Examines the relationships among employees' work perceptions of expectations, opportunities, fulfillment and performance.
Written in 2002; 25,550 words; 186 sources; MLA; $ 249.95
Paper Summary:
This paper explores the area of consumer food marketing which has been an unresearched area in the realm of empowerment and employee perceptions. The purpose of the research is to determine the relationships among the study variables of opportunity, fulfillment, expectations and performance, since these factors are related to perceptions of empowerment in the literature, and to determine if these factors varied by age, income and marital status in a sample of 224 participants. This problem is studied through the use of the Work Perceptions Profile, a survey devised, tested and validated by Pace and Mills (1990). Data in the paper is analyzed by correlational and chi square statistics to answer the research questions regarding variable correlational relationships and effects of demographics (age, income, marital status).
Table of Contents:
Introduction
Employee Perceptions to Empowerment
Statement of the Problem
Background of the Study
Theoretical Support
Definition of Terms
Significance of the Study
Scope, Delimitations, & Limitations
Research Questions
Summary
Literature Review
Introduction
Theoretical Models
Psychoanalytical Models
Behavioral Models
Self-Efficacy Models
Models of Motivation
Empowerment
Job Characteristics and Job Design
Research Study and Design
Job Satisfaction
Career Self-Efficacy
Life Styles and Marital Status
Summary
Methodology
Research Methods
Population and Sample
Instrumentation
Procedures
Data Analysis
Limitations
Results
Study Background
Findings
Corollaries of Age and Income
Opportunities for Growth
Perceptions of Fulfillment
Perceptions of Advancement
Perceptions of Performance
Summary, Conclusions and Recommendations
Conclusions
Implications
Limitations
Recommendations
Researcher Note
References
From the Paper:
"Literature on empowerment shows the subject has been approached mainly from an end-state perspective or has focused on a single dimension. Relevant literature can generally be grouped into result orientation. Successful cases on empowerment studies includes (Berman, 1995; Burbidge, 1995) study on operational orientation, which focuses on empowerment through delayering, involving, establishing commitment, teaming and intervening (Bogg, 1995; Lashley, 1995b; Nixon, 1994; Osborne, 1994). Empowerment has been studied from the perspective of trait orientation, characterized by preconditions of control and power, trust and inclusion, accountability, honesty and risk-taking (Anfuso, 1994; Foster-Fishman & Keys, 1995). Another study on empowerment focused mainly on individual orientation, which included personal feeling, personal power, self-determination and cognitive variables of empowerment (Baird, 1994; Fulford & Enz, 1995; Spreitzer, 1995). In-depth investigation of a single dimension may provide a useful perspective, yet, at the implementation level, such an approach does not reflect adequately the complex sets of variables involved. Zimmerman (1990) commented that an overly individualistic conception of empowerment might limit one's understanding of the environmental influences, organizational factors, or social, cultural and political contexts. As organizations have striven to become more competitive, many have overlooked a critical element-the overall framework that could turn empowerment from a nice concept to a competitive advantage. Those employees? perception of expectations, opportunities, fulfillment and performance when factored into the organization's culture, could determine if these variables impact an employee's perception of empowerment. The culture of the organization could increase employee loyalty which would increase employment longevity and reducing the attrition rate."
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