Dimensions Of Psychological Empowerment Research Articles

Psychological empowerment and support for innovation in Turkish manufacturing industry: Relations with individual creativity and firm innovativeness

JEEMS Journal of East European Management Studies , Seite 10 - 34

How can performance measurement systems empower managers? An exploratory study in state-owned enterprises

Purpose – The purpose of this paper is to investigate how performance measurement systems (PMSs) might be designed in order to empower managers of state-owned enterprises (SOEs) towards an active work role. Design/methodology/approach – The study is based on a conceptual approach that combines insights from prior research on performance measurement with that on dimensions of psychological empowerment. An exploratory case study is used to further develop propositions for the design of an empowering PMS. Data from in-depth interviews with six managers of diverse SOEs located within a German city enables the tracing of underlying causal mechanisms. Findings – PMSs that are designed according to the principles of goal clarity, balanced goal difficulty, autonomy-enhancing measurement, and a broad goal scope can positively influence the four dimensions of empowerment: meaning, competence, self-determination, and impact. Practical implications – The study’s propositions can be used to enhance the governance of S...

Lecturer Certification in the Perspective of Performance Measurement Systems and Mental Models

Lecturer Certification is a process and forms of recognition of a faculty member associated with qualification, competence and contribution that deserve to be called a professional lecturer. This study aims to empirically examine the effect of certification on faculty members in the perspective of performance measurement systems to psychological empowerment and mental model building and subsequent impact on the performance of the lecturer. The research model was built on the basis of goal setting theory. We collected data using a mail survey on lecturers who have been certified in the province of South Sulawesi, Indonesia. The selection of respondents was based on the consideration that the respondent has experienced the whole certification process and have benefited directly and carry out the legal consequences of the certification. Data analysis was conducted using structural equation modeling. The results showed that the measurement system on lecturers certification have both positive and significant relationship to the dimensions of psychological empowerment and the mental models. Furthermore, mental models have positive and significant influence on the performance of the lecturer. Similarly, the dimensions of psychological empowerment were positively related to managerial performance, but only the dimension of meaning that have a significant effect. The research findings reveal importance of behavioral aspects in deciding lecturer certification systems during the certification process and the implementation. Furthermore, this paper contributes to the literature on lecturer certification, performance measurement systems, and mental models

On the Relationship Between Psychological Empowerment, Trust, and Iranian EFL Teachers’ Job Satisfaction

This study aimed at relating trust and psychological empowerment to Iranian English as a foreign language (EFL) teachers’ job satisfaction. Participants were 217 (117 females and 100 males) Iranian EFL teachers teaching in secondary school. Four dimensions of psychological empowerment (meaning, competence, self-determination, and impact), three faculty trust (trust in principal, trust in colleague, and trust in students and parents), and two aspects of job satisfaction (intrinsic and extrinsic) were measured. The collected data were analyzed by means of structural equation modeling (SEM) using the AMOS 20 program. Results indicated that psychological empowerment was directly related to job satisfaction; however, trust was indirectly related to job satisfaction through psychological empowerment. Assuming job satisfaction as the causing factor, results indicated that job satisfaction could be directly related to other two variables. Findings have valuable implications for secondary school principals and authorities of Ministry of Education in higher levels.

The Mediating Role of Psychological Empowerment between Transformational Leadership and Employee Work Attitudes

Abstract The aim of this study is to investigate the relationship between transformational leadership with psychological empowerment and employee work attitudes. Paper and pencil questionnaires were mailed to the top management of companies located in China. The findings showed that transformational leadership is significantly related to psychological empowerment and psychological empowerment is significantly related to employee working attitudes. Nevertheless not all dimension of transformational leadership is significantly related to psychological empowerment; and, not all dimension of psychological empowerment is significant related to employee work attitudes. Thus, psychological empowerment only partially mediates the relationship between transformational leadership and employee work attitudes.

The Role of Implicit Knowledge Sharing in Psychological Empowerment of Employees Studied Case: Business Management Staff, South Pars Gas Complex Company

With the developmental approach to the importance of human resource management as a valuable asset in organizations, it can be noted that the existence of organizations is nothing more than organizational charts, financial and information resources. The truth is that organizations today know that if they want to be a leader in the economy and labor market and stay competitive, they should have professional, creative, highly motivated manpower; because human resources form a real wealth of an organization and using their potential skills is considered a main advantage for every organization. It would not be possible without support and commitment of staffs and making them involve in the organization; and empowering them is an useful technique in order to achieve this goal through benefiting from employee’s’ abilities. As empowerment, namely is the extraction of hidden power of individuals who are affected by many factors, one of which is implicit knowledge sharing. Therefore, the present study examines this issue that how and to what extent the improvement of the capacity of implicit knowledge sharing will impact the dimensions of empowerment in the organization. The research was descriptive and correlational. The population also includes 200 business management employees of South Pars Gas Complex Company, and 95 persons were selected randomly. Results of this research show that there is a positive and significant relationship between implicit knowledge sharing and 4 dimensions of psychological empowerment; but the magnitude of this impact varies and the most impact is on sense of

Understanding teacher empowerment: Teachers' perceptions of principal's and immediate supervisor's empowering behaviours, psychological empowerment and work-related outcomes

This study examined the predictive relationships among teachers' perceptions of principal's and immediate supervisor's empowering behaviours, teachers' psychological empowerment and three teachers' work-related outcomes in terms of job satisfaction, organisational commitment and professional commitment. 304 teachers in Singapore participated in this study. Results from path analysis indicated that the four dimensions of psychological empowerment (i.e. ‘meaning’, ‘competence’, ‘autonomy’, and ‘impact’) mediated the relationships between teachers' perceptions of immediate supervisor's empowering behaviours and teachers' work-related outcomes. However, only ‘meaning’, ‘autonomy’ and ‘impact’ dimensions of psychological empowerment mediated the relationships between teachers' perceptions of principal's empowering behaviours and teachers' work-related outcomes.

Psychological Empowerment as a Predictor of Employee Engagement: An Empirical Attestation

Interest in psychological empowerment and employee engagement has increased substantially over the last decade among practitioners and academicians. However they have emerged independent of each other with little diligence as to how they are associated. The study attempts to predict employee engagement through dimensions of psychological empowerment. This article will contribute to our understanding of the relationship between psychological empowerment and employee engagement. The study is based on primary data collected from 101 employees working in three service organizations in central Kerala. Statistical techniques like correlation and multiple regression analysis were employed to measure the significance and strength of relationship between psychological empowerment and its dimensions (meaning, competence, self-determination and impact) and employee engagement. Correlation analysis revealed a significant positive association between psychological empowerment and employee engagement. Further analysis showed that all the dimensions of psychological empowerment, other than self-determination are predictors of employee engagement. Findings of the study are discussed, together with limitations and suggestions for future research.

Differences in intrapersonal and interactional empowerment between lurkers and posters in health-related online support communities

Participation in health-related online support communities plays an important role in the psychological empowerment of people who are faced with health problems. Research has suggested that important differences exist in terms of psychological empowerment depending on the form and intensity of participation in such domains by showing that users who contribute to health-related online support communities by posting messages (posters) generally experience greater benefits in terms of intrapersonal empowerment, compared to participants who only read messages (lurkers). However, as yet, very little is known about how the often-neglected interactional aspect of psychological empowerment is associated with participation in these online domains. Thus, the aim of this study was to explore how different forms and intensity of participation in health-related online support communities are associated with both dimensions of psychological empowerment. Drawing on a nonprobability sample of 616 participants in two health-related online support communities, the analysis of the data, obtained with an online questionnaire, revealed that posters scored significantly higher in degree of interactional empowerment than lurkers, whereas no difference was observed in terms of intrapersonal empowerment. In addition, high posting frequency was significantly associated with a high level of interactional empowerment but not intrapersonal empowerment. The study suggests that to better understand the empowering potential of participation for users of health-related online support communities, it is important to distinguish not only between various forms of participation but also between different aspects of psychological empowerment.

Psychological Empowerment as a Mediator Between Teachers’ Perceptions of Authentic Leadership and Their Withdrawal and Citizenship Behaviors

Purpose: This study explores the mediating role of psychological empowerment on authentic leadership, organizational citizenship behaviors (OCB), and a variety of withdrawal behaviors among teachers, using the psychological model of perceptions-attitudes-behaviors. Research Design: A total of 366 teachers from 23 randomly selected Israeli schools participated in the study. The research combined self-reports and school records taken at regular time intervals regarding three withdrawal behaviors: lateness, absenteeism, and intent to leave. The model for the hierarchical data (teachers within schools) that included latent as well as manifest variables was analyzed using the Mplus statistical package applying to multilevel analysis. Findings: “Impact,” a dimension of psychological empowerment, was found to mediate the relationship between authentic leadership and OCB, whereas “self-determination, meaning, and competence,” the other dimension of psychological empowerment, was found to mediate the relationship between authentic leadership and absence frequency. No mediating relationship was found for psychological empowerment on authentic leadership and the other withdrawal behaviors of lateness and intent to leave. Research Implications: The present study improves the Ajzen and Fishbein model. While most previous withdrawal behavior studies focused on a single dimension of withdrawal behaviors and did not consider OCB, the present study presents an integrative framework, focusing on the mediating role of psychological empowerment as a consistent link between authentic leadership and a spectrum of teachers’ withdrawal behaviors and OCB. Practical Implications: These findings should encourage principals to promote high standards of authentic leadership to empower their teachers, increase OCB, and reduce absenteeism among teachers.

The Effect of Managers' Enabling Perceptions on Costing System Use, Psychological Empowerment, and Task Performance

ABSTRACT: This study investigates whether and how managers' enabling perceptions of their costing systems affect task performance. We propose that managers who perceive their costing system as more enabling will have higher levels of task performance, and that this relationship occurs through the intensity with which the costing system is used and the level of psychological empowerment experienced by the managers. To test these propositions, we conduct a survey of middle-level managers and analyze the responses using a PLS model. Our results generally support our propositions. Specifically, we find a positive relationship between managers' enabling perceptions and the intensity with which the costing system is used. The intensity of use is further associated with all four dimensions of psychological empowerment (meaning, competence, self-determination, and impact). Finally, the intensity of use also has an indirect impact on task performance via the competence dimension of psychological empowerment. The present study extends prior research on costing systems, and adds to our understanding of the role managers' perceptions play in improving costing system effectiveness. Data Availability: Data available upon request.

Moral leadership and work performance

PurposeMoral leadership, as an important element of paternalistic leadership, can be traced back to the cultural tradition of Confucianism. High morality has been expected to be demonstrated by leaders since ancient times in China. In modern Chinese organizations, moral leadership still plays an important role. The purpose of this paper is to investigate the underlying mechanisms of moral leadership functions by examining the mediating and interaction effects.Design/methodology/approachData of 370 dyads were collected in mainland China. SPSS 17.0 and Amos 6.0 were used to test the mediating and interaction effects.FindingsTrust‐in‐supervisor and two dimensions of psychological empowerment, including meaning and self‐determination, were found to mediate the relationship between moral leadership and work performance. The results supported the interaction effect of moral and benevolent leadership and rejected the interaction effect of moral and authoritarian leadership on trust‐in‐supervisor.Originality/valueBy probing the mediating and interaction effects, the paper advances our knowledge of the psychological mechanisms of moral leadership effectiveness in the Chinese context. A discussion of the implications for both researchers and practitioners is provided.

Psychological Empowerment: A Key to Boost Organizational Commitment, Evidence from Banking Sector of Pakistan

The purpose of this study is to elaborate the role of psychological empowerment in committing employees with organization. This study tested the effect of dimensions of psychological empowerment on organizational commitment in banking sector of Pakistan. Data was gathered from employees working in banks of Pakistan. Results showed the significant effect of all dimensions of psychological empowerment (meaning, competence, self determination and impact) on organizational commitment. This study is a contribution to theory and practice with an increased understanding on importance of psychological empowerment in committing the employees with the organization.

Moral leadership and psychological empowerment in China

PurposeThe purpose of this study is to examine the mediating role of perceived procedural justice and interactional justice on the relationship between moral leadership and the four psychological empowerment dimensions manifested in individuals' perceptions of meaning, competence, self‐determination, and impact.Design/methodology/approachData from 241 subordinates, who reported to 110 supervisors, were collected from clothing companies in southern mainland China. The subordinates responded to a self‐report survey, which consisted of the variables of interest. Because of the nature of nested data, hierarchical linear regression (HLM 6.0) was used for analysis.FindingsA fully mediated model of perceived justice was supported. Procedural justice and interactional justice were found to be differentially associated with the elements of psychological empowerment. Specifically, while perceived procedural justice accounted for more unique variance in the empowerment facets of meaning, competence, and impact, perceived interactional justice accounted for more unique variance in the facet of self‐determination.Originality/valueThis study contributes to the literature by first examining the relationships among moral leadership, two types of perceived justice, and the four empowerment dimensions in the Chinese context. A detailed discussion of the implication for both researchers and practitioners is also provided.

The Relationship Between Psychological Empowerment and Innovative Behavior

Past studies have established the importance of psychological empowerment in fostering innovative behavior. This paper broadens the conceptual understanding by exploring the mechanisms of this linkage through dimensional analysis. The study also examines the mediating role of job involvement in this relationship. In this study of 401 women primary school teachers in India, the dimensions of psychological empowerment were self-rated whereas innovative behavior and job involvement were assessed by colleagues. Our findings show partial mediation for the meaning dimension and complete mediation for the non-work domain control dimension. Self-determination at job and organization levels have a direct effect on employees’ innovative behavior but no effect through job involvement. Competence and impact has no direct or indirect effect on innovative behavior.

Non-work Domain Control as an Additional Dimension of Psychological Empowerment of Women Teachers

This paper extends Work/Family Border Theory in the context of psychological empowerment. It describes the development, validation and application of an additional dimension of empowerment, termed as “non-work domain control”. This dimension incorporates an employee’s ability to take decisions at household and immediate community level, not related to formal workplace. The study has three parts involving women primary school teachers of India. It included development of a measure and examining the pattern of variation in non-work domain control (n=401) among primary school teachers. The results showed that age, educational qualification, salary, and class-size affect some scale items. The result of structural equation modeling confirmed that non-work domain control is an additional dimension of psychological empowerment.

Human resource development: Faculty members’ psychological empowerment in Iran’s colleges

The purpose of the paper is to investigate the factors affecting faculty members’ psychological empowerment towards access to human resource development in colleges in Iran with application of structural equation modeling. Data were collected using a structured questionnaire. Five dimensions of psychological empowerment (that is, meaning, self determination, impact, competence and trust) were used as dependent variable in evaluating faculty members’ psychological empowerment, and their interrelationships were suggested and empirically tested. The results provide an expanded understanding of factors that influence on faculty members’ psychological empowerment and implications of this work are discussed. Research findings showed that professional skills and organizational culture had a significantly positive effect on psychological empowerment of faculty members, but management- organizational factors had hardly any effect on psychological empowerment of faculty members. Key words: Human resource development, faculty members, Iran, psychological empowerment, structural equation modeling.

Effects of vice‐principals' psychological empowerment on job satisfaction and burnout

PurposeThis paper aims to investigate the relationship between psychological empowerment, job satisfaction, and burnout among vice‐principals (VPs) in primary schools.Design/methodology/approachA total of 103 VPs at 103 different primary schools in Germany were surveyed with a questionnaire that assessed the four dimensions of psychological empowerment (competence, meaning, self‐determination, and impact), emotional exhaustion, and job satisfaction. Participants also reported demographic data, including days absent from work over the past year. Structural equation modeling (SEM) was employed to test the proposed hypotheses.FindingsRegarding the consequences of empowerment, SEM revealed a strong indirect relationship with emotional exhaustion via job satisfaction. The direct relationship between empowerment and emotional exhaustion did not reach statistical significance. Of the dimensions of empowerment, competence and meaning were the strongest predictors of the outcomes. Emotional exhaustion and days absent from work were positively related.Practical implicationsJob related burnout can cause serious consequences for the individual and the school, because VPs have a central role in the functioning of primary schools. Since the empowerment dimensions competence and meaning have the strongest influence, measures should be implemented to foster them. Because job satisfaction is highly related to emotional exhaustion, it could serve as an early alert system. For this reason, VPs should be surveyed at regular intervals regarding their job satisfaction.Originality/valueThe study is the first that examines the relationship between psychological empowerment, satisfaction, and burnout among VPs in schools.

Contingency approach to strategic management: a test of the mediating effect of leader member exchange on the relationship between psychological empowerment and job satisfaction in 21st century workplace

This study examined the mediating impact of leader-member exchange (LMX) on the relationship between dimensions of psychological empowerment and job satisfaction. 490 investment consultants, who work for non-bank financial intermediaries were used to test our hypotheses. We predicted that the role of LMX depends on the dimensions of psychological empowerment under investigation. Our results revealed that LMX fully mediated the relationship between competence dimension of psychological empowerment and job satisfaction, while LMX only partially mediated the relationships between meaning, choice, and impact dimensions of psychological empowerment and job satisfaction. These findings are important since previous research has not tested these variables together. Some suggestions for future research are offered.

Relationships between Psychological Empowerment with Work Motivation and Withdrawal Intention among Secondary School Principals in Malaysia

This study attempts to investigate factors that influence the psychological empowerment with work motivation and work withdrawal intention of school principals in Malaysia. The sample population comprised school principals. A total of 101 selfadministered questionnaires were analysed. Pearson product moment correlation coefficients (Pearson r's) or Point bi-serial (rpb) coefficients were computed between the psychological empowerment total scores and those of the independent variables (or subvariables). Total scores from the four psychological empowerment dimensions and the PE-Overall were correlated individually with scores from the independent variables of Work Motivation and Work Withdrawal Intention. Results indicated all five aspects of psychological empowerment (PE-Overall, PE-Meaning, PE-Competence, PE-Self-determination and PE-Impact) correlated positively and significantly with the Intrinsic Work motivation domain. This study also proves that when withdrawal intentions increased, the dimensional component levels of psychological empowerment decreased correspondingly.