Empowerment discrepancies: are employees empowered as they prefer in hotels in selected areas of Thailand?

IF 3.8 Q2 MANAGEMENT HUMAN RESOURCE DEVELOPMENT INTERNATIONAL Pub Date : 2022-02-07 DOI:10.1080/13678868.2022.2035184

Pawinee Petchsawang, G. McLean, P. Lau

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引用次数: 2

Abstract

ABSTRACT Empowerment has been extensively studied in the nursing field, and, in recent years, management has shown increasing attention. However, critics have raised an important issue about whether the effectiveness of empowerment practices in organizations depends on employees’ perceptions and their organizational contexts. In this article, we address this critique by: 1) assessing the discrepancies between perceived experiences and expectations of contextual empowerment, 2) examining the effect of the discrepancies between perceived experiences and expectations of contextual empowerment on psychological empowerment, in four-star hotels in Thailand. The contextual empowerment instrument, along with the psychological empowerment measurement, were tested for their psychometric properties and confirmed using factor analysis. Structural equation modelling was then performed to test the hypothesized model. The findings contribute to human resource development as we believe that this study responds to the recent call for addressing discrepancies between perceived experiences and expectations of contextual empowerment with an enlarging understanding of how these discrepancies affect psychological empowerment.

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授权差异：在泰国选定地区的酒店，员工是否按照自己的意愿获得授权？

授权在护理领域得到了广泛的研究，近年来，管理也越来越受到关注。然而，批评者提出了一个重要问题，即组织中授权实践的有效性是否取决于员工的感知和组织环境。在这篇文章中，我们通过以下方式来解决这一批评：1）评估感知体验和对情境赋权的期望之间的差异，2）在泰国的四星级酒店中，研究感知体验和情境赋权的预期之间的差异对心理赋权的影响。情境赋权工具和心理赋权测量一起测试了它们的心理测量特性，并使用因子分析进行了确认。然后进行结构方程建模以测试假设的模型。这些发现有助于人力资源开发，因为我们认为，这项研究回应了最近的呼吁，即解决感知体验和情境赋权期望之间的差异，进一步了解这些差异如何影响心理赋权。

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来源期刊

HUMAN RESOURCE DEVELOPMENT INTERNATIONAL MANAGEMENT-

CiteScore

11.40

自引率

11.10%

发文量

期刊介绍： Human Resource Development International promotes all aspects of practice and research that explore issues of individual, group and organisational learning and performance. In adopting this perspective Human Resource Development International is committed to questioning the divide between practice and theory; between the practitioner and the academic; and between traditional and experimental methodological approaches. Human Resource Development International is committed to a wide understanding of ''organisation'' - one that extends through self-managed teams, voluntary work, or family businesses to global enterprises and bureaucracies. Human Resource Development International also commits itself to exploring the development of organisations and the life-long learning of people and their collectivity (organisation), their strategy and their policy, from all parts of the world. In this way Human Resource Development International will become a leading forum for debate and exploration of the interdisciplinary field of human resource development.