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dc.contributor.author
Gantinas, Sarantis
en
dc.contributor.author
Stavrakaki, Vagia
en
dc.date.accessioned
2015-06-06T11:46:26Z
dc.date.available
2015-09-27T05:56:50Z
dc.date.issued
2015-06-06
dc.identifier.uri
https://repository.ihu.edu.gr//xmlui/handle/11544/213
dc.rights
Default License
dc.title
The Empowerment--‐Performance Link
en
heal.type
masterThesis
heal.secondaryTitle
Insights From Different Sectors In Greece
en
heal.keyword
Banks and banking--Greece
en
heal.keyword
Personnel management--Greece
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heal.keyword
Bank management--Greece
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heal.keyword
Employee attitude surveys--Greece
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heal.keyword
Dissertations, Academic
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heal.keyword.LCSH
empowerment
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heal.keyword.LCSH
engagement
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heal.keyword.LCSH
employee performance
en
heal.language
en
heal.access
free
el
heal.license
http://creativecommons.org/licenses/by-nc/4.0
heal.recordProvider
School of Economics, Business Administration and Legal Studies, Executive MBA
heal.publicationDate
2013
heal.bibliographicCitation
Gantinas Sarantis and Stavrakaki Vagia, 2013, The Empowerment--‐Performance Link Insights From Different Sectors In Greece, Master's Dissertation, International Hellenic University
en
heal.abstract
The present study aims to examine the relationship between the concept of empowerment in relation to employee performance, engagement and need for achievement in the Greek business and banking/financial sector. In specific, the main objective is to determine whether empowerment affects employee performance. The scale items on empowerment were derived from the Spreitzer (1995) 12-item scale, consisting of meaning, competence, self-determination and impact. A survey was conducted using organizations from the business and financial/banking sector in the broader area of Thessaloniki. The researchers sent the questionnaires via e-mail to various companies and banks and received 105 questionnaires. Four research hypotheses were developed and tested via a simple regression analysis. The findings of the study were the following: there is a strong and positive relationship between empowerment and employee performance, there exists a positive relationship between empowerment and engagement, a positive and strong relationship between need for achievement and empowerment and finally a positive relationship between need for achievement and engagement. Employees are found to be more engaged when they feel empowered, as well as to perform more effectively when they are under a sense of empowerment. Finally, implications, limitation along with recommendations are identified and examined.
en
heal.tableOfContents
LIST OF FIGURES .......................................................................................................................... 3 ABSTRACT ........................................................................................................................................ 4 1. INTRODUCTION ........................................................................................................................ 1 1.1 INTRODUCTION- BACKGROUND OF THE STUDY ..................................................................... 1 1.2 AIM OF THE STUDY ...................................................................................................................... 2 1.4 CHAPTER OVERVIEW .................................................................................................................. 3 2. LITERATURE REVIEW ........................................................................................................... 4 2.1 INTRODUCTION ............................................................................................................................ 4 2.2.1 EMPOWERMENT ............................................................................................................................................ 4 2.2.2 EMPOWERMENT AND EMPLOYEE ENGAGEMENT ................................................................................. 11 2.2.3 EMPOWERMENT AND NEED FOR ACHIEVEMENT .................................................................................. 13 2.2.4 EMPOWERMENT AND EMPLOYEE PERFORMANCE ............................................................................... 15 2.3 RESEARCH OBJECTIVES .......................................................................................................... 16 2.4 RESEARCH HYPOTHESES ........................................................................................................ 16 2.5 CHAPTER OVERVIEW ............................................................................................................... 17 3. RESEARCH METHODOLOGY ........................................................................................... 18 3.1 INTRODUCTION ......................................................................................................................... 18 3.2 RESEARCH PROBLEMS AND LIMITATIONS ........................................................................... 18 3.3 RESEARCH METHODS ............................................................................................................... 20 3.4 DATA SAMPLING AND PROCEDURES ...................................................................................... 24 3.5 STATISTICAL TOOLS ................................................................................................................. 24 3.6 CHAPTER OVERVIEW ............................................................................................................... 25 4. DATA ANALYSIS ..................................................................................................................... 26 4.1 INTRODUCTION ......................................................................................................................... 26 4.2 THEORETICAL PART ................................................................................................................. 26 4.3 EMPIRICAL PART ...................................................................................................................... 28 4.4 CHAPTER OVERVIEW ............................................................................................................... 35 5. DISCUSSION .............................................................................................................................. 36 5.1 INTRODUCTION ......................................................................................................................... 36 5.2 DISCUSSION ................................................................................................................................ 36 5.3 CHAPTER OVERVIEW ............................................................................................................... 38 6. CONCLUSIONS AND RECOMMENDATIONS ............................................................... 39 6.1 INTRODUCTION ......................................................................................................................... 39 6.2 REVIEW OF RESEARCH FINDINGS .......................................................................................... 39 6.3 LIMITATIONS ............................................................................................................................. 40 6.4 IMPLICATIONS ........................................................................................................................... 41 6.5 CHAPTER OVERVIEW ............................................................................................................... 42 REFERENCES ................................................................................................................................... 43
en
heal.advisorName
Plakogiannaki, Emmanouela
en
heal.committeeMemberName
Prof. Mano, Rita
en
heal.committeeMemberName
Plakogiannaki, Emmanouela
en
heal.committeeMemberName
Prof. Spyropoulou, Stavroula
en
heal.academicPublisher
School of Economics and Business Administration, Executive MBA programme
en
heal.academicPublisherID
ihu
heal.numberOfPages
57
heal.fullTextAvailability
true


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