Abstract
Given the abundant individual and organizational outcomes of empowerment, identifying employees who can bemore empowered than others can be quite beneficial for organizations. The goal of this study was to test therelationship between both Narcissism and Machiavellianism, and psychological empowerment. To do so, 223front-line service workers working in different industries in tertiary sector in Iran were selected and data wascollected using self-reported questionnaire. The results indicated that by affecting three cognitions of impact,self-determination, and competence/self-efficacy, Narcissism positively relates to psychological empowerment.Despite the significant positive relationship between Machiavellianism and the cognition of impact,unexpectedly, no significant link between Machiavellianism and overall measure of psychological empowermentwas found. This was attributed to significant negative relationship between Machiavellianism andempowerment’s dimension of meaning. Identifying individual differences, such as Narcissism, which arepositively related to empowerment can be tremendously useful during human resource selection. In other words,the result suggests that employing individuals with some degree of healthy Narcissism can be quite fruitful forthe organizations especially those operating in the service sector.
Highlights
Understanding individuals’ characteristics, related to empowerment can go a long way in benefiting organizations by helping them in staffing procedures to identify and select individuals who can experience higher level of empowerment
Narcissism was significantly related to psychological empowerment (β= .212, P< 0.01)
The findings supported the second hypothesis and identified narcissism as an antecedent of psychological empowerment but no evidence was found to support the link between Machiavellianism and psychological empowerment
Summary
Understanding individuals’ characteristics, related to empowerment can go a long way in benefiting organizations by helping them in staffing procedures to identify and select individuals who can experience higher level of empowerment. We are not overstating if we present empowerment as alchemy, since it transforms individuals in theorganization to super-employees. In their meta-analysis, Seibert and colleagues (2011) identified significant attitude and behavior-related outcomes of empowerment, found in various empowerment-related studies. They reported that empowered employees are more satisfied with their jobs On the other hand, empowered employees are more creative, have higher task performance, and higher organizational citizenship behaviors
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