The relationship between empowerment 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 scale fo...

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Main Author:	Liu, Hao
Format:	Thesis
Language:	English
Published:	2008
Online Access:	https://eprints.ums.edu.my/id/eprint/9242/1/mt0000000391.pdf
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id	my-ums-ep.9242
record_format	uketd_dc
spelling	my-ums-ep.92422017-10-30T01:57:21Z The relationship between empowerment factors and recruitment process in small B2B logistics companies in Qingdao, China 2008 Liu, Hao 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/9242/ https://eprints.ums.edu.my/id/eprint/9242/1/mt0000000391.pdf text en public masters Universiti Malaysia Sabah School of Business and Economics
institution	Universiti Malaysia Sabah
collection	UMS Institutional Repository
language	English
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
spellingShingle	Liu, Hao The relationship between empowerment factors and recruitment process in small B2B logistics companies in Qingdao, China
author_facet	Liu, Hao
author_sort	Liu, Hao
title	The relationship between empowerment factors and recruitment process in small B2B logistics companies in Qingdao, China
title_short	The relationship between empowerment factors and recruitment process in small B2B logistics companies in Qingdao, China
title_full	The relationship between empowerment factors and recruitment process in small B2B logistics companies in Qingdao, China
title_fullStr	The relationship between empowerment factors and recruitment process in small B2B logistics companies in Qingdao, China
title_full_unstemmed	The relationship between empowerment factors and recruitment process in small B2B logistics companies in Qingdao, China
title_sort	relationship between empowerment factors and recruitment process in small b2b logistics companies in qingdao, china
granting_institution	Universiti Malaysia Sabah
granting_department	School of Business and Economics
publishDate	2008
url	https://eprints.ums.edu.my/id/eprint/9242/1/mt0000000391.pdf
_version_	1747836356815486976

The relationship between empowerment factors and recruitment process in small B2B logistics companies in Qingdao, China

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