ABSTRACT

Although frontline empowerment is central to managerial reform, few scholars have explored the conditions which effectively promote empowerment. We argue that empowerment is linked to inherent organizational features. To investigate this, we consider six sub-dimensions of empowerment: a) decision-making, b) professional growth, c) supportive culture, d) self-efficacy, e) work autonomy, and f) use of performance information. Findings from a panel survey of all public-school teachers in North Carolina show the singular importance of responsive leadership for fostering empowerment, but also show that other organizational factors, such as organizational type, structure, size, and prior performance, explain significant variation in empowerment.

摘要

尽管一线赋权是管理改革的核心，但很少有学者探讨有效促进赋权的条件。我们认为授权与固有的组织特征有关。为了调查这一点，我们考虑了授权的六个子维度：a）决策，b）专业成长，c）支持性文化，d）自我效能，e）工作自主权，以及f）绩效信息的使用。一项针对北卡罗来纳州所有公立学校教师的小组调查结果表明，响应式领导对于促进赋权具有独特的重要性，但也表明其他组织因素，如组织类型、结构、规模和先前的表现，解释了赋权。