Abstract
Through this study the authors sought to examine how perceived external prestige—a variable which examines how an employee believes others view his or her work—effects the outcomes of psychological capital and psychological empowerment at the individual, or employee, level. Results showed that significant bivariate correlations exist between perceived external prestige and psychological capital as well as psychological empowerment. Further they show that the effect of a manager's customer orientation was moderately significant when moderating the relationships between perceived external prestige and psychological capital as well as psychological empowerment. Practical and theoretical implications are discussed.
Published Version
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