Participating in a participative management system: The role of active participation, organizational knowledge, and individual motivation in employee satisfaction and performance
Abstract
A substantial body of research has examined the relationship between worker participation in organizations and outcomes such as satisfaction and performance. However, little research has gone beyond the examination of the relationship between the presence or absence of participation programs and these outcomes. The present thesis extends this research in two respects. First, the thesis explores the relationship between worker empowerment and involvement within a participatory structure and worker satisfaction and performance. Second, the thesis examines the effect of individual motivation and knowledge about the organization in this participation-outcome relationship. Three hypotheses are tested: (1) in a participative management system, the degree to which a person is participating will have a positive effect on levels of individual performance and satisfaction; (2) the degree to which an individual is participating will have a stronger effect on satisfaction when motivation is high, and a weaker effect when motivation is low; and (3) the degree to which a person is participating will have a stronger effect on individual performance when knowledge is high, and a weaker effect when knowledge is low. These hypothesized relationships were examined in the context of a participatory management system in a large manufacturing plant located in the midwest. The results support the first hypothesis, but fail to support the second two hypotheses. Specifically, degree of worker empowerment within the system was found to be related to managerial assessment of worker performance, and both empowerment and degree of involvement were related to worker satisfaction. Although motivation was found to be significantly related to level of satisfaction, and knowledge was found to be significantly related to worker performance, neither acted to enhance the participation-outcome relationship. The findings presented have implications for future investigations of worker participation in organizations which are discussed in the final chapter of the thesis.
Degree
Ph.D.
Advisors
Stohl, Purdue University.
Subject Area
Communication|Management|Labor relations
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