The current thesis deals with the concept of psychological empowerment of the employees of Greek Local Authorities and the work factors that influence it. Specifically, the factors measured are i) leader-member exchange (lmx), ii) role conflict and iii) role ambiguity. The rapid growth of the service sector in which the employee and the civil client are at the center of a constantly changing, competitive and demanding modern work environment of the Greek municipalities highlights the importance and the need to study the psychological empowerment of employees who working in the Greek public administration.
In the above context, a survey was conducted among 210 administrative employees of local governments of nine municipalities in the regions of Central Macedonia and East Macedonia and Thrace. The survey results confirmed the significant positive correlation between the following three factors: i) the qualitative exchange of leaders, ii) the role clarity, iii) the lack of role conflict and the psychological empowerment of local authority employees. Given that there is limited research on public sector workers in the literature – and this limitation is particularly evident in Greece – the current research seeks to close this gap by adding value to the development of a strong HR sector . in Greek municipalities.
Οργανωτικά χαρακτηριστικά όπως το εσωτερικό κλίμα εξυπηρέτησης (Δημητριάδης και Μαρούδας, 2007), το κλίμα και ο πολιτισμός (Carless, 2004· Chiang and Jang, 2008· Mok and Au - Yeung, 2002· Seibert et al., 2004· Sigler and Pearson, 2000 Sparrowe , 1994· Spreitzer, 1996), η πελατοκεντρική κουλτούρα και το ισχυρό στυλ διαχείρισης (Κλίδας, 2007). Στην πρώτη περίπτωση, οι μελέτες έχουν επιβεβαιώσει κυρίως τις τρεις βασικές παραμέτρους για μια σχέση ανταλλαγής υψηλής ποιότητας, που σχετίζονται με τον αμοιβαίο σεβασμό, την αμοιβαία εμπιστοσύνη και την αμοιβαία υποχρέωση (Graen and Uhl-Bien, 1995) και στη δεύτερη κατηγορία, τη σύνδεσή της με την οργάνωση. μεταβλητές όπως οι επιδόσεις (Graen et al., 1982; Scandura and Graen, 1984; Liden, 1982), η εργασιακή ικανοποίηση (Graen et al., 1982; Turban et al., 1990; Steppina et al., 1991), οργανωτικές μεταβλητές , εμπλοκή (Nystrom, 1990), εργασιακό κλίμα (Kozlowski and Doherty, 1989; Duregan et al., 1992) και εξέλιξη σταδιοδρομίας (Wakabayashi and Graen, 1984).
Αποτελέσματα της ανταλλαγής ηγέτη-μέλους (lmx)
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