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Conference Paper: Action Identity Theory of empowerment and voice
| Title | Action Identity Theory of empowerment and voice |
|---|---|
| Authors | |
| Issue Date | 2016 |
| Citation | The 2016 World Business, Finance and Management Conference, Auckland, New Zealand, 28-29 November 2016. How to Cite? |
| Abstract | We develop an action identification theory of psychological empowerment that explains both the process and moderators of the empowerment-voice relationship. Psychologically empowered employees are supposed to find their jobs meaningful and impactful, and that they are competent in doing and can decide how to do them. There has been limited systematic theorization of empowerment and boundary conditions of the empowerment-voice relationship. We suggest that empowerment would activate higher-level act identity that deals with status and roles that are indicative of meaningfulness and the big picture of the job. However, lower-level act identity and constraints for voice would moderate the relationship between higher-level act identity and voice in that when the lower-level act identity is weak and there are constraints on voice, empowerment would have the weakest effects on voice. Implications include extensions of act identity theory to explaining organizational phenomena and the management of empowerment. |
| Persistent Identifier | http://hdl.handle.net/10722/232811 |
| DC Field | Value | Language |
|---|---|---|
| dc.contributor.author | Hui, C | - |
| dc.contributor.author | Lee, C | - |
| dc.date.accessioned | 2016-09-20T05:32:35Z | - |
| dc.date.available | 2016-09-20T05:32:35Z | - |
| dc.date.issued | 2016 | - |
| dc.identifier.citation | The 2016 World Business, Finance and Management Conference, Auckland, New Zealand, 28-29 November 2016. | - |
| dc.identifier.uri | http://hdl.handle.net/10722/232811 | - |
| dc.description.abstract | We develop an action identification theory of psychological empowerment that explains both the process and moderators of the empowerment-voice relationship. Psychologically empowered employees are supposed to find their jobs meaningful and impactful, and that they are competent in doing and can decide how to do them. There has been limited systematic theorization of empowerment and boundary conditions of the empowerment-voice relationship. We suggest that empowerment would activate higher-level act identity that deals with status and roles that are indicative of meaningfulness and the big picture of the job. However, lower-level act identity and constraints for voice would moderate the relationship between higher-level act identity and voice in that when the lower-level act identity is weak and there are constraints on voice, empowerment would have the weakest effects on voice. Implications include extensions of act identity theory to explaining organizational phenomena and the management of empowerment. | - |
| dc.language | eng | - |
| dc.relation.ispartof | World Business, Finance and Management Conference | - |
| dc.title | Action Identity Theory of empowerment and voice | - |
| dc.type | Conference_Paper | - |
| dc.identifier.email | Hui, C: chui@business.hku.hk | - |
| dc.identifier.authority | Hui, C=rp01069 | - |
| dc.identifier.hkuros | 264560 | - |