The Causal Model of Empowerment, Commitment and Retention of Front-line Managers in Family Enterprise
Abstract
The objective of this research were to study factors of empowerment of front-line managers in family enterprise and causal model of empowerment, commitment and retention. Structural empowerment by Kanter,1979 psychological empowerment by Thomas & Velthouse (1990) and Spreitzer,1995 were adopted as a guides for conceptual framework, which illustrated the causal model in empowerment, commitment and retention. The researcher developed the questionnaire for this research byusing in-depth-interview with front-line managers and content analysis technique to create the questionnaire with Likert'scale 1-5. The reliability of the questionnaire was 0.9641 alpha coefficient. The data were analyzed by descriptive statistic, the Confirmatory Factor Analysis and the test for the fitness between the hypothesis model and the empirical data were done by statistic program.
Results showed that factors of empowerment of front-line managers in family enterprise consisted of structural and psychological empowerment. The causal model among empowerment, commitment and retention was fitted significantly with the empirical data (chi-square = 0.987, p-value = 0.320, AGFI = 0.981). Psychological empowerment had greater prediction value (R-square) and regression weight than structural empowerment. Relationship among empowerment, commitment and retention were as follows : empowerment had direct effect to commitment and indirect effect through commitment to retention, while empowerment had minor effect on retention.
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