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The Relationship Between Span of Control and Employee Engagement : = Structural and Psychological Empowerment as Mediators and Telework as a Moderator.

Record Type:	Language materials, manuscript : Monograph/item
Title/Author:	The Relationship Between Span of Control and Employee Engagement :/
Reminder of title:	Structural and Psychological Empowerment as Mediators and Telework as a Moderator.
Author:	Farrar, Alexis Warren.
Description:	1 online resource (133 pages)
Notes:	Source: Dissertations Abstracts International, Volume: 84-11, Section: A.
Contained By:	Dissertations Abstracts International84-11A.
Subject:	Psychology. -
Online resource:	click for full text (PQDT)
ISBN:	9798379449148

The Relationship Between Span of Control and Employee Engagement : = Structural and Psychological Empowerment as Mediators and Telework as a Moderator.
Farrar, Alexis Warren.

The Relationship Between Span of Control and Employee Engagement :Structural and Psychological Empowerment as Mediators and Telework as a Moderator. - 1 online resource (133 pages)

Source: Dissertations Abstracts International, Volume: 84-11, Section: A.

Thesis (Ph.D.)--Alliant International University, 2023.

Includes bibliographical references

This study examined the relationship between span of control and engagement as well as the moderating effect of telework and the mediating effects of structural and psychological empowerment. The research was conducted by surveying a sample of 125 employees across varying professions and industries. Participants were asked to complete an online survey that included questions on work engagement, structural empowerment, psychological empowerment, perceptions of supervisor support, work arrangements, and demographic information. This study hypothesized that the smaller the span of the control, the higher the employee engagement. Additionally, it was hypothesized that structural empowerment would mediate the relationship between span of control and engagement; psychological empowerment would mediate the relationship between structural empowerment and engagement, whereas telework would negatively moderate between span of control and engagement. The findings revealed no direct relationship between span of control and engagement. There was also no support for structural empowerment being a mediator or telework being a moderator of the relationship between span of control and engagement. However, psychological empowerment was a significant mediator between structural empowerment and engagement. Post-hoc analysis also suggested that supervisory support negatively moderates the relationship between span of control and engagement. These findings provide some support to the implications of structural contingency theory and the job demands resource theory. Further implications for practice and research are discussed.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2024

Mode of access: World Wide Web

ISBN: 9798379449148Subjects--Topical Terms:

555998
Psychology.
Subjects--Index Terms:

EngagementIndex Terms--Genre/Form:

554714
Electronic books.

The Relationship Between Span of Control and Employee Engagement : = Structural and Psychological Empowerment as Mediators and Telework as a Moderator.
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500 $a Source: Dissertations Abstracts International, Volume: 84-11, Section: A.
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504 $a Includes bibliographical references
520 $a This study examined the relationship between span of control and engagement as well as the moderating effect of telework and the mediating effects of structural and psychological empowerment. The research was conducted by surveying a sample of 125 employees across varying professions and industries. Participants were asked to complete an online survey that included questions on work engagement, structural empowerment, psychological empowerment, perceptions of supervisor support, work arrangements, and demographic information. This study hypothesized that the smaller the span of the control, the higher the employee engagement. Additionally, it was hypothesized that structural empowerment would mediate the relationship between span of control and engagement; psychological empowerment would mediate the relationship between structural empowerment and engagement, whereas telework would negatively moderate between span of control and engagement. The findings revealed no direct relationship between span of control and engagement. There was also no support for structural empowerment being a mediator or telework being a moderator of the relationship between span of control and engagement. However, psychological empowerment was a significant mediator between structural empowerment and engagement. Post-hoc analysis also suggested that supervisory support negatively moderates the relationship between span of control and engagement. These findings provide some support to the implications of structural contingency theory and the job demands resource theory. Further implications for practice and research are discussed.
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