Chapter 1

INTRODUCTION

Rationale

Empowerment a process that means allowing or giving an authority to an

employee the full privilege to have input in their work and to have control over

their work and the ability to openly share suggestions and ideas about their work

and the organization as a whole. In connection, empowered employees are

committed, authorized and conscientious they are eager to share ideas and can

serve as strong contribution of the organization, which means that empowered

employee is satisfied with their designated job. Furthermore, employee

empowerment is a wide-ranging activity, and the approach that empowerment

activities are carried out in accordance with its content that brings up a

relationship between the task executed and the job satisfaction the employees

will acquire.

In Pakistan, an investigation is conducted by the group of researchers in a

specific Pakistani administration industry to decide the connection between

employee empowerment and job satisfaction. Besides, they investigate the

uniqueness between job satisfaction level of male and female employees. They

made a poll containing twenty four statements and were utilized for the gathering

of data and spread out among 200 employees of service industries. Moreover,

the statistical package of Social Sciences (SPSS) was being utilized for the so

called analysis. A result express that employee empowerment has positive and

critical effect on job satisfaction. The result expresses that employee

empowerment has a positive and critical effect on job satisfaction. The results

likewise support a significant distinction among male and female workers on their
level of job satisfaction. Another proof of the investigation demonstration that

male employees are further more satisfied from their occupations than females

in the Pakistani service industry (Akbar, Yousaf, Haq & Hunjra, 2011).

In the Philippines, a group of researchers conducted a study among

unique five sectors in services to survey the employees and their supervisors.

Sectors such as in call centers, banking, hotels and food services as well as the

airlines industry to decide the correlation of empowerment with job satisfaction

and performance. Accordingly, both job satisfaction and performance was the

psychological empowerment is emphatically connected. Even though the

intrinsic motivation was related through larger amounts of empowerment and job

satisfaction, differing to the hypothesis, intrinsic motivation did not direct the

connection among empowerment and job satisfaction and performance.

Likewise, men revealed more noteworthy empowerment than ladies not

withstanding when job level and performance were controlled for. In addition, the

sort of analysis they utilized is cross industry analysis that shows the

dissimilarities in empowerment crosswise over various sorts of service sectors.

In this manner, the less employee empowerment announced is the employee

from call centers contrasted with different industries (Hechanova, Alampay &

Franco, 2006).

In Region XI, we find out that there is no research or any related literature

that has been conducted yet about empowerment and job satisfaction of an

employee that are showing relationship with each other. And if this kind of

technique of the management is providing a great help in gaining more

productive outcomes from the employees and to the organization itself. And

that’s the reason that motivates us the researchers to conduct this research on

employee empowerment and job satisfaction among hotel employees in Tagum

City.