English title: Social Capital and Empowerment at the Work Place
Author(s): Heiner Meulemann -
Type: Book chapter
Empowerment at the workplace is the range of discretion its incumbent has in order to decide about his or her work. It may be seen from three angles, the core of the task, the environment of the task within the firm, and the opportunities outside the firm. It depends on the firm specific human capital, the personal human capital and the quality of the work place on the one hand, and the presence of unions at the work place and the union membership on the other hand; furthermore it may also depend on the worker’s positive experiences in the civil society. On the level of persons, the impact of these factors will be examined. On the level of countries, furthermore, two hypotheses will be examined: the union efficiency hypothesis that labour relations in favour of the unions increase the mean empowerment, and the substitution hypothesis that the more the labour relations system of a country favours union the less important individual strategies become for the worker in order to attain empowerment. Data source is the European Social Survey 2002 (employed population of 22 countries); It contains a new instrument on empowerment at the work place, and also measures of the work place and the civil engagement of the workers. This instrument will be investigated and countries will be as to the different impact on empowerment.
From page no: 285
To page no: 309
Anthology: Social Capital in Europe: Similarity of Countries and Diversity of People? Multi-level analyses of the European Social Survey 2002