Generation X and generation Y: the moderating effect of transformational leadership on resistance to change and psychological empowerment among employees in Johannesburg

A research report submitted in partial fulfilment of the requirements for the Degree of Masters by Coursework and Research Report in the field of Industrial Organisational Psychology in the faculty of Humanities, University of the Witwatersrand, 2017The purpose of the study was study to investigate relationships of employee psychological empowerment, transformational leadership and resistance to change among employees in Johannesburg, South Africa. There were 51 male participants and 57 female participants. Participants voluntarily participated in the study. The instruments used to collect data were the Multifactor Leadership questionnaire, resistance to change scale and psychological empowerment questionnaire. Data were analysed using correlations and multiple regression analyses. The results showed that employee psychological empowerment and resistance to change, age and resistance to change were the only significant results. Future studies can focus on factors that influence the readiness for change in South Africa which could include the opportunity to participate in the planned change projects, demonstrating the need for change and employee psychological empowerment. In addition, Future studies could also address the interest gap between generation X and Y in terms of implementing rigorous programmes which foster the empowerment of the workforce in organisations for both generations and reduce resistance to changeXL201

Achieving job performance from empowerment through the mediation of employee engagement: an empirical study

In present scenario, business organization understood the importance of sophisticated employee behavior for the development of overall job performance.  It is important for an organization to perform effectively for that it enhances their employee’s job performance. Many study supports that an empowered employee recognizes and attaches himself or herself with the wider extent of organizational objectives. An engaged employee has more ownership and able to contribute towards his/her own growth and overall productivity. Boston focuses on implementing feedback given by employees with immediate effect and has 43% employees who are highly engaged. Facebook has a culture of contribution and each employee is recognized for his contribution to the overall goal of the company “to make the world more open and connected ". This policy of contributing culture is communicated to all the candidates during recruitment process. That is why Facebook is not only known for being one of the most popular social networking platforms but for its highly engaging culture as well. Under this study, the focus is to understand the relationship between employee empowerment and job performance. The study also tries to explore empirically the mediating effect of employee engagement in this regard. It was conducted on IT sector in Delhi NCR region with a sample size of 182 employees.  The finding of the study reflects that engagement has its mediation effect on job performance with respect to employee empowerment

When innovation requirements empower individual innovation : the role of job complexity

The purpose of this paper is to contribute to the field's understanding of how to raise individual innovation. Specifically, the authors aim to contribute to an understanding of the interplay of job characteristics and intrinsic motivation for individual innovation

Empowering human resources of organizations based on social investment strategies

Employee empowerment is an essential tool of management that can be used to direct human resources to increase productivity. This article, with a practical approach toward the concept of employee's empowerment, is focused on investigation of the effective factors on empowerment. Employee's empowerment is one of the effective tools in increasing employee productivity and optimum use of their individual and collective capabilities and capacities in line with organizational goals. Nowadays, organizations affected by factors such as increase in global competition, sudden transformations, the need for quality and after-sales service, limited resources, and ... are under a lot of pressure. After years of experience, the whole world has come to the conclusion that if an organization wants to be at the cutting edge in its professional and financial affairs and does not left behind in competitive arena, should benefit creative and highly motivated manpower. Human resources make up the basis of real wealth of an organization. The concept of social capital is considered as a resource that individuals, groups and communities may use to achieve optimum results. Thus, social capital is the social relationships' heritage and facilitates collective action. In what follows, we will mention to the importance and necessity of employees empowerment in organizations and the achievements aroused out of empowerment in organizations and the barriers to implementing empowerment. Finally the concepts and factors of social capital, their role and effect on empowering human resources in line with organizational activities are analyzed

HOW TO INCREASE EMPLOYEE’S DISCIPLINARY IN FACULTY MEDICINE OF DIPONEGORO UNIVERSITY

Human Capital plays an important role in organization. It is the heart of the organization strategy. Many factors embeded in it. Public Service employees as government human capital instead of the contract employees. The quality of the Public Service Employee has recently become a major issue. It is widely known that Public Service employee is lacking of disciplin. The issue discuss most in Public service employee’s disciplinary is absentheeism. This study presents factors that influence the Public Service employee’s disciplinary in Faculty of Medicine of Diponegoro University. This research purposes will support the decision – making process to increase the Faculty of Medicine of Diponegoro University employee’s disciplinary, this study proposing some models analyzed by SEM. The study population is administration staffs in Faculty of Medicine of Diponegoro University for both Public Service employees and contract employees. The respondents are 120 employees whose given some questionaires related to the study. The result of the data analysis shows that the human capital is influenced by knowledge sharing, empowerment and workplace environment. Whilst human capital influences employee’s disciplinary positively

Pengaruh Kepemimpinan Transformasional terhadap Pemberdayaan Karyawan dan Inovasi Organisasi pada Mozzarella Restaurant

This research was conducted in Mozzarella Restaurant & Bar Legian Bali. The number of samples examined as many as 117 employees, with the method of determining the saturated sample. The purpose of this study was to determine the effect of transformational leadership on employee empowerment and organizational innovation. Data was collected by using a questionnaire and indicators were measured using a Likert scale. The data analysis technique used is the path analysis (path analysis). The analysis showed that transformational leadership has positive influence on employee empowerment and organizational innovation by 73.63 percent, while the remaining 26.37 percent influenced by other factors that are not included in the model. This means that by implementing transformational leadership, the leadership of Mozzarella Restaurant and Bar Legian Bali can empower their employees and the employees who have been empowered expected to create new innovations for the development of the company Mozzarella Restaurant & Bar Legian Bali

THE INFLUENCE OF TOTAL QUALITY MANAGEMENT (TQM) APPLICATION ON OPERATIONAL PERFORMANCE ON UD. "MATAHARI" TEMPE CRACKERS. RESTU JAYA

For a company the best way to maintain optimal company conditions is to implement Total Quality Management (TQM). This study aims to determine the effect of implementing Total Quality Management (TQM) which is then realized in 4 basic pillars, namely customer focus, employee empowerment, continuous quality improvement, and fact-based management on operational performance at UD. Restu Jaya. The research sample used was 44 employees. Methods of data analysis using multiple linear regression, classical assumptions, and hypothesis testing. Based on the results of data analysis, the implementation of Total Quality Management (TQM) is proven to have a simultaneous effect on operational performance variables. However, there are several variables that have no partial effect on the operational performance variable, while those variables are employee empowerment and continuous quality improvement. While the variables focused on customers and management based on facts have a significant partial effect on operational performance variable

The characteristics of the Computer Supported Collaborative Learning (CSCL) through Moodle: a view on students’ knowledge construction process

Computer Supported Collaborative Learning (CSCL) is based on the pedagogical process of observation where students will learn progressively through active group interaction. CSCL is an emerging branch of the learning sciences concerned with studying on how people can learn together with the help of computers. Thus, this research was conducted to measure the characteristics of the CSCL learning environment through Moodle that assists the process of students’ knowledge construction during the teaching and learning process. The CSCL learning environment is an educational learning system which develops to help the teachers and students in managing School Based Assessment (SBA) in selected secondary school in Malaysia. Samples involved two groups of students and two Technical and Vocational Education and Training (TVET) teachers from two different schools. A total of 61 students, who were taught using CSCL approach through Moodle, underwent the process of teaching and learning using their school computer laboratory. The finding shows that the characteristics of the CSCL learning approach that used in this learning environment for the first group are at a high level with overall mean of 4.17 and the second group at moderate level with overall mean of 3.62. The result proves that the characteristics of the CSCL learning environment help students to build their knowledge during teaching and learning process at the high level with an overall mean score of 3.87. The mean of these two groups may vary according to students’ background, as well as learning environment facilities. Although, CSCL leads to students’ self-development, improving learning quality, sharing knowledge and assisting students’ in the process of building their knowledge, implementation of CSCL must first considering the technology relevant facilities, especially computer laboratory and internet accessibility in school. The implication is that designing a good CSCL must also taking into account the targeted users’ cultural background and socioeconomic factor