Mediation effect of employee autonomy on impact of their development and empowerment on work engagement

Abstract

This master's thesis investigates the impact of employee competence development, empowerment, and autonomy on employee engagement in the workplace. The thesis consists of several key chapters that thoroughly address these concepts and their interrelationships. In the introductory part, the basic concepts are defined, and the importance of studying the relationships between competence development, empowerment, and autonomy in the contemporary business environment is explained. Furthermore, the thesis deals with employee competence development, including the skills, knowledge, and abilities necessary for successfully performing business tasks. Competence development encompasses formal education, training, mentoring, and practical experience. Employee empowerment represents the process of delegating responsibility and autonomy, enabling employees to have greater control over their jobs and decision-making. This increases their sense of belonging and motivation to achieve organizational goals. Workplace autonomy refers to employees' ability to independently regulate their behavior and reactions, even in stressful situations. A high level of autonomy often results in greater productivity, reduced stress, and better interpersonal relationships. The research uses a survey to collect data from employees in various organizations, focusing on the correlation between competence development, empowerment, and autonomy, and their impact on employee engagement. The empirical part of the research confirms the hypotheses, indicating positive effects of these factors on work efficiency and employee satisfaction.