Keywords
SME
ORGANIZATIONAL CULTURE
ORGANIZATIONAL CHANGE
HUMAN RESOURCES MANAGEMENT
How to Cite
Abstract
THE RELATIONSHIP BETWEEN EMPOWERMENT AND ORGANIZATIONAL COMMITMENT VARIABLES HAS BEEN INSUFFICIENTLY EXPLORED FROM THE ORGANIZATIONAL PERSPECTIVE. THIS RESEARCH ANALYZES THE RELATIONSHIP BETWEEN BOTH VARIABLES IN A SMALL AND MEDIUM ENTERPRISES CONTEXT AND SETS THE LEVEL OF INFLUENCE OF EMPOWERMENT ON EMPLOYEES' COMMITMENT TOWARDS THE ORGANIZATION THEY WORK FOR. WE USE THE FOUR DIMENSIONS OF EMPOWERMENT (SIGNIFICANCE, COMPETENCE, SELF-DETERMINATION AND IMPACT) IN RELATION WITH THREE DIMENSIONS (CONTINUAL, NORMATIVE AND AFFECTIVE) IN ORGANIZATIONAL COMMITMENT. THE MODEL IS VALIDATED WITH A SURVEY OF 147 EMPLOYEES FROM SIX MEXICAN SMES IN THE INDUSTRIAL, COMMERCE AND SERVICE SECTORS. OUTCOMES CONFIRM THAT EMPOWERMENT CAN PREDICT ORGANIZATIONAL COMMITMENT, BUT THE INDIVIDUAL ANALYSIS OF EACH DIMENSION SHOWS THAT ONLY AFFECTIVE COMMITMENT HAS A DIRECT IMPACT ON THE FOUR DIMENSIONS OF EMPOWERMENT.© 2018, Facultad de Contaduría y Administración, Universidad Nacional Autónoma de México. All rights reserved. Publication of the article implies full assignment of property rights (copyright) in Journal of Contaduría y Administración. The publication mreserves the right to total or partial reproduction of the work in other print, electronic or any other alternative means, but always recognizing its responsibility.
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