How Diversities in Demographic Have Related to Psychological Empowerment?

Abstract

Objective: The objective of this study is to explores the link between employee demographics and psychological empowerment and determine the factors of employee demographic on psychological empowerment. Theoritical Framework: During organizational change, people usually will feel unsecure, and having anxiety which may lead to stress. As a result, feeling of competence in facing the stressful condition is needed. This study used the concept of Psychological empowerment by Spreitzer (2008), which is a type of inner drive defined as the "psychological states necessary for an individual to feel control over their work". Psychological empowerment consists of 4 (four) dimensions namely: Competencies; Meaning; Self-determination and Impact. Method: The research team used a quantitative method, with the combination of mean significant differences analysis and intercorrelation analysis. The research was conducted at 4 (four) NGOS in Jakarta, Indonesia, with 156 respondents. Psychological empowerment inventory (Spreitzer, 2008) was used to collect the data after being tested its validity and reliability with Cronbach's Alpha. Result and Discussion: Results reveal that only gender had significant differences on psychological empowerment, with males scoring higher than females. Further, there is no significant correlations exist with other demographics profile (education, position, tenure, and employment status) on psychological empowerment. Research Implication: This study will contribute for executives and human resource managers that besides gender, no other demographic profile that might influence the score of psychological empowerment In other words, the score of psychological empowerment cannot be related with demographic profile except gender. Originality and Value: The process of organizational change is very important and challenging, and many researchers have studies about the process. However, the research team found out that studies about the relation of demographic profile on psychological empowerment is still very limited and need to be further studied. These findings offer valuable insights for change agents in managing organizational transitions, with emphasizing the nuanced impact of demographic factors on psychological empowerment.