gender differential paper IJCRB

ijcrb.webs.com
JUNE 2011
INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS VOL 3, NO 2
4. Low Empowerment leads to low Job Satisfaction. This study clearly showed that the
employees, who were not empowered by their management, were also not satisfied with
their jobs. Similarly, the employees who were empowered by their management were
satisfied with their jobs also. So, Employee Empowerment and Job Satisfaction have
direct positive relationship.
5. Empowerment leads to Commitment with the organization. Employees, in the study, who
were empowered by their management, were intended to stay with the organization and
those who were not empowered, were less committed with their organizations.
6. Furthermore, the relationship between Job Satisfaction and Employee Commitment with
the organization was also found. Job Satisfaction, an employee have, will lead him to be
committed with the organization. The employees, who were satisfied with their jobs,
were also intended to stay with the organization where as those, who were not satisfied
with their jobs, were intended to shift to another organization and showed less
commitment with their organizations.
7. So Hypothesis-1 and Hypothesis-2 showed very significant relations and they also
supported to the basic purpose of this thesis study that Employee empowerment and Job
Satisfaction, both are positively related and also that employee Empowerment and
Employee Commitment with the Organization are positively related. Hypothesis 3
showed that Job Satisfaction and Employee Commitment are also positively related, more
the Job Satisfaction more the Commitment with the organization.
9. LIMITATIONS
1. All employees working in an organization do not rank their personnel level of satisfaction
and empowerment using the same scale.
2. Only banks were taken from the service sector. The result could vary in other sectors.
3. Despite Employee Empowerment, there are other factors also e.g. age, tenure of total
professional period, marital status, personnel preferences, tenure spent with the current
organization etc which can have an effect on Employee Job Satisfaction and commitment
but they were held constant for the study.
4. Selection of branches was random. Not all the banks and branches were covered for the
study.
10. RECOMMENDATIONS
1. Employees should be empowered in organization because it’s through empowerment that
an organization will be able to survive, grow competed, and face challenges posed by
globalization with confidence.
2. Managers, in various organizations must accept that empowering individual employees is
empowering the entire organization. Therefore, managers should empower employees
from time to time to increase job satisfaction, commitment and reduces employee
turnover.
3. Leaders who empower employees must be at all levels of the organization. Empowering
leaders must not just delegate and disappear. They must mentor their employees so that
they have good chance of being successful in decisions they make. This mentoring
process involves training and providing them with the necessary resources especially the
information resource.
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