Cameron, Iain

Hare, Billy

Lawani, Kenneth

English

This qualitative study evaluated empowerment as a construct of worker engagement. Research within the construction industry has not concisely grouped, developed and validated workforce empowerment based on the four cognitions of knowing; doing; decision-making and influencing. These emphasize workers' experiences of empowerment; with measures of the construct requiring the workers to discuss what has made them feel empowered in relation to their work activities. The criticality of the issues identified; the impact on workers; and their relative perception of such issues e.g. ‘knowing’ the value of a work goal; ‘doing’ a given task with some level of capability; ‘decision-making’ about work activities and methods; and ‘influencing’ certain work or organizational outcomes were all captured. Previous research suggests that engagement is positively related to good health, and that engaged workers are better able to perform well. Given the significant contributions of workforce empowerment (positive job attitudes, higher degrees of performance, motivation, job satisfaction, commitment, and reduction of job-related stress) to organizational success, it is essential to grasp how it improves worker engagement and wellbeing

ResearchOnline@GCU

Empowerment as a construct of worker engagement and wellbeing

https://researchonline.gcu.ac.uk/files/26083587/1._Submission_43_Empowerment_CIB_Brazil_2018_Accepted.pdf

Empowerment as a construct of worker engagement and wellbeing

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ResearchOnline@GCU