Women's Empowerment in The Framework of Developing Innovative Behavior for Women's Entrepreneurial Success
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Abstract
The current study has several inconsistencies in the research findings regarding the association between structural and psychological empowerment and business success or performance. In addition, there is a gap phenomenon that occurs in Indonesia: although women's economic power is growing, their contribution to GDP is still relatively small, and their level of business innovation is low. By including the mediating variable of innovative behavior, this study seeks to close the research gap regarding the impact of psychological and structural empowerment on business success. 96 women entrepreneurs in Semarang City, Indonesia were the sample of this study. The data collection method is done by distributing questionnaires via Google Forms. Structural Equation Modeling (SEM) with the WrapPLS 8.0 software was the analysis technique employed. The findings demonstrated that innovative behavior and entrepreneurial success were significantly enhanced by psychological and structural empowerment. Additionally, there is a strong positive correlation between innovative behavior and entrepreneurial success. Innovative behavior may operate as a mediating variable in the relationship between structural empowerment and entrepreneurial success. However, regarding psychological empowerment in entrepreneurial success, innovative behavior fails to be a mediating variable.
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[16] García-Granero, E. M., Piedra-Muñoz, L., & Galdeano-Gómez, E. (2018). Eco-innovation measurement: A review of firm performance indicators. Journal of Cleaner Production, 191, 304–317. https://doi.org/10.1016/j.jclepro.2018.04.215
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[18] Hazudin, S. F., Sabri, M. F., Ramli, N., & Burhan, N. A. S. (2023). Development of Antecedent Factors for Malaysian Women’s Entrepreneurial Resilience Framework: A Fuzzy Delphi Method. Journal of Women’s Entrepreneurship and Education, 2023(3–4), 1–27. https://doi.org/10.28934/jwee23.34.pp1-27
[19] He, Z., Wang, W., Zhang, M., Deng, Y., Fu, W., & Chau, K. Y. (2019). Motivated for continuance? Associations between structural empowerment, role conflict, person-job fit, and satisfaction in Six Sigma programs. Total Quality Management and Business Excellence, 30(sup1), S255–S273. https://doi.org/10.1080/14783363.2019.1665864
[20] Henao-Zapata, D., & Peiró, J. M. (2018). The Importance of Empowerment in Entrepreneurship. Contributions to Management Science, 185–206. https://doi.org/10.1007/978-3-319-62455-6_14
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[22] Juyumaya, J. (2022). How psychological empowerment impacts task performance: The mediation role of work engagement and moderating role of age. Frontiers in Psychology, 13(September), 1–9. https://doi.org/10.3389/fpsyg.2022.889936
[23] Kanter, R. M. (1977). Men and Women of The Corporation. In Basic Books. Basic Books.
[24] Knezović, E., & Drkić, A. (2021). Innovative work behavior in SMEs: the role of transformational leadership. Employee Relations, 43(2), 398–415. https://doi.org/10.1108/ER-03-2020-0124
[25] Kretzschmer, S., Walker, M., Myers, J., Vogt, K., Massouda, J., Gottbrath, D., Pritchett, M., Stikes, R., & Logsdon, M. C. (2017). Nursing Empowerment, Workplace Environment, and Job Satisfaction in Nurses Employed in an Academic Health Science Center. Journal for Nurses in Professional Development, 33(4), 196–202. https://doi.org/10.1097/NND.0000000000000363
[26] Kustanto, H., Eliyana, A., Harum Santri Mumpuni, J., & Rahmawati Gunawan, D. (2020). The Moderation Role of Psychological Empowerment on Innovative Work Behaviour. In Systematic Reviews in Pharmacy, 11(8), 254-264.
[27] Leigh, J. (2014). Modelling suggests authentic leadership from managers influences structural empowerment, job satisfaction and self-rated performance among nurses. Evidence-Based Nursing, 17(2), 55–56. https://doi.org/10.1136/eb-2013-101424
[28] Li, I. C., Kuo, H. T., Huang, H. C., Lo, H. L., & Wang, H. C. (2013). The mediating effects of structural empowerment on job satisfaction for nurses in long-term care facilities. Journal of Nursing Management, 21(3), 440–448. https://doi.org/10.1111/j.1365-2834.2012.01396.x
[29] Lim, J. Y., Moon, K. K., & Christensen, R. K. (2022). Does psychological empowerment condition the impact of public service motivation on perceived organizational performance? Evidence from the US federal government. International Review of Administrative Sciences, 88(3), 682–701. https://doi.org/10.1177/00208523211008958
[30] Mahama, H., & Cheng, M. M. (2013). The effect of managers’ enabling perceptions on costing system use, psychological empowerment, and task performance. Behavioral Research in Accounting, 25(1), 89–114. https://doi.org/10.2308/bria-50333
[31] Mathew, J., & Nair, S. (2022). Psychological Empowerment and Job Satisfaction: A Meta-analytic Review. Vision, 26(4), 431–440. https://doi.org/10.1177/0972262921994350
[32] Micheels, E. T., & Gow, H. R. (2015). The Effect of Market Orientation on Learning, Innovativeness, and Performance in Primary Agriculture. Canadian Journal of Agricultural Economics/Revue Canadienne d’agroeconomie, 63(2), 209–233. https://doi.org/10.1111/cjag.12047
[33] Monje Amor, A., Xanthopoulou, D., Calvo, N., & Abeal Vázquez, J. P. (2021). Structural empowerment, psychological empowerment, and work engagement: A cross-country study. European Management Journal, 39(6), 779-789. https://doi.org/10.1016/j.emj.2021.01.005
[34] Mullens, D. S. (2013). TMT characteristics that position family firms for success: examining the effects of human capital, non-familiness, entrepreneurial orientation, and transactive memory …. rc.library.uta.edu. https://rc.library.uta.edu/uta-ir/handle/10106/23940
[35] Narzary, G., & Palo, S. (2020). Structural empowerment and organisational citizenship behaviour: The mediating–moderating effect of job satisfaction. Personnel Review, 49(7), 1435–1449. https://doi.org/10.1108/PR-11-2019-0632
[36] Ochoa Pacheco, P., & Coello-Montecel, D. (2023). Does psychological empowerment mediate the relationship between digital competencies and job performance? Computers in Human Behavior, 140(July 2022), 107575. https://doi.org/10.1016/j.chb.2022.107575
[37] Ölçer, F., & Florescu, M. (2015). Mediating effect of job satisfaction in the relationship between psychological empowerment and job performance. Theoretical and Applied Economics, 22(3), 111–135.
[38] Rauch, A., & Hatak, I. (2016). A meta-analysis of different HR-enhancing practices and performance of small and medium sized firms. Journal of Business Venturing, 31(5), 485–504. https://doi.org/10.1016/j.jbusvent.2016.05.005
[39] Rosenbusch, N., Brinckmann, J., & Bausch, A. (2011). Is innovation always beneficial? A meta-analysis of the relationship between innovation and performance in SMEs. Journal of Business Venturing, 26(4), 441–457. https://doi.org/10.1016/j.jbusvent.2009.12.002
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