International Journal of Advanced and Applied Sciences, 9(7) 2022, Pages: 194-203 Contents lists available at Science-Gate International Journal of Advanced and Applied Sciences Journal homepage: http://www.science-gate.com/IJAAS.html 194 The impact of administrative empowerment on the job satisfaction of employees Samer Ahmed Al Naggar * Department of Public Administration, Northern Border University, Arar, Saudi Arabia ARTICLE INFO ABSTRACT Article history: Received 22 January 2022 Received in revised form 12 April 2022 Accepted 2 May 2022 Recognizing the significance of administrative empowerment and job satisfaction is vital in improving the organization's human resource efficiency. So, the purpose of this study is to see how administrative empowerment affects employee satisfaction at the Directorate of Health in the Northern Border Region. The study used descriptive and analytical methodology. The questionnaire was distributed to 167 employees found in the Directorate of Health in the Northern Border Region. The study found several results, the most important of which is the existence of the impact of administrative empowerment with its five dimensions (participation in decision-making-effective communication-employee motivation-training, and continual education-teamwork) explained by 67% of the variance in the level of job satisfaction of the employees. The main recommendation of the study was to strengthen teamwork, consolidate cooperation, linking the material and moral incentives with a set of objective standards to increase employees’ motivation towards teamwork and thus increase job satisfaction besides, increasing opportunities for participation in policymaking. Moreover, efforts should be exerted to establish robust internal communication channels that serve various administrative fields and enable workers to increase their capabilities and job skills. Keywords: Administrative empowerment Employee motivation Job satisfaction © 2022 The Authors. Published by IASE. This is an open access article under the CC BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/). 1. Introduction *Organizations adapted to different changes and challenges to achieve goals, and these issues urged organizations to reinvest in human resources by adopting modern management concepts. Frequently organizations seek to engage leaders and workers in the decision-making process, as well as build trust between management and workers which is embodied in freedom, autonomy, motivation to work collectively, and teamwork instead of rigid hierarchy in the institution all these stuff are granted to employees. The top management tends to support employees in addition to the adoption of an administrative empowerment strategy, abandoning the idea of centralization in decision making and transforming from the traditional administrative style to the open democratic style that allows the * Corresponding Author. Email Address: egy7007@gmail.com https://doi.org/10.21833/ijaas.2022.07.020 Corresponding author's ORCID profile: https://orcid.org/0000-0002-6005-7100 2313-626X/© 2022 The Authors. Published by IASE. This is an open access article under the CC BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/) empowerment of human resources, and lead to innovation and creation. For public service organizations to be more appropriate and adaptive to the current conditions and more progressive and capable to achieve efficiency and effectiveness that is reflected in the quality of service provided to the citizens, they should apply administrative empowerment to their human resources. In past decades, the idea of subordination was dominated as ta traditional model management that opened the way for more democratic approaches including participatory decision-making. The basic concept for the different management styles is empowerment which gives employees empowerment to enjoy containing take responsibility for on for whereas. Whereas the managers were shifted from control to facilitation and coordination of work activities, ae is less concentration on decision making, and more concentration on good communication, and leadership. Furthermore, one of the essential roles of managers is to help team members to develop confidence and skills to make good decisions and maximize capabilities (Watson, 2003). However, Bowen and Lawler (1992; 1995) are among few scholars who have stated that