چکیده:
The purpose of this study is to investigate the impact of bureaucratic structure on the employee engagement (EE). Our study extends previous researches by considering bureaucracy from two points of view: enabling versus hindering. We study the extent to which these two types of bureaucracy are related to the two forms of employee engagement: organizational (OE) and work engagement (WE). The viewpoints of the employees working at top-four Iranian universities have been examined through a quantitative survey. The results indicate the positive significant impact of enabling bureaucracy on both types of employee engagement with the stronger effect on work engagement among employees of universities. However, our findings show no significant impact of hindering bureaucracy on employee engagement, whether work engagement or organizational one.
خلاصه ماشینی:
Employee engagement and two types of bureaucracy: An investigation into the top-four Iranian universities Asal Aghaz*, Asra Tarighian Department of Management, Science and Technology; Amirkabir University of Technology, Tehran, Iran (Received: August 11, 2016; Revised: November 12, 2016; Accepted: November16, 2016) Abstract The purpose of this study is to investigate the impact of bureaucratic structure on the employee engagement (EE).
The results indicate the positive significant impact of enabling bureaucracy on both types of employee engagement with the stronger effect on work engagement among employees of universities.
Given that employee engagement contributes to the organizational performance, investigating factors influencing the performance of Iranian top universities would have effective results for facilitating the development process.
Organizational structure: from hindering to enabling bureaucracy Most of the different interpretations from the word ‘bureaucracy’ can be traced back to German author, Max Weber, whose work on bureaucracy was the starting point for everlasting studies in contemporary and future research on bureaucratic structure (Heady, 2001).
Reviewing the studies carried out in the field of formalization indicates that employees appreciate efficient and flexible structures, rules and regulations, whereas criticize inefficient ones (Saparito & Coombs, 2013).
Regarding the negative correlation between centralization and empowerment which may cause the feelings of powerlessness among employees (Conger & Kanungo, 1988), organizational members working under centralized circumstances are less likely to involve in extra role behaviors (Raub, 2008).
When employees feel engaged in their job, they work in a more efficient manner, and contribute to organizational performance (Bakker & Demerouti, 2008).
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