Fauzia Agustini, Dita Amanah, Dedy Ansari Harahap


Human resource management in universities especially for lecturers needs to be directed to lecturers empowerment which is an activity aimed to maintain and improve the ability, performance and productivity of lecturer's work in their role as academic staff. One of the factors that can encourage the improvement of work productivity is the empowerment of human resources, as one of the organizational resources.In terms of ensuring the success of the learning process in universities, it is necessary to have a model of human resource empowerment that describes a series of processes performed gradually in order to achieve optimal results so that it will succeed in improving the productivity of lecturer work on an ongoing basis.

This model is only tailored to the needs of the college and lecturers who work at the college. This research has designed the lecturer empowerment model which is the development of the human resource empowerment model that has been applied for company employees. This research relates to the needs of lecturers and adapted to the tasks of lecturers at a university, especially in Medan.


empowerment of lecturer, college, model, productivity


Agustini, F. (2015). Pemberdayaan Dosen Fakultas Ekonomi untuk Meningkatkan Produktivitas Kerja Melalui Kerjasama dengan Stakeholder di Kota Medan. Jurnal Pengabdian Kepada Masyarakat, 21(79), 24–38.

Barizi. (2010). Pemberdayaan dan Pengembangan Karir Dosen. Retrieved from

Bowen, D. E., & Lawler, E. E. (1992). The Empowerment of Service Workers: What, Why, How, and When. Sloan Management Review, 3, 31–39.

Chaijukul, Y. (2010). An examination of self-leadership performance mechanism model in thai private organization. The Journal of Behavioral Science, 5(1), 15–32.

Dee, J. R., Henkin, A. B., & Duemer, L. (2003). Structural antecedents and psychological correlates of teacher empowerment. Journal of Educational Administration, 41(3), 257–277.

Goetsch, D. L., & Davis, S. B. (1996). Introduction to Total Quality: Quality Management for Production, Processing, and Services (2nd Editio). New York: Prentice Hall College Div. Retrieved from

Harahap, D. A., Agustini, F., Amanah, D., & Riza, S. (2017). The Comparison of Work Motivation between Employees and Staffs Based On Two Factor Theory of Motivation in PT PP London Sumatra Indonesia At Bah Lias Research Perdagangan North Sumatera Indonesia. International Journal of Engineering and Management Invention, 2(1), 187–192.

Kahreh, S. M., Ahmadi, H., & Hashemi, A. (2011). Achieving competitive advantage through empowering employees: An empirical study. Journal of Psychology, 3(2), 26–37.

Khan, S. (1997). The key to being a leader company : empowerment. Journal for Quality and Participation, (Januari/Februari).

Kruja, D., & Oelfke, T. (2009). The Levels of Empowerment Impact on the Level of Employee Job Satisfaction : The Case of Albanian Hotels. TMC Academic Journal, 4(2), 91–106.

Niehoff, B. P., Moorman, R. H., Blakely, G., & Fuller, J. (2001). The Influence of Empowerment and Job Enrichment on Employee Loyalty in a Downsizing Environment. Group & Organization Management, 26(1), 93–113.

Yazdani, B. O., N.-M. Yaghoubi, & E.S. Giri. (2011). Factors Affecting the Empowerment of Employees (An Empirical Study). European Journal of Social Sciences, 20(2), 267–274.

Yunus, N., Ishak, S., & Razak, A. (2010). Motivation, Empowerment, Service Quality and Polytechnic Students’ Level of Satisfaction in Malaysia. International Journal of Busines and Social Science, 1(1), 120–128. Retrieved from



  • There are currently no refbacks.

Copyright (c) 2018 Fauzia Agustini, Dita Amanah, Dedy Ansari Harahap

Creative Commons License
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.

Creative Commons License

Jurnal Manajerial is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

View My Stats