| Keywords [eng] |
Empowerment, employee empowerment, structural empowerment, empowering leader behaviours, empowering leadership, psychological empowerment, project team empowerment, project engagement, work engagement, satisfaction with work in project |
| Abstract [eng] |
The rapid growth of organizations, new projects with complexity and uncertainty, and the dynamic working conditions associated with the global pandemic has highlighted the need for organizations to not only measure employee engagement and satisfaction but also to consistently improve it. Employee engagement leads to higher employee productivity and lower turnover, and also provides a sense of meaning, making employees more likely to trust the company, their team, and feel more committed to the organisation and its goals. Job satisfaction reduces employee disengagement and turnover and improves employee productivity and stress tolerance. Both engagement and satisfaction are important in modern organisations, as they determine performance and quality and indicate a favourable working environment and the attractiveness of the company to the employees as well. Both factors are determined by different types of employee empowerment. The importance of empowerment and empowered employees in an organizational context has been studied for quite some time, but there is still not a good understanding of which empowerment factors are responsible for the different behaviors of employees in project teams and how empowerment types affect them. This paper aims to examine how the empowerment of project team members is related to team engagement and job satisfaction in a project. The objectives of the thesis include an analysis of the literature on the topic, an analysis of the types of empowerment, the empirical assessment of engagement and job satisfaction among team members, and an identification of the relationships between the types of empowerment and the engagement and satisfaction of team members in the project. The analysis of the identified relationships is carried out and practical recommendations and conclusions based on the empirical results are presented. This paper uses a quantitative research method to analyse the variables identified above. The data were collected by posting information on the social networks “Facebook” and “LinkedIn”. The results revealed significant relationships between the types of empowerment and the dependent variables. The relationships examined between empowering leadership, structural empowerment, psychological empowerment, and project engagement, as well as job satisfaction in the project, showed that the use of empowering actions and structures can have a significant impact on overall project engagement and job satisfaction. These dependent variables are associated with higher employee productivity and motivation, a better quality of work, and lower employee turnover. It can be argued that project engagement and job satisfaction can be positively influenced by the types of empowerment discussed in the paper and are expected to bring more organizational benefits. |
