أثر التمكين الوظيفي على الالتزام التنظيمي للعاملين دراسة ميدانية في مكتب الخدمات المالية بصبراتة

Abstract

This study aimed to analyze the impact of job empowerment, through its various dimensions—namely delegation of authority, motivation, autonomy, and participation in decision-making—on the level of organizational commitment among employees at the Financial Services Office in Sabratha. The importance of the study stems from the role of job empowerment as a modern managerial approach in enhancing organizational commitment.

The study adopted both the descriptive and analytical approaches. The descriptive approach was used to address the theoretical aspects and review relevant previous literature, while the analytical approach was employed to process field data and test the study hypothesis. The study population consisted of all employees of the Financial Services Office in Sabratha, totaling (108) employees. A census method was adopted to ensure data comprehensiveness and accuracy. Data were collected through a questionnaire specifically designed to measure the dimensions of job empowerment and the level of organizational commitment, and were analyzed using the SPSS statistical software.

The results indicated that the level of job empowerment among employees was moderate, with noticeable deficiencies in some dimensions, particularly motivation and participation in decision-making, as well as weak administrative support for empowering practices. The findings also showed that the level of organizational commitment was moderate, with a relative weakness in feelings of belonging, loyalty, and willingness to remain at work. Correlation analysis revealed a strong positive and statistically significant relationship between job empowerment and organizational commitment, confirming the validity of the study hypothesis and highlighting the positive effect of job empowerment on enhancing organizational commitment among employees.

In light of these findings, the study recommended adopting administrative policies that support job empowerment by expanding the delegation of authority, developing effective incentive systems, enhancing employee participation in decision-making, and improving the organizational work environment, in order to raise the level of organizational commitment and improve overall performance.