The relationship between empowerment of human resources, and organizational culture and job productivity among employees working in Shiraz Tejarat Bank

Author Name(s): Esmat Kamali, Reza Zarei*
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Abstract

The aim of this study is to explain the relationship between empowerment of human resources, and organizational culture and job productivity. This research is an applied study and a correlational research methodologically. The target population included all employees of Shiraz Tejarat Bank. For statistical sample of the study, 234 bank employees were selected by random cluster sampling method. Three questionnaires concerned with job productivity, organizational culture and empowerment of human resources were used to collect information.It was evaluated to extract and analyze the data at descriptive and inferential levels. The mean and standard deviation of research variables and Pearson correlation coefficient test as well as stepwise multiple regression analysis were used at descriptive and inferential levels respectively. It was indicated that there is a significant relationship between empowerment of human resources, and organizational culture and job productivity. There is a significant relationship betweendifferent dimensions of organizational culture and job productivity. There is a significant relationship betweenempowerment of human resources and job productivity. The different dimensions of empowerment of human resources are significantly able to predict job productivity. The different imensions of organizational culture are significantly able to predict job productivity. Empowerment of human resources and organizational culture are significantly able to predict job productivity.

KeyWords

organizational culture, productivity, empowerment, Bank, Human Resources

Introduction

It might be suggested that increase of productivity in each country depends on having skilled, competent and motivated people. Productivity is also one of the human volitional activities and one of indices to achieve a perfection in human-made systems. Human endeavor has always been focused on gaining maximum efficiency from minimum resources. Accordingly, the issue of productivity is not a new issue and has a history as old as of human life. Perhaps, formally and seriously, the word “productivity” was used for the first time in an article by someone called Coisini in 1766 AD. In 1883, someone called Liter defined productivity as “the power and the ability to produce something”. In fact, here, productivity expresses inclination for production. In 1950, the organization for European Economic Cooperation presented a more complete definition of productivity as follows: “Productivity is the quotient of output to a factor of production.” Thus, capital productivity can be named as investment productivity, productivity of raw materials and manpower, depending on outcome is in relation to which one of the factors of production. ILO believes that different products are produced by integrating four main factors. These four factors are: land, capital, labor and organizing. The combination ratio of these factors on products is a criterion for measurement of productivity. Productivity is based on the idea that a person could carry out his/her duties every day better and obtaining better results than before (continuous improvement).Today, productivity is considered as one of the most important areas of development and an endeavor to achieve a desirable extent of that part, high ideals and world people’s living standards (Tolentino, 2008). One of the reasons for technological progress and enhancement in productivity of production factors is the increase of its workforce skills and expertise. A capable human resource creates a powerful organization. From Drucker’s viewpoint, economic growth thanks to empowerment of qualified staff. An empowered organization is an environment in which employees in different groups cooperate with each other to carry out their activities. Empowering employees is the most pivotal attempt of managers in creativity, decentralization and elimination of bureaucracy in organizations. Empowering the individuals causes managers and organizations achieve their goals faster without wasting resources. By Empowerment, employees know organization as well as the job as their own assets and are proud of their work in the organization. Without empowerment, neither the manager nor organizations can be successful in the long run. The manager of an organization is the most important factor in enabling employees, since director directly or indirectly influence all organizational environment factors. By delegating more power to employees, giving them independence and freedom, providing collaborative atmosphere, creating the culture of team work and eliminating the circumstances that makes employees powerless, director provides the necessary conditions for empowerment (Talebian et al, 2009).

 

Conclusion

The first hypothesis-there is a significant relationship between empowerment of human resources and organizational culture and job productivity.

The results of Table 1 show that empowerment has direct and significant relationship with job productivity and organizational culture with job productivity. Therefore, by increasing the empowerment of human resources and organizational culture of employees, their job productivity will increase. Results of this study are in line with results of studies conducted by Dirania (2010), Oulu Loju (2009), Maryland et al (2012), Eric (2012), Ahmadi et al (2014), Heidari et al (2014), and Asadi et al (2015).

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