Psychological empowerment and employee engagement: role of job satisfaction and religiosity in Nigeria

IF 1.9 Q3 MANAGEMENT

INDUSTRIAL AND COMMERCIAL TRAINING Pub Date : 2022-07-29 DOI:10.1108/ict-05-2022-0028

Chijioke E. Nwachukwu, H. Vu, H. Chládková, Richard Selase Agboga

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引用次数: 2

Abstract

Purpose This paper aims to examine the mediating role of job satisfaction in the relationship between psychological empowerment and employee engagement. There is also an investigation of the moderating effect of religiosity on psychological empowerment and job satisfaction as well as job satisfaction and employee engagement. Design/methodology/approach Data were obtained from 265 employees working in the service industry in Nigeria. The hypotheses were tested and analysed using structural equation modelling and bootstrapping procedure. Findings The results show that the direct relationship between psychological empowerment and employee engagement was partially mediated by job satisfaction. Intrinsic religiosity (IR) was found to have a moderating effect on job satisfaction and employee engagement. IR and extrinsic religiosity (ER) does not moderate the impact of psychological empowerment on job satisfaction and employee engagement. ER was found to have a negative insignificant moderating effect on job satisfaction and employee engagement. Research limitations/implications A cross-sectional study reveals the relationship between variables at one point in a time. As such this study may not precisely predict the dominant pattern of the association over time. Future research can use longitudinal study to establish a dominant pattern of relationships. Practical implications This study informs human resource practitioners and scholars by demonstrating that religiosity and job satisfaction are important factors that should be considered in managing and keeping employees engaged. Originality/value To the best of the authors’ knowledge, this study is among the first atte`mpts to enrich the literature in the fields of psychological empowerment and employee engagement by highlighting organisational mechanisms that amplify the relationship.

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心理赋权和员工敬业度：尼日利亚工作满意度和宗教信仰的作用

目的研究工作满意度在心理赋权与员工敬业度关系中的中介作用。此外，还调查了宗教信仰对心理赋权和工作满意度以及工作满意度和员工敬业度的调节作用。设计/方法/方法数据来自尼日利亚服务业的265名员工。使用结构方程建模和自举程序对假设进行了测试和分析。研究结果表明，心理赋权与员工敬业度之间的直接关系部分由工作满意度介导。研究发现，内在宗教信仰（IR）对工作满意度和员工敬业度有调节作用。IR和外在宗教信仰（ER）不能调节心理赋权对工作满意度和员工敬业度的影响。ER对工作满意度和员工敬业度的调节作用不显著。研究局限性/含义一项横断面研究揭示了一个时间点上变量之间的关系。因此，这项研究可能无法准确预测随着时间的推移这种关联的主导模式。未来的研究可以使用纵向研究来建立一种主导的关系模式。实践含义本研究通过证明宗教信仰和工作满意度是管理和保持员工参与的重要因素，为人力资源从业者和学者提供了信息。独创性/价值据作者所知，这项研究是通过强调放大这种关系的组织机制来丰富心理赋权和员工参与领域文献的首批尝试之一。

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来源期刊

INDUSTRIAL AND COMMERCIAL TRAINING MANAGEMENT-

CiteScore

3.10

自引率

7.10%

发文量

期刊介绍： ■Action learning-principles and practice ■Applications of new technology ■Careers management and counselling ■Computer-based training and interactive video ■Continuing management education ■Learning methods, styles and processes ■Managing change ■Marketing, sales and customer services ■New training and learning methods ■Quality circles, team-working and business games ■Recruitment and selection ■Specialist training-needs and methods ■Youth employment and training ■Topicality Too much training theory takes too long to read and may not have immediate practical advantages.