Dimensions Of Psychological Empowerment Research Articles

An Investigation into the Effect of Psychological Empowerment on Brand Equity (Case Study: Islamic Azad University, Bandar Abbas Branch)

The aim of this research is to investigate the effect of psychological empowerment on brand equity in Islamic Azad University, Bandar Abbas branch. The survey-correlational was employed in data collection. The statistical population of this study includes two populations, i.e., professors and staff and students of different colleges. To select the participants, random stratified sampling method using Cochran’s Formula was used. The standard questionnaires of Spreitzer and Mishra (1997) and Kim and Hyun (2011) were used to measure psychological empowerment and brand equity, respectively. The results indicated that all the psychological empowerment dimensions of the staff and professors of the university are valid enough to increase brand equity from the aspect of empowerment indices.

Psychological Empowerment of Middle Level Managers and its Bearing on Human Resource Stability in Three and Five Star Hotels in Nairobi County, Kenya

The purpose of this study was to determine the effects of middle level manager's psychological empowerment on human resource stability in three and five star hotels in Nairobi County, Kenya. The main objective was to investigate the impacts of the four dimensions of psychological empowerment (Meaning, Competence, Self-determination and Impact) as experienced by middle level managers on human resource stability in three and five star hotels. The study employed a descriptive survey research design, and used quantitative methods in data collection. Convenience sampling was used to select 82 middle level operations managers, out of which 67 respondents (81.7%) responded. Questionnaires with closed ended statements based on 5-point Likert scale were used to collect data. Descriptive statistics and inferential statistics were used to analyze data using SPSS version 22 software. The findings of the study are that psychological empowerment has a significant and positive effect on human resource stability, and each dimension of psychological empowerment significantly influenced human resource stability todiverse extents. Among the dimensions, Meaning and Impact had the most significant and positive influence on human resource stability. Both competence and self-determination had insignificant but positive influence. Results also indicated. Further, human resource stability in all the surveyed hotels was low. While majority of the respondents agreed that they had meaning in their jobs and organizations, majority disagreed that they had sufficient impact in their organizations, leading to the conclusion that lack of impact among middle level managers had caused the low level of human resource stability. It is recommended that top managements of three and five star hotels actively engage their middle level managers, communicate the vision, mission, and performance information and reward performance to enhance the feeling of impact among this vital cadre in management to improve human resource stability.

Citizens’ intention to use and recommend e-participation

PurposeThe purpose of this paper is to investigate how citizens’ perception of empowerment can influence the intention to use and intention to recommend e-participation.Design/methodology/approachA research model is evaluated using structural equation modelling. An online survey questionnaire was used to collect data from 210 users of e-participation.FindingsThe results show that psychological empowerment influences the intention to use and recommend e-participation. Performance expectancy and facilitating conditions were the strongest predictors of intention to use; effort expectancy and social influence had no significant effect on the prediction of intention to use e-participation.Research limitations/implicationsThe use of psychological empowerment as a higher-order multidimensional construct is still insufficiently researched. Future research may explore the effect of each dimension of psychological empowerment in different scenarios of e-participation adoption. Caution is needed when generalising our findings towards the adoption of e-participation in different locations or with different participants.Practical implicationsThe findings can help the local governments to design strategies for the promotion and diffusion of e-participation amongst the citizenry. Those strategies should focus on citizens’ perception of empowerment, thereby creating a positive attitude towards intention to use and recommend e-participation.Originality/valueAn innovative research model integrates the unified theory of acceptance, use of technology and psychological empowerment; the last as a higher-order construct.

Gambaran Keberdayaan Perempuan di Desa Wisata Pentingsari berdasarkan Resident Empowerment through Tourism Scale (RETS)

The main focus of this research is to measure whether female residents in Desa Wisata Pentingsari perceive themselves as being empowered by tourism. The measurement is carried out using the concept of Resident Empowerment through Tourism Scale (RETS), formulated by Boley and McGehee (2014). This study will show the mean score on the dimensions of psychological empowerment, social empowerment, and political empowerment. Furthermore, the mean score will be interpreted with a scale of assessment proposed by Umar (1998). A questionnaire was distributed to 100 women in Pentingsari Tourism Village who are at productive age between 15 - 64 years old. The result shows that the women in Pentingsari Tourism Village perceived themselves to be more psychologically empowered than socially or politically. On the psychological empowerment, the mean score shows a very high score of 4.26. Meanwhile, on the dimension of social empowerment, the mean score shows a high category of 4.19 and on the dimension of political empowerment 3.69, still in the category high score.

The Influence of Teachers’ Perceptions of School Leaders’ Empowering Behaviours on the Dimensions of Psychological Empowerment

Abstract Background and Purpose: School leader has an effect on teachers in divergent ways. If school leader wants their teachers to be successful and satisfied, he or she must have the potential to prompt work conditions that build up teachers’ psychological empowerment. Main aim of our research was to empirically test the relations between teachers’ perceptions of school leaders’ empowering behaviours and all dimensions of psychological empowerment (meaning, competence, self-determination and impact). Design/Methodology/Approach: We tested four hypotheses in one structural model by using structural equation modelling (SEM). The quantitative data was collected through an online survey on a sample of 525 primary school teachers in Slovenia by using two already validated questionnaires, The School Leader Empowering Behaviours (SLEB) and Psychological Empowerment Questionnaire (PEQ). Results: Findings show that teachers’ perceptions of school leaders’ empowering behaviours are positively and statistically significantly related to all dimensions of psychological empowerment (meaning, competence, self-determination and impact). Conclusion: Knowledge of psychological empowerment can be beneficial for school leaders, because with this comprehension they can strengthen apprehension and potential in exercising empowering behaviours towards their teachers to maximize their psychological empowerment.

지역아동센터 생활복지사의 직무환경과 조직몰입의 관계 : 심리적 임파워먼트 매개효과 검증

Community child centers’ front-line welfare workers’ employment status, sense of responsibility, duties, wages, work conditions and psychological empowerment within their job environment have been found to be below the average values ranging from 2.68 points to 2.94 points. In terms of mediation for front-line welfare workers’ job environment and organizational commitment, psychological empowerment was seen to have a significant impact on the outcome. It is necessary to prepare practical plans for psychological empowerment that will enhance the quality of front-line welfare workers’ job environment and organizational commitment. It is also necessary to focus on improving factors in their job environment at the same time. Because every element of psychological empowerment has a significant influence on the job environment and organizational commitment, enhancing front-line welfare workers’ psychological empowerment will be led to a better job environment and stronger organizational commitment. This study has found that all of the three dimensions of psychological empowerment have a significant relationship with the job environment and organizational commitment, which confirms the importance of psychological empowerment as a medium for the improvement of the job environment and organizational commitment.

Exploring a model of servant leadership, empowerment, and commitment in nonprofit organizations

This study examined a model of servant leadership's relationship to organizational commitment through structural and psychological empowerment, focusing on leader–follower dyads in a nonprofit organization. Survey data was collected from 128 employees of a nonprofit organization in a northeastern U.S. city. After model re‐specification, a well‐fitting model emerged, indicating that structural empowerment mediates the relationship between servant leadership and organizational commitment. Moreover, the model suggests that structural empowerment's effect on organizational commitment is both direct and indirect—the latter occurring through the meaning dimension of psychological empowerment. This study provides initial support for structural empowerment being a mechanism through which servant leadership impacts organizational commitment in nonprofits. In addition, the role of meaningful work is highlighted as an antecedent to organizational commitment for nonprofit employees. Servant leaders are suggested to create structurally empowering working environments, which support employees' stronger commitment to the organization.

Psychological empowerment and organisational change among hotel employees in Egypt

Empowering employees can have a significant impact on increasing job satisfaction, efficiency and productivity in the hotel industry. This paper aims to investigate the effect of empowerment on readiness for and acceptance of organisational changes among employees in Egyptian chain hotels. The study used a survey questionnaire to examine psychological empowerment across four dimensions (meaning, competence, self-determination, and impact) and readiness for change. Data were collected from 386 employees in chain hotels in Egypt, and the relationships between variables were examined using correlation and multiple regression analysis. The results show that there were no correlations between acceptance of change and any individual dimension of psychological empowerment. However, the regression analysis shows that psychological empowerment had a slight, but significant, positive effect on acceptance of organisational change. The overall model explained 2.7% of the variance in organisational change. Both “meaning” and “impact” constructs were significant, although “meaning” had a slight negative effect. These findings suggest that hotel managers should consider the effect of psychological empowerment when preparing for organisational change, although this is only one factor which should be taken into account.

How Leadership and Public Service Motivation Enhance Innovative Behavior

AbstractPrior research has linked the innovative behavior of public sector employees to desirable outcomes such as improved efficiency and higher public service quality. However, questions regarding the drivers of innovative behavior among employees have received limited attention. This article employs psychological empowerment theory to examine the underlying processes by which entrepreneurial leadership and public service motivation (PSM) shape innovative behavior among civil servants. Based on three‐wave data from 281 Chinese civil servants and their 59 department heads, entrepreneurial leadership is found to positively influence subordinates' innovative behavior by enhancing two dimensions of psychological empowerment: meaning and impact. Additionally, PSM was found to influence subordinates' innovative behavior by enhancing the dimensions of meaning and competence. These findings suggest that to facilitate innovative behavior among employees, public organizations should consider introducing training that encourages leaders to serve as entrepreneurial role models and recruit employees with high levels of PSM.

Psychological empowerment of NGO women in Iran: Designing a tool.

BackgroundAs the core of health promotion, proper assessment of empowerment is a base for planning for a process that increases people’s control on their decisions, lifestyle, and effective activities for their health.ObjectiveTo design and develop a special tool to assess the empowerment of NGO women in Iran.MethodsThis successive exploratory study of combinational type was conducted in 2015 in two steps. In the first step, using comments of participants and the help of authentic texts related to this field, dimensions of psychological empowerment were developed. In the second step, psychometric properties of the scale or tool were determined using formal content, and structural validity and reliability were determined using internal consistency and stability via SPSS version 21.ResultsIn the first step, the initial tool including 58 items was developed in the form of eight domains. In the second step, based on exploratory factor analysis (EFA), the number of items was reduced to 37. Considering the eigenvalues of higher than one, items were classified into eight factors. KMO index was 0.896 in this study. Reliability of the tool was 0.81 using Cronbach’s alpha. This tool is able to predict 66.1% of total changes in psychological empowerment.ConclusionA questionnaire with relevant reliability and validity, including eight domains of participation, motivation, cognitive thinking, critical thinking, self-efficacy, intention, perceived control and social support was developed to measure psychological empowerment of NGO women in Iran.

The Predictive and Incremental Validity of Psychological Empowerment Dimensions on Teachers′ Career Commitment beyond Autonomy, Competence and Relatedness

AbstractThis study examined the predictive and additive effects of psychological empowerment dimensions on teachers′ career commitment over and above the satisfaction of basic work needs of autonomy, competence and relatedness. Two hundred and twelve teachers, selected through a stratified random sampling technique took part in the survey. The Career Commitment Measure, Basic Needs Satisfaction at Work Scale, and Psychological Empowerment Instrument were used to collect data which were analyzed using Moderated Hierarchical Multiple Regression Analysis. Findings indicated that psychological needs satisfaction had predictive effect on teachers′ career commitment (R2= .233; p < .001). Psychological empowerment had both predictive and incremental effects on teachers′ career commitment (R2= .286; ΔR2= .053; p < .001), accounting for a significant add-on effect of 5.3 percent of the variance in teachers′ career commitment over the effect of autonomy, competence and relatedness. Empowering teachers psychologically has both predictive and add-on effects on teachers′ career commitment beyond the contribution of autonomy, competence and relatedness. Recommendations were made for research and practice.

Patikslinto lietuviškojo darbuotojų psichologinio įgalinimo klausimyno (PĮKL-9) psichometriniai rodikliai

Darbuotojų psichologinis įgalinimas – vidinė darbuotojo būsena, apimanti meistriškumo ir motyvaci­nės energijos patyrimą, – siejamas su teigiamomis darbuotojų nuostatomis, darbiniu elgesiu ir darbo rezultatais. Jis svarbus šiuolaikinėse organizacijose, ypač taikant lanksčias personalo valdymo sistemas, pabrėžiančias darbuotojų proaktyvumą ir įsitraukimą į darbą. Lietuviškojo psichologinio įgalinimo klau­simyno pirmąją penkiolikos teiginių versiją sudaro penkios dimensijos (Tvarijonavičius ir Bagdžiūnienė, 2013), tačiau tyrimai rodo, kad teiginių pasiskirstymas ne visuomet atitinka penkių faktorių struktūrą. Tai paskatino atlikti papildomus metodo tikslinimo tyrimus. Straipsnyje pristatomų dviejų tyrimų pagrindi­nis tikslas – pakartotinai išnagrinėti lietuviškąjį darbuotojų psichologinio įgalinimo tyrimo metodą. Pir­majame tyrime, kuriame dalyvavo 740 įvairių organizacijų darbuotojų, parengtas patikslintas devynių teiginių klausimynas (PĮKL-9), kurį sudaro prasmės, sprendimų priėmimo ir pasitikėjimo kompetencija dimensijos, pagrįsti konstrukto validumas ir vidinis suderintumas. Antrajame tyrime, kuriame dalyvavo 658 darbuotojai, papildomai buvo tikrinamas metodo validumas. Abiejuose tyrimuose duomenys buvo renkami anketinės apklausos būdu. Rezultatai parodė, kad patikslintas darbuotojų psichologinio įgali­nimo klausimynas pasižymi geromis psichometrinėmis savybėmis, gali būti naudojamas moksliniuose tyrimuose ir vertinant darbuotojų psichologinį įgalinimą konkrečiose organizacijose.

Nurses' psychological empowerment in Iran: A systematic review and meta-analysis

Background: Empowerment is one of the most effective techniques for improving productivity of employees and optimum use of their capacities and capabilities toward organizational goals. This systematic review and meta-analysis aimed to evaluate nurses' psychological empowerment in Iran. Methods: The required data were collected using keywords which are Empowerment, Psychological Empowerment, Nurse, Iran and their Persian equivalents. The databases searched were as follows: PubMed, Scopus, Medlib, SID, Magiran, and Iranmedex. Comprehensive meta-analysis software was used to data analysis. Results: Six eligible studies were entered into the systematic review. The results of this study show the mean score of nurses' psychological empowerment based on the random effect model was 3.6 (95% confidence interval: 3.41-3.64). In the dimension of psychological empowerment, the higher score was related to competence (3.96). The next dimensions were meaningfulness (3.83), impact (3.47), self-determination (3.33), and trust (2.98), respectively. Conclusions: Nurses' psychological empowerment was in a moderate level. Nursing managers need to further promote this dimension in their planning.

Organizational Trust: A Gateway to Psychological Empowerment

<p>This study investigates the relationship between psychological empowerment of employees and organizational trust within Kuwaiti industrial companies. It focuses on two dimensions of organizational trust; namely, trust in supervisors and trust in the organization. A total of 450 questionnaires were submitted to industrial companies in the Subhan Industrial Area, of which350 were completed. The results indicate that a significant positive correlation exists between psychological empowerment of the employees of these companies and organizational trust. The findings indicate that trust in the supervisor and in the organizationexplains21.8% and 13.1%, respectively, of the variation in psychological empowerment. Trust in the supervisor correlates significantly and positively with all dimensions of psychological empowerment whereas trust in the organization correlates significantly and positively with only three dimensions of psychological empowerment; namely, meaning, competence, and self-determination. The study concludes by explaining the limitations involved and suggests future research directions to enhance psychological empowerment and trust in industrial companies in Kuwait.</p>

DETERMINANTS OF EMPLOYEE EMPOWERMENT AS APPLIED ON THE EGYPTIAN PETROLEUM SECTOR

This paper aims to investigate the role of empowerment on employee performance in petroleum industry - EMS department- in order to improve the application of the EMS ISO 14001. The study addresses two perspectives of empowerment (i.e., structural and psychological). Research population three hundred and seventy-seven questionnaires. Findings reveal that both forms of empowerment have a positive and significant impact on employees’ performance. However, psychological empowerment has a stronger impact on employees’ behavior than does structural empowerment. Three dimensions of structural empowerment (communications, training, and knowledge and skills) have a significant positive impact on the dependent variable. In addition, three dimensions of psychological empowerment (meaning, competences and impact) have significant and positive impacts on employees’ performance. This study offers new insights into the existing literature and provides implications and directions for future research.

New generation, psychological empowerment

PurposeThis study aims to explore the influence of psychological empowerment on the career competencies of Generation Y employees and the relationship between empowerment and career satisfaction.Design/methodology/approachGeneration Y working in the hospitality industry comprised the target population of this study. A total of 500 questionnaires were distributed, and 458 valid questionnaires were obtained. Structural equation modeling was used to analyze the data and to test the causal relationships among the constructs.FindingsPsychological empowerment was positively related to career competencies and career satisfaction. Moreover, the four dimensions of psychological empowerment, namely, impact, competence, self-determination and meaning, also contributed positively to the career competencies and satisfaction of Generation Y. Findings indicated that empowerment was an important predictor of career management among young employees.Research limitations/implicationsThe limitation of this study is the use of convenience sampling method, with participants selected according to their accessibility. Future studies should collect a reasonably broad sample by using probability sampling methods.Practical implicationsThe findings of this study provided useful guidance to manage and empower Generation Y employees. First, the importance of psychological empowerment to enhance the career competencies and satisfaction of young employees was proved. Second, this study provided detailed information on how to empower Generation Y employees. Third, this study may help to retain qualified employees by empowering and supporting their career development.Social implicationsThis study highlighted the importance of empowerment in managing Generation Y employees. Once Generation Y employees are trusted and empowered, they tend to perform well in both their job and career. Findings indicated that the four factors of psychological empowerment had different contributions to careers of the employees. Results suggest that managers should attempt to assign challenging and meaningful tasks to young employees and to increase their responsibility and impact in the organization. To attract and retain qualified young employees, career competences should be enhanced to achieve a level of career satisfaction.Originality/valueThis study presented new findings on Generation Y and the outcomes of psychological empowerment. Initial evidence on the contribution of empowerment to the career issues of the new generation was proved. The findings outlined detailed information on psychological empowerment by exploring the function of its four factors. The results may serve as a foundation for future research on empowerment and career issues of Generation Y.

Linking Psychological Empowerment to Job Satisfaction and Organizational Commitment: Investigating the Mediating Effect of Organizational Trust

<p>The main purpose of this research is to examine the influence of psychological empowerment and organizational trust on job satisfaction and organizational commitment among Kuwait free trade zone employees. Data were obtained for this research through a set of questionnaire which was divided into four parts and administered to a total of 271 respondents. The results showed that psychological empowerment mainly affects employees’ job satisfaction and organizational commitment. The results indicated that two dimensions of psychological empowerment, i.e. <em>Meaning</em> and <em>Impact</em>, are significant and positively related to job satisfaction. The existing literature supports the relationships between psychological empowerment dimensions and three dimensions of organizational commitment:<em> normative</em>, <em>continuance,</em> and <em>affective commitment</em>. However, results from this study showed inconsistency. The results showed that only one dimension of Psychological Empowerment, <em>Meaning</em>, is significant and positively Associated to <em>Affective</em> <em>Commitment</em>; two dimensions of Psychological Empowerment, <em>Meaning</em> and <em>Competence,</em> are significant and positively Associated to <em>Normative Commitment</em>; and no dimensions of Psychological Empowerment are statistically contributed to <em>Continuance Commitment</em>. Moreover, analysis has also showed that organizational trust mediates the relationships between psychological empowerment, job satisfaction and organizational commitment. Some practical implications are also discussed. The research concludes with limitations and future research suggestions to enhance psychological empowerment in public and private organizations in Kuwait.</p>

Measuring Empowerment: Development and Validation of the Service User Psychological Empowerment Scale

ABSTRACTCurrent registrations and measurements used in social services are criticized for not providing an accurate reflection of the social work practice. The Service User Psychological Empowerment Scale (SUPES) was developed with input from both service users and social workers in order to provide an alternative measure. The SUPES is a 28-item scale that can be used to measure the intrapersonal, interactional, and behavioral dimensions of psychological empowerment among service users. The SUPES was tested among a sample of 349 service users in the setting of Public Centres for Social Welfare (PCSWs) in two Belgian cities. Through factor analysis, the SUPES was found to be valid and reliable in assessing the different dimensions of psychological empowerment among service users. Future research should evaluate the effects of social work interventions by assessing developments in the psychological empowerment of service users in the course of receiving social assistance.

Psikolojik Güçlendirme Boyutlarının İş Performansı Üzerine Etkisinde Örgütsel Bağlılığın Aracılık Rolü: Görgül Bir Araştırma

In this study, the psychological empowerment and the organizational commitment concepts, known to be influential on job performance, are scrutinized. The data are collected from educational public employees (n=437) in TRB-2 region (Van, Hakkâri, Bitlis, Mus) of Turkey. It is found that the dimensions of psychological empowerment (meaning, competency, impact and autonomy) significantly and positively affect job performance and affective organizational commitment has a significant and positive impact on job performance while normative and continuance organizational commitment do not have. A significant and positive partial mediating role of organizational commitment on the association between psychological empowerment and job performance is revealed.

Disentangling the relationships between staff nurses’ workplace empowerment and job satisfaction

The primary aim of this study was to examine the relationships between structural empowerment, psychological empowerment and job satisfaction among staff nurses, after controlling for their leaders' use of empowering behaviours. Nurses' job satisfaction is a critical factor in health-care organisations because of its association with nurse turnover and quality of patient care. Nurses continue to report high levels of job dissatisfaction. Cross-sectional data for 1007 Canadian staff nurses were analysed using hierarchical multiple regression. Structural empowerment was the strongest independent predictor of job satisfaction, followed by leader empowering behaviours and psychological empowerment. After accounting for the effects of structural empowerment and leader empowering behaviours, the four dimensions of psychological empowerment showed only small independent effects on job satisfaction. Psychological empowerment did not mediate the effects of structural empowerment on job satisfaction. Nurses' job satisfaction is most influenced by their access to organisational empowerment structures. Leader empowering behaviours, structural empowerment, and psychological empowerment, operating together, enhance nurses' job satisfaction. Nurse leaders should use a variety of empowerment strategies that are important to nurses' job satisfaction and potentially to the quality of patient care and nurse turnover.