significance of an article. Through this provision of a more detailed description of the article contents, the Conspectus enhances the article's discoverability by search engines and the exposure for the research.