Rosabeth Moss Kanter (1977) defined power as the ability to mobilize human and material resources to accomplish organizational goals, arguing that an empowering work environment ensures that employees have access to:
- information
- resources
- support
- opportunities to learn and grow
- specific job characteristics (formal power)
- interpersonal relationships (informal power)
- access to information refers to having the formal and informal knowledge that is necessary to be effective in the workplace (technical knowledge and expertise required to accomplish the job and an understanding of organizational policies and decisions)
- access to resources relates to one’s ability to acquire the financial means, materials, time, and supplies required to do the work
- access to support involves receiving feedback and guidance from subordinates, peers, and superiors. High levels of structural empowerment come from access to these social structures in the work setting.
- access to opportunities for learning, growth, and advancement in the organization results in greater employee satisfaction, commitment, and productivity. Employees in positions with low opportunity feel stuck in their jobs, resulting in lower career aspirations and lower commitment
Research has shown that structural empowerment is related to:
Increased:- Organization commitment
- Feelings of autonomy and control in decision making
- Increased job satisfaction
- Physical and mental health
- Trust and respect
- Levels of Justice
- Productivity
- Job Performance
- Decreased turnover intentions
- Decreased job burnout
- Job strain
