Abstract
This study examines the influence of leader-member exchange (LMX) and locus of control on psychological empowerment, and the subsequent effect of psychological empowerment on employees' job satisfaction, affective commitment, and intention to leave. Data were collected from 316 R & D engineers in Taiwan. The results confirmed that LMX and locus of control have significant effects on employees' psychological empowerment. Psychological empowerment has a positive effect on employees' job satisfaction and affective commitment, and a negative effect on their intention to leave. It is also found that psychological empowerment fully mediates the relationships between LMX, employees' job satisfaction, and affective commitment. In addition, psychological empowerment fully mediates the relationship between employees' locus of control and affective commitment. The findings suggest that the cultivation of a good LMX and selection of employees with internal locus of control are conducive to elevating employees' perceived psychological empowerment, and thus yielding a higher level of job satisfaction and affective commitment on employees.
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