Exploring empowerment as an enabler of effective knowledge management

Purpose This study aims to investigate the degree to which trust influences job satisfaction and job performance by building on research in the organizational sciences about the relationships between interpersonal trust relationships, cognitive empowerment, job performance and job satisfaction. This...

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Bibliographic Details
Published in:Journal of knowledge management 2023-10, Vol.27 (9), p.2434-2461
Main Authors: Ozpamuk, Mustafa, Bolatan, Gulin Idil, VanDerSchaaf, Hans, Daim, Tugrul
Format: Article
Language:English
Subjects:
Banking industry
Cognition
Competitive advantage
Employees
Empowerment
Entrepreneurs
Financial services
Innovations
Job performance
Job satisfaction
Knowledge management
Knowledge sharing
Literature reviews
Multivariate statistical analysis
Variables
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Summary:Purpose This study aims to investigate the degree to which trust influences job satisfaction and job performance by building on research in the organizational sciences about the relationships between interpersonal trust relationships, cognitive empowerment, job performance and job satisfaction. This study's primary research question is: What factors contribute to job satisfaction and job performance? Design/methodology/approach Data are collected through a field survey. The data set has 738 responses from employees who work in the financial sector in Turkey. Structural equation modelling was used to validate the hypotheses. Findings This study's main findings are that when considering job satisfaction and job performance, cognition-based trust (CBT) has a strong influence on both constructs, whereas affect-based faith has a medium effect on job satisfaction and no significant effect on job performance. Originality/value In an organization where trust is established, knowledge exchange will be facilitated and knowledge management will be done correctly. Therefore, trust is a critical factor for knowledge management. On the other hand, knowledge is an important key factor for job performance. Trust has two parts: affect-based trust and CBT. Psychological empowerment has four variables: impact, competence, meaningfulness and self-determination. This study aims to investigate the relationships between psychological empowerment, trust, job satisfaction and job performance.
ISSN:1367-3270
1758-7484
1367-3270
DOI:10.1108/JKM-09-2022-0747