Hoofdstuk 5 Conclusie en discussie
5.3 Beperkingen en aanbevelingen toekomstig onderzoek
Er zijn beperkingen waarmee rekening moet worden gehouden bij het interpreteren van de resultaten van dit onderzoek. Het onderzoek is wegens praktische overweging cross-sectioneel van aard
waardoor het onmogelijk is om uitspraken te doen over de causaliteit. Door middel van het uitvoeren van longitudinaal onderzoek zou deze causaliteit eventueel vastgesteld kunnen worden. De tweede beperking heeft maken met het feit dat het onderzoek uitgevoerd is binnen één organisatie. Er zal meer onderzoek moeten worden gedaan om de uitkomsten van het onderzoek te generaliseren naar andere vergelijkbare organisaties. Pelit et al. (2011) stellen dat empowerment een contextafhankelijk basis-concept is dat geanalyseerd moet worden in relatie met andere invloedrijke factoren. Deze invloedrijke factoren kunnen voor elke organisatie anders zijn. Een derde beperking is de deelname van de
medewerkers van de vrijwillige brandweer aan dit onderzoek. Deze medewerkers konden niet via een werk-email van de Veiligheidsregio Fryslân benaderd worden waardoor er gebruik is gemaakt van sociale media. De respons was nihil. Omdat de medewerkers van de vrijwillige brandweer de grootste groep medewerkers zijn binnen Veiligheidsregio Fryslân zou er meer onderzoek moeten worden gedaan naar wat de beste methode is om enquêtes onder deze groep medewerkers te verspreiden om zoveel mogelijk respons van deze groep te ontvangen. De vierde beperking heeft te maken met de zelfrapportage van vragenlijsten. Er kunnen door de medewerkers sociale gewenste antwoorden gegeven zijn aangezien klantgericht werken een belangrijk onderwerp is binnen Veiligheidsregio Fryslân. Er zijn ook geen incentives beschikbaar gesteld na het invullen van de vragenlijst omdat hierin het gevaar schuilt dat medewerkers geen ‘eerlijke’ antwoorden zullen geven maar de vragenlijst alleen invullen omdat er een beloning in het vooruitzicht wordt gesteld. Het niet beschikbaar stellen van incentives kan ten koste zijn gegaan van de respons. De laatste beperking heeft te maken met de respons. In juni zijn er ontzettend veel enquêtes naar de medewerkers verzonden door externe organisaties, maar ook door stagiaires die binnen Veiligheidsregio Fryslân stage hebben gelopen. Hierdoor zou er mogelijk een enquêtemoeheid kunnen zijn ontstaan. Om de respons te verhogen is de vragenlijst zo kort mogelijk gehouden, is er een begeleidende e-mail naar de medewerkers gestuurd waarin het doel van het onderzoek werd uitgelegd en is er in de tweede week een herinneringsemail naar de medewerkers verzonden.
Met betrekking tot de aanbevelingen voor toekomstig onderzoek is in paragraaf 5.2 al aangegeven dat er nog maar weinig onderzoek is verricht naar het moderatie-effect van psychologisch empowerment. Dat het moderatie-effect beïnvloed kan worden door contextuele factoren suggereert dat er
aanvullende variabelen en processen van invloed kunnen zijn op het gedrag van de medewerkers. Om hier beter inzicht in te krijgen wordt toekomstig onderzoek aanbevolen. Thomas & Velthouse (1990) betogen dat er andere factoren een belangrijke rol spelen bij het empoweren van medewerkers, zoals de persoonlijkheidskenmerken. Brown et al. (2002) betogen dat klantgericht gedrag wordt gedreven door een individuele persoonlijke eigenschap. Om beter inzicht te krijgen naar de effecten van
persoonlijkheidskenmerken op de perceptie van medewerkers ten opzichte van klantgericht gedrag en op empowerment wordt meer onderzoek in de toekomst aanbevolen. Managers spelen een belangrijke rol bij het vormgeven van empowerment in een organisatie. Het leiderschap dient gericht te zijn op het empoweren van medewerkers. Managers moeten het vermogen hebben om autoriteit en
beslissingsbevoegdheid te delegeren en informatie te delen. Maar zullen ook medewerkers moeten kunnen ondersteunen door middel van motivatie, inspiratie en coaching. Om beter inzicht te krijgen op empowerde leiderschapsstijlen ten opzichte van empowerment wordt er meer onderzoek aanbevolen.
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