Citations

... Employee motivation and satisfaction affect the creative behavior of employees in public organizations ISSN : 2620-8091 print | 2620-3812 online (Demircioglu & Audretsch, 2017). Psychological empowerment, commitment, and job satisfaction are related to organizational innovation (Nikpour, 2018). Transformational leadership strengthens innovation by mediating job satisfaction (Al-edenat, 2018). ...
... This study ensured that employees' satisfaction has an impact on influencing employees' innovation (p-value=0.019). Therefore, the founding of this study strengthens the finding of other scholars (Demircioglu & Audretsch, 2017;Nikpour, 2018;Al-edenat, 2018;M. Al-Sabi et al., 2019;Ezeanyim & Ufoaroh, 2019;Tsai & Yen, 2020;Kadir et al., 2021;Liu et al., 2021). ...
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This study examined organizational structure, culture, leadership, satisfaction, and Information and Communication Technology (ICT) adoption to predict employee innovation. This study used a survey data collection method and a purposive sampling technique of respondents who did innovative behavior in realizing good governance and providing public services. The questions were created using a Likert scale. Structural Equation Model-Partial Least Square (SEM-PLS) examined the data to determine its validity and reliability and test hypotheses and regression. This study found that organizational structure, culture, and leadership positively and significantly influenced employees’ satisfaction, with p-values of 0.000, 0.000, and 0.010, respectively. Moreover, employees’ satisfaction and ICT adoption also positively and significantly influenced employees’ innovation. Organizational structure, organizational culture, and leadership had a substantial impact on employees' satisfaction (R-square = 0.865), and employees’ satisfaction and ICT adoption substantially impacted employees' innovation (R-square = 0.887). The limitations and implications of this study are evaluated.
... Selanjutnya, penelitian ini menemukan bahwa kepuasan kerja berhubungan langsung secara signifikan dengan IWB. Temuan ini menguatkan apa yang telah dijelaskan oleh para peneliti sebelumnya tentang hal serupa (Al-edenat, 2018(Al-edenat, , 2018Nikpour, 2018). Hal ini menunjukkan bahwa karyawan dengan tingkat kepuasan kerja yang tinggi akan memiliki energi jiwa yang kuat untuk menghasilkan solusi baru untuk pekerjaannya. ...
Article
Kinerja organisasi dipengaruhi secara positif oleh perilaku inovatif karyawan, tetapi studi terbaru menunjukkan bahwa perilaku kerja inovatif mungkin memiliki konsekuensi kinerja yang negatif. Penelitian ini bertujuan untuk menguji bagaimana variable kontekstual berupa kepercayaan inovasi dan otonomi kerja mempengaruhi efektivitas perilaku kerja inovatif melalui moderasi kepuasan kerja. Model teoretis dikembangkan dan diuji pada data sampel 173 karyawan di salah satu industry manufaktur di Indonesia. Pengolahan data menggunakan metode SEM dengan perangkat lunak SmartPLS 3.0. Studi ini menunjukkan bahwa kepuasan kerja mampu memoderasi pengaruh kepercayaan inovasi terhadap perilaku kerja inovatif karyawan industry manufaktur. Berbanding terbalik dengan otonomi kerja. Implikasi praktis dari hasil studi ini adalah manajerial perusahaan dapat menyelaraskan variable kontekstual dengan kepuasan kerja guna memperoleh efektivitas yang tinggi dari perilaku kerja inovatif karyawan.
... Hypothesis 1 states that "employee empowerment affects the working environment, " which our results support. Employee empowerment motivates employees to actively participate in decision-making and other job-related activities (Nikpour, 2018). It enhances employee self-esteem, positively influences attitude and behavior, and enhances their job commitment. ...
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The textile industry is critical for Pakistan's economy since it significantly contributes to the country's exports. However, most textile units in Pakistan are family-owned businesses, and their operational style is old and conventional. We proposed eleven hypotheses based on the Social Learning Theory and Attraction-Selection-Attrition model, including four mediating ones. We distributed 425 pre-developed questionnaires and received 414 useable responses. We have used Smart-PLS version 3.3 for statistical analysis, including reliability, validity, and discriminant analysis. Our results support all the direct and mediating hypotheses. The results also suggest that in the case of direct hypotheses, the strongest effect was on "the association of employee empowerment and work environment (β=0.523), " and the smallest effect on the association between training and development and organizational commitment (β=0.196). For the indirect hypotheses, the effect size ranges from β=0.094 to β=0.237. This study has focused on the textile sector. There is a need for more studies in other sectors and other cities. Our approach towards the study was limited. It restricted the 1 Corresponding Author: Ume Amen; Volume 16, Issue 2, December 2021 https://doi.org/10.51153/mf.v16i2.524 consequences of work empowerment, working environment, and training and development to organizational citizenship behavior and organizational commitment. Future studies may take a more holistic approach to analyzing the research problem.
... Human capital techniques are also important to achieve innovation in organisations, (Alshekaili & Boerhannoeddin, 2011;Pizarro et al., 2009). Nikpour (2018), suggested that human capital approaches can be improved through psychological empowerment. In this regard, research suggests that psychological empowerment at the individual level has become increasingly important in terms of supporting the provision, sharing, and distribution of information and knowledge in organisations, as well as innovation (Amichai-Hamburger & Samuel-Azran, 2008;Wang et al., 2019). ...
... The Relationship between Job Satisfaction and Organizational Commitment -Job satisfaction affect the organizational commitment of employees because If the organization can provide salaries and workloads in accordance with the tasks given then the commitment of employees to the organization is increasing . Employee job satisfaction has a positive effect on organizational commitment (Nikpour, 2018). ...
Article
Imbalances in an employee’s working life have become a major problem due to the many issues related to employee well-being, productivity levels and boredom at work. Work-Life balance has now become a vulnerable topic because it offers real benefits to the organization and its success, so the goal to be achieved in this study is to provide an explanation of the influence of charismatic leadership and Work-Life balance against organizational commitment through employee job satisfaction in the broadcasting industry. The study was conducted using a questionnaire distributed in November-December 2019 where respondents used as many as 190 employees in the broadcasting industry in Jawa Timur. The data was analyzed using the Structural Equation Model (SEM). The results of this study show that a good charismatic leadership will increase employee job satisfaction, a good Work-Life balance will increase employee job satisfaction, and good job satisfaction will increase commitment. Organizational employees, good charismatic leadership will increase employee organizational commitment and good Work-Life balance does not increase employee organizational commitment directly.
... Its effective role in enriching the experiences of the individual was praised for being a multi-dimensional motivating component. According to Spreitzers, it is an internal variable that allows the individual to feel and realizes that he has the power to get things done, based on specific dimensions that work interacting to increase the effectiveness of the individual, which appears on the individual's response to others and attitudes (Nikpour, 2018). ...
... The results showed that the level of future professional anxiety among students of the experimental group is low compared to their counterparts in the control group, and the researchers attribute this result to the fact that the program applied in the study, including its procedures and practical activities, enables to increase the rates of satisfaction and motivation of students who are excelling in their specializations and their future academic and professional status, the program also increased students' awareness of the attributes and skills they possess that enable them to face future professional pressures, in addition to providing them with the ability to self-control and control the circumstances surrounding them, and this, in turn, increased their psychological empowerment and reduced their future professional anxiety. Nikpour (2018) believes that psychological empowerment contributes significantly to lowering future professional anxiety among outstanding students, as it has a potential impact and expected results that benefit individuals. Psychological empowerment is a means to encourage and increase the ability to make the right decision in situations that need this. ...
... Psychological empowerment is a means to encourage and increase the ability to make the right decision in situations that need this. Nikpour (2018) also cited its effective role in enriching the individual's experiences for being a multi-dimensional motivating component, and psychological empowerment allows the individual to feel and realize that he can accomplish tasks ...
... Various researches in related literature revealed that empowered employees are more likely to be satisfied with their job than less empowered employees (Amundsen & Martinsen, 2015;Dewettinck & van Ameijde, 2011;Nikpour, 2018). Considering this point, managers should know the importance of team spirit and employee empowerment and should give them more value. ...
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Gökçen-Kapusuz, A., Pekkan, N. Ü, Develi, A., & Çavuş, M. F. (2021). How Collaborative Climate and Its Components Affects The Psychological Empowerment? Journal of Organizational Behavior Studies, 1(1), 1-13.
... with previous research by ElBadawy, Magdy, & Srivastava (2018);Nikpour, (2018);Qing et al., (2020);Almadhoun & Ling (2015) regarding psychological empowerment'spositive and significant effect on organizational commitment. The results of this study indicate that psychological empowerment will be related to the attitudes of the nurses at the Type B Hospital in Jakarta during Covid 19 pandemic which are relatively based on their needs which have been J o u r n a l P r e -p r o o f fulfilled by the increasingly empowered organization. ...
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Since March 2020, it is known that Indonesia has experienced the impact of the Corona Virus Disease 2019 (Covid-19) Pandemic, and making health workers at the forefront of potential exposure to the Covid-19 virus because they have to deal with Covid-19 patients every day during the pandemic. The purpose of this study is to focus on developing an empirical model to increase job performance in the hospital to create the right quality of work and still make the organization grow well sustainably. This study will use assistance of quality of work life, organizational commitment, job satisfaction, and psychological empowerment in creating an increase in job performance needed by nurses at the Type B Hospital in Jakarta. This study uses a quantitative approach through a questionnaire survey method conducted on nurses at 36 Type B Hospital in Jakarta, totalling 400 respondents. The sample used in this study was obtained through a purposive sampling technique with the criteria of a service period of more than 2 years. Then the data were analysed using the Structural Equation Model (SEM). Though quality of work life is found to significantly affect organizational commitment, job satisfaction and psychological empowerment, its effect on job performance found to be insignificant. Further findings will be discussed further.
... Furthermore, the study conducted by Gunawan and Viyanita (2012) also showed that psychological empowerment has a positive and significant correlation with affective organizational commitment. Nikpour (2018), also revealed that psychological empowerment acted as a mediator for organizational commitment. Those findings based on the study between psychological empowerment and organizational commitment based on the concept of organizational commitment of Meyer & Allen (1997), and not based on the idea of commitment to change. ...
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The objective of the study is to identify the significant impact of Leadership, people's engagement, and empowerment on affective commitment to change. The research conducted at a Public/State-Owned Organization with 539 respondents. Data was collected using employee engagement inventory, psychological empowerment, and commitment to change inventory, and was analysed using descriptive analysis and SEM. Results showed that change leadership has a significant and positive impact on affective commitment to change through employee engagement, but not through psychological empowerment. The implications of this result are beneficial for management, especially change agents. In this regard, they should create a conducive climate to develop engagement and providing many programs to increase people's competence to establish employee commitment to change, which will be resulted in a stronger affective commitment to change.
... Similarly, the internal benefits for the organization of NS advantage are not fully understood and deserve further analysis (Umashankar et al., 2011). Previous studies prove that innovation efforts are more fruitful when employees are satisfied (Nikpour, 2018); that FLE driven innovation improves their satisfaction (Santos-Vijande et al., 2016), or that human capital can drive service innovation advantage (Prajogo and Oke, 2016). However, we have not identified studies which analyze if new services superiority (from the market perspective) can enhance FLE satisfaction. ...
Article
Despite the growing importance of the service industry in modern economies, research on service innovation success has been far less prolific than has work on product innovation, and there is still a relative paucity of knowledge about the key factors to achieve new service success. The study of the relationships among these factors has also received very little attention and provides a significant opportunity for theoretical developments and managerial insights in service innovation. In this study, data drawn from a sample of 502 hotels and knowledge-intensive business service firms located in Spain allows testing the relationships among organizational and project-level success factors in new service development. Empirical evidence reveals several routes of effects useful to trigger external new service performance or market success, and internal new service performance , or the satisfaction, motivation, and commitment of front-line employees. Some relevant insights for managers include illustrating the crucial role of service firms' innovative culture to configure project-level success factors; highlighting the social aspects of top management's support to the new service project; underlying the importance of human resource management practices during new service development for new service success, and the motivating effects that new service advantage has among front-line employees.