Advice Seeking and Decision Comprehensiveness: Moderation of Organizational Empowerment Climate

2013 ◽  
Vol 2013 (1) ◽  
pp. 16719
Author(s):  
Alexander S. Alexiev
Keyword(s):  
Advice Seeking ◽  
Organizational Empowerment ◽  
Empowerment Climate

scholarly journals Contextualizing Senior Executive Advice Seeking: The Role of Decision Process Comprehensiveness and Empowerment Climate

2019 ◽  
Vol 41 (4) ◽  
pp. 471-497 ◽  
Author(s):  
Alexander Alexiev ◽  
Henk Volberda ◽  
Justin Jansen ◽  
Frans Van Den Bosch
Keyword(s):  
Information Processing ◽  
Decision Process ◽  
Power Sharing ◽  
Strategic Decision ◽  
Organizational Level ◽  
Senior Executive ◽  
Environmental Dynamism ◽  
Advice Seeking ◽  
Empowerment Climate ◽  
The Relationship

Senior executives can seek advice both inside and outside the boundaries of the organization and that can affect the choices made and the overall direction of the organization. Perceived environmental dynamism is a primary antecedent of this behaviour as it substantially increases the information-processing demands when solving strategic decision problems. We drew on two ‘fit’ perspectives to theorize about the organizational contingencies of this relationship. First, fit as mediation develops when executive advice seeking takes place after a comprehensive decision process has been used in response to an increase in perceived environmental dynamism. Decision process comprehensiveness fully mediates the relationship between perceived environmental dynamism and internal advice seeking and partially mediates the relationship between perceived environmental dynamism and external advice seeking. Second, fit as moderation develops when empowerment climate weakens this indirect relationship. Decision process comprehensiveness and empowerment climate function as Edgeworth–Pareto substitutes showing that, with regard to senior executive advice seeking, there is negative synergy between decision process comprehensiveness and empowerment climate. The results of our study support the notion that there is a link between information processing at the individual and organizational level, and, more importantly, suggest that power sharing within organizations can reduce the need for senior executive advice seeking when there is decision process comprehensiveness. By elaborating the information-processing perspective on advice seeking and introducing theory on organizational structural power interdependencies, we take the first steps towards a more contextualized and realistic understanding of this phenomenon.

Organizational Empowerment and Turnover intensions:A mediation of Job Satisfaction and Affective Commitment. A Case of Hattar industries, Pakistan

2019 ◽  
Vol 6 (2) ◽  
pp. 1-6
Author(s):  
Mehwish Iftikhar ◽  
Sheraz Khan
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Affective Commitment ◽  
Middle Level ◽  
Primary Data ◽  
Equation Modeling ◽  
Clear Understanding ◽  
Complex Process ◽  
Managerial Implications ◽  
Organizational Empowerment

Empowerment has never been something handed from one person to another or passed from employer to employee but it is a complex process, which needs a vivid vision and clear understanding for managers and employees. It is a technique and tool for the retention of employees.This quantitative study is done to examine the affect of organisational empowerment on turnover intensions by way of mediation of job satisfaction and affective commitment.Direct and indirect affects of variables are examined while conducting the study among employees of Hattar industries located in Punjab, Pakistan.Cross sectional design is addopted and primary data is collected through standardised questionnaires on five point likert scale. A total of 220 employees working at middle level management of Hattar industries, were chosen randomly. Correlation is applied in order to findout the strength of relationship between variables.The data was analysed on the basis of SEM (structural equation modeling) technique by using AMOS. Findings depicted the positive relationship between organizational empowerment with the variables job satisfaction and affective commitment. The result also indicates that there is a significant mediating influence of job satisfaction and affective commitment in the relationship between organizational empowerment and turnover intensions. Practical/managerial implications of this study revealed that organizations should foster to give empowerment to their workers if they want to retain them so that, they will be satisfied enough, will remain committed to work and will have lower intensions to leave the job that will better contribute in boosting up the overall performance of the organization.

scholarly journals When and How Does Sustainable HRM Improve Customer Orientation of Frontline Employees? Satisfaction, Empowerment, and Communication

2021 ◽  
Vol 13 (7) ◽  
pp. 3693
Author(s):  
Youngsam Cho ◽  
Yongduk Choi
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Customer Orientation ◽  
Frontline Employees ◽  
Hrm Practices ◽  
Employees Satisfaction ◽  
Organizational Empowerment ◽  
Research Findings ◽  
Comprehensive Framework ◽  
The Relationship

This study investigated the relationship between sustainable human resource management (HRM) practices, employee satisfaction, and customer orientation of frontline employees (FLEs) in the hotel industry from the perspective of internal marketing. Specifically, the study focused on three facets of sustainable HRM practices (i.e., training, reward, and benefit) as well as organizational empowerment and communication as FLE-supportive contexts. Although some studies have examined the relationship between HRM practices and customer orientation, they overlooked the importance of service context in facilitating FLE customer orientation. Thus, this study developed a comprehensive framework based on social exchange theory and self-determination theory. The results show that all three facets of the sustainable HRM practices were positively related to FLEs’ satisfaction. FLEs’ satisfaction was also positively related to their customer orientation. Furthermore, both organizational empowerment and communication moderated the relationship between FLEs’ satisfaction and customer orientation, which showed a positive relationship only when FLEs perceived high organizational empowerment or communication. The research findings provide beneficial theoretical and practical implications.

scholarly journals Developmental Human Resource Configuration, Unique Human Capital, and Employee Innovative Work Behavior: A Multilevel Moderated Mediation Model

SAGE Open ◽  
2021 ◽  
Vol 11 (2) ◽  
pp. 215824402110279
Author(s):  
Po-Chien Chang ◽  
Man-Jing Zhang ◽  
Ting Wu
Keyword(s):  
Human Capital ◽  
Human Resource ◽  
Social Exchange ◽  
Work Behavior ◽  
High Tech ◽  
Full Time ◽  
Resource Configuration ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Empowerment Climate

Drawing on social exchange theory (SET), the purposes of this research are to investigate the effect that developmental human resource configuration (DHRC) has on employee innovative work behavior (IWB) and to examine the role that an empowerment climate plays in the relationship. The study assumes that knowledge workers perform IWB if they perceive the application of DHRC and the empowerment climate to support autonomy, information sharing, and team accountability. The data were collected from 37 R&D managers and 370 full-time R&D engineers, constituting 37 different high-tech companies in Guangdong province, China. Results show that a positive relationship between DHRC and IWB was found and was partially mediated by unique human capital. Findings also demonstrate that empowerment climates strengthen this relationship. The implications of the findings and future directions for research are further discussed.

Confidence, advice seeking and changes of mind in decision making

Cognition ◽  
2021 ◽  
Vol 215 ◽  
pp. 104810
Author(s):  
Niccolò Pescetelli ◽  
Anna-Katharina Hauperich ◽  
Nick Yeung
Keyword(s):  
Decision Making ◽  
Advice Seeking
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