Participation, empowerment,change message, individual intervention and contextual performance in transforming organisation

Abstract

The purpose of the study was to establish the relationship between employee participation/involvement, change message, employee empowerment, individual intervention and how these explain contextual performance.

The study used a cross sectional study design in which purposive sampling method was used to identify respondents. With a sample size of 100, each of the 70 respondents successfully completed and submitted a self-administered questionnaire. The data was coded and consistency, accuracy and completeness estimated using Cronbach’s Coefficient alpha and processed using SPSS 11.0 version.

Data analysis was completed using correlation to test for the relationships between variables, regression to determine the extent to which the predictors explained contextual performance, ANOVA to establish the significant effects of the different variables and factor analysis that explored the relative composition of the variables.

The findings revealed a significant positive correlation between all the independent and dependent variables. The regression analysis indicated that only empowerment could singly explain contextual performance. ANOVA results showed that variables had significant level of difference between respondents of different departments and gender.

The study concludes that different forms of collective or work group arrangements, consistent and effective forms of information exchange and continuous individual behavioural modification interventions have significant impact on contextual performance.

Based on the findings, it is recommended that transforming organisations adopt collaborative work arrangements with clear information flow and rewarding unconscious contribution towards achieving organizational goals.