El objetivo principal de este trabajo es analizar los efectos que tiene el empowerment en la satisfacción laboral y el desarrollo de comportamientos de ciudadanía organizativa. La razón estriba en que el empowerment, o delegación de poder en los empleados, se ha convertido en los últimos años en una filosofía de gestión que se ha demostrado muy eficaz para mejorar los resultados empresariales. La clave está en que confiar en las personas y otorgarles libertad en el desarrollo de sus funciones hace que éstas se sientan más motivadas y comprometidas con la empresa y en consecuencia desarrollen comportamientos que exceden a los estipulados formalmente en el contrato laboral, conocidos como comportamientos de ciudadanía organizativa (OCB), al tiempo que se incrementa su satisfacción laboral y, en consecuencia, su productividad. Para analizar estos aspectos se ha realizado una revisión de la literatura sobre estos conceptos que ha permitido concluir la existencia de una relación positiva entre todos ellos. Con el fin de comprobarlo, se envió un cuestionario a individuos que trabajaban en diferentes sectores. Los resultados obtenidos del análisis de los datos recogidos en una muestra de 187 empleados permiten confirmar los aspectos teóricos analizados. Palabras clave: empowerment, satisfacción laboral, comportamientos de ciudadanía organizativa, ámbito laboral.

El objetivo de este estudio fue evaluar la relación que tiene el empowerment con la satisfacción laboral y el compromiso organizacional, con la finalidad de demostrar la importancia del empowerment en el ámbito laboral y que sea utilizado como una estrategia dentro de las empresas. 100 empleados de tres empresas de la iniciativa privada de diferentes niveles jerárquicos completaron tres cuestionarios (el inventario de empowerment de Menon, el de satisfacción laboral de Quinn y Shepard's y el de compromiso organizacional de Allen), que midió la correlación entre el empowerment con la satisfacción laboral y el empowerment con el compromiso organizacional. Los resultados mostraron que los empleados que se perciben con un mayor empowerment, se sienten más satisfechos con su trabajo y, los que se perciben con un mayor empowerment se comprometen más con la organización.

Organizational Behavior is designed to help students, professionals, and managers develop the competencies and skills that are needed to effectively contribute to an organization. This proven text's strengths lie in its classic research, coverage of contemporary and emerging OB topics, and excellent case selection. Throughout the text, seven core competencies-Managing Self, Managing Diversity, Managing Ethics, Managing Across Cultures, Managing Teams, Managing Communications, and Managing Change-are emphasized and illustrated for the student.

What is a committed employee? Are such employees better or worse off than uncommitted employees? What are the organizational advantages and disadvantages of having a committed workforce? This book overviews academic and popular perspectives on commitment in employees. It examines the multiple faces of commitment and the links that have been established between the various forms of commitment and organizational behaviour. In addition, questions concerning individual differences, organizational characteristics, job characteristics and work experiences associated with commitment are explored. The volume concludes with a discussion of what organizations can do to manage commitment effectively, including under difficult circumst

In this landmark work on corporate power, especially as it relates to women, Rosabeth Moss Kanter, the distinguished Harvard management thinker and consultant, shows how the careers and self-images of the managers, professionals, and executives, and also those of the secretaries, wives of managers, and women looking for a way up, are determined by the distribution of power and powerlessness within the corporation. This new edition of her award-winning book has a major new afterward in which the author reviews and analyzes how attitudes and practices within the corporate power structure have changed in the 1990s.

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