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You searched Library Catalogue - Title: 10th ed.
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Call Number (WOU)
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SP CEMBA 2018 79
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Author
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Cheng, Chin Hong
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Title
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The effect of structural empowerment on employees’ commitment in the Electrical and Electronics (E&E) Industry, Penang. / Cheng Chin Hong.
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Abstract
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This research aims to investigate relationship between structural empowerment and employees' commitment in Penang E&E Industry. Employee Empowerment is defined as delegate certain degree of authority and responsibility for decision making regarding their specific organizational goals. According to research, Malaysia scores high in Hofstede power distance. The research showed that high power distance culture has low commitment and job satisfaction in their job. Furthermore, employees are considered as the most useful resource, especially knowledge workers who can drive an organization’s success. Therefore, the organization should spend appropriate resource to motivate their employee to maximize of their employees' commitment within the organization. The study aimed to explore how structural empowerment impacts employees' commitment in an organization. The study mainly applied structural empowerment of Kanter theory to find a relationship with employee contribution. To reach the objectives of the study, previous researches suggested that the organization should motivate their employees by using employee empowerment to improve performance levels. The theoretical framework of the structural empowerment has been developed, it consists of five (5) elements, Trust and support from management, Access to Information, Employee Involvement, Recognition, and Rewards.
A quantitative research method was utilized in this study. The survey was designed to determine the relationship of structural empowerment elements and its effect on employees' commitment. A total of 127 respondents' data was collected from knowledge workers who are working in Penang’s E&E Industry. The results were analyzed using IBM's Statistical Package for Social Science (SPSS) version 23. Factor Analysis, Descriptive Analysis, Correlation Analysis, and Multiple Regression Analysis were used to find out the relationships and their effects. The findings for all the five (5) structural empowerment elements towards employees' commitment are at 5% of a significant level. Three elements of structural empowerment namely Employee Involvement, Knowledge and Skills, Recognition and Rewards are the strongest predictors that show a direct positive relationship on employees' commitment. However, Trust and support from management and Access to Information showed less significance towards employees' commitment in the managerial predictive model. The limitations and suggestion for future study were also identified to improve employee empowerment practices. The findings from this research meet overall research objectives, provide an insight for the employee empowerment and appropriate solutions were provided for the problem statement. In short, the study demonstrates that various structural empowerment elements have significant influence on employees’ commitment, the concept can be adopted by management in the empowerment practice.
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Notes
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Final project report submitted in partial fulfilment of the requirements for the Degree of Master of Business Administration (CeMBA).
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Publisher/Year
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Penang : School of Business and Administration, Wawasan Open University, 2018.
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Subject
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Employee -- Malaysia.
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