The Impact of Information Technology and Human Resource Empowerment and Its Dimensions

The objective of this study was to investigate the factors influencing employee empowerment in organizations. A quantitative research design was employed, utilizing a survey method to collect data from ۲۵۰ employees working in various sectors in Tehran. The survey included validated scales to measure self-efficacy, autonomy, responsibility, job satisfaction, IT familiarity, and employee empowerment. Data were analyzed using descriptive statistics, Pearson’s correlation, and regression analysis to examine the relationships between the variables. The results indicated that self-efficacy, autonomy, and self-confidence were the strongest predictors of employee empowerment. These factors showed significant positive correlations with empowerment, with self-efficacy emerging as the most influential predictor. Job satisfaction and responsibility also contributed to empowerment but to a lesser extent. IT familiarity was found to enhance empowerment by improving work efficiency and providing employees with greater control over their tasks. Regression analysis confirmed that self-efficacy, autonomy, and self-confidence were the key drivers of empowerment, accounting for a significant portion of the variance in empowerment scores. The study highlights the critical role of individual psychological factors such as self-efficacy, autonomy, and self-confidence in fostering employee empowerment. Organizations can enhance empowerment by focusing on training and development initiatives that strengthen employees’ belief in their abilities, increase their autonomy, and boost self-confidence. Additionally, fostering job satisfaction and providing technological resources can further enhance employees’ sense of empowerment, leading to improved organizational outcomes. The objective of this study was to investigate the factors influencing employee empowerment in organizations. A quantitative research design was employed, utilizing a survey method to collect data from ۲۵۰ employees working in various sectors in Tehran. The survey included validated scales to measure self-efficacy, autonomy, responsibility, job satisfaction, IT familiarity, and employee empowerment. Data were analyzed using descriptive statistics, Pearson’s correlation, and regression analysis to examine the relationships between the variables. The results indicated that self-efficacy, autonomy, and self-confidence were the strongest predictors of employee empowerment. These factors showed significant positive correlations with empowerment, with self-efficacy emerging as the most influential predictor. Job satisfaction and responsibility also contributed to empowerment but to a lesser extent. IT familiarity was found to enhance empowerment by improving work efficiency and providing employees with greater control over their tasks. Regression analysis confirmed that self-efficacy, autonomy, and self-confidence were the key drivers of empowerment, accounting for a significant portion of the variance in empowerment scores. The study highlights the critical role of individual psychological factors such as self-efficacy, autonomy, and self-confidence in fostering employee empowerment. Organizations can enhance empowerment by focusing on training and development initiatives that strengthen employees’ belief in their abilities, increase their autonomy, and boost self-confidence. Additionally, fostering job satisfaction and providing technological resources can further enhance employees’ sense of empowerment, leading to improved organizational outcomes.

کلیدواژه ها:

Employee Empowerment ، Self-efficacy ، Autonomy ، Job Satisfaction ، IT Familiarity ، Human Resources ، Empowerment Factors