The relationship between epowerment factors and recruitment process in small B2B logistics companies in Qingdao, China
Empowerment is a type of management practice. Some researchers believed that those who are empowered are motivated employees. The objective of this research is to identify the implementation factors for all small B2B logistics companies in Qingdao and simplify the measurement of empowerment scal...
Saved in:
Main Author: | |
---|---|
Format: | Thesis |
Language: | English |
Published: |
2008
|
Subjects: | |
Online Access: | https://eprints.ums.edu.my/id/eprint/19494/1/The%20relationship%20between%20epowerment%20factors%20and%20recruitment.pdf |
Tags: |
Add Tag
No Tags, Be the first to tag this record!
|
id |
my-ums-ep.19494 |
---|---|
record_format |
uketd_dc |
spelling |
my-ums-ep.194942018-03-27T06:32:23Z The relationship between epowerment factors and recruitment process in small B2B logistics companies in Qingdao, China 2008 Liu, Hao HD Industries. Land use. Labor Empowerment is a type of management practice. Some researchers believed that those who are empowered are motivated employees. The objective of this research is to identify the implementation factors for all small B2B logistics companies in Qingdao and simplify the measurement of empowerment scale for small B2B logistics companies and the research also tries to identify the relationship between empowered organizational environment and recruitment. The literature review of the research proved that there is a research gap. So far, it rarely finds previous researches that focus on the relationship between empowerment and recruitment. Qualitative data was collected through telephone interview to 12 interviewees who are all employees of one small size B2B logistics company at Qingdao, China. The findings of the research are divided into two parts. First, the implementation part whereby several implementation factors were found. This part is to be concluded as a Backup system that has to be two ways. By creating an environment for employee to give their opinion fairly, treat employees fairly, and create a mass ubiquitous information exchange system. The information exchange system should not only Include one-to-one information transfer channel but also has to have one-to-many information transfer channel and it is very difficult for "Organizational Structure", "Decision Making Process" and "Open Information" to work independently. Part two, is the relationship between empowerment and recruitment. Empowered environment is not necessary to help the company recruit better employee who is empowered and may serve the company longer and easier to be promoted. 2008 Thesis https://eprints.ums.edu.my/id/eprint/19494/ https://eprints.ums.edu.my/id/eprint/19494/1/The%20relationship%20between%20epowerment%20factors%20and%20recruitment.pdf text en public masters Universiti Malaysia Sabah Faculty of Business, Economics and Accounting |
institution |
Universiti Malaysia Sabah |
collection |
UMS Institutional Repository |
language |
English |
topic |
HD Industries Land use Labor |
spellingShingle |
HD Industries Land use Labor Liu, Hao The relationship between epowerment factors and recruitment process in small B2B logistics companies in Qingdao, China |
description |
Empowerment is a type of management practice. Some researchers
believed that those who are empowered are motivated
employees. The objective of this research is to identify the
implementation factors for all small B2B logistics companies in
Qingdao and simplify the measurement of empowerment scale for
small B2B logistics companies and the research also tries to identify
the relationship between empowered organizational environment
and recruitment. The literature review of the research proved that
there is a research gap. So far, it rarely finds previous researches
that focus on the relationship between empowerment and
recruitment. Qualitative data was collected through telephone
interview to 12 interviewees who are all employees of one small size
B2B logistics company at Qingdao, China. The findings of the
research are divided into two parts. First, the implementation part
whereby several implementation factors were found. This part is to
be concluded as a Backup system that has to be two ways. By
creating an environment for employee to give their opinion fairly,
treat employees fairly, and create a mass ubiquitous information
exchange system. The information exchange system should not only
Include one-to-one information transfer channel but also has to have
one-to-many information transfer channel and it is very difficult for
"Organizational Structure", "Decision Making Process" and "Open
Information" to work independently. Part two, is the relationship
between empowerment and recruitment. Empowered
environment is not necessary to help the company recruit better
employee who is empowered and may serve the company longer
and easier to be promoted. |
format |
Thesis |
qualification_level |
Master's degree |
author |
Liu, Hao |
author_facet |
Liu, Hao |
author_sort |
Liu, Hao |
title |
The relationship between epowerment factors and recruitment process in small B2B logistics companies in Qingdao, China |
title_short |
The relationship between epowerment factors and recruitment process in small B2B logistics companies in Qingdao, China |
title_full |
The relationship between epowerment factors and recruitment process in small B2B logistics companies in Qingdao, China |
title_fullStr |
The relationship between epowerment factors and recruitment process in small B2B logistics companies in Qingdao, China |
title_full_unstemmed |
The relationship between epowerment factors and recruitment process in small B2B logistics companies in Qingdao, China |
title_sort |
relationship between epowerment factors and recruitment process in small b2b logistics companies in qingdao, china |
granting_institution |
Universiti Malaysia Sabah |
granting_department |
Faculty of Business, Economics and Accounting |
publishDate |
2008 |
url |
https://eprints.ums.edu.my/id/eprint/19494/1/The%20relationship%20between%20epowerment%20factors%20and%20recruitment.pdf |
_version_ |
1747836515510124544 |