The impact of structural empowerment on individual well-being and performance: Taking agent preferences, self-efficacy and operational constraints into account

By Michal Biron, Peter A. Bamberger. 2010

110 citations recorded by the source corpus.

Subfields: Applied Psychology, Organizational Behavior and Human Resource Management, Safety Research

View Paper: https://www.semanticscholar.org/paper/7ef1224a5c42ca58953fc01cc49e429a1260848e

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Applied Psychology

1. Zhen Zhang
2. Yehuda Baruch
3. Chieh-Peng Lin

In Organizational Behavior and Human Resource Management

1. Hongwei He
2. Z. Chen
3. Zhen Zhang
4. Li Sun
5. Jin Qi
6. Yehuda Baruch
7. Chieh-Peng Lin
8. Alexander Newman

In Safety Research

1. Yehuda Baruch
2. Chieh-Peng Lin
3. Hongwei He

Citations in the corpus

• Empowerment and creativity: A cross-level investigation (2012, background): “…lsev ie r .com/ locate / leaqua Seibert, Silver, and Randolph (2004) conceptualized structural empowerment as empowerment climate, representing employees' shared perceptions of managerial structures, policies, and practices related to empowerment (Biron & Bamberger, 2010; Tuuli & Rowlinson, 2009).”
• Modeling team knowledge sharing and team flexibility: The role of within-team competition (2014, background): “…(or isolate) themselves from other team members (Ruscher and Fiske, 1990; Ruscher et al., 1991), which, in turn, undermines the conditions necessary for team empowerment, such as a supportive work environment, trust (Kirkman and Rosen, 1999) and subjective well-being (Biron and Bamberger, 2010).”