Effect Of Psychological Empowerment Research Articles

The Effect of Psychological Empowerment on Employee Performance with Mediation Role of Job Satisfaction: Evidence from Egyptian Oil and Gas Sector

The Effect of Psychological Empowerment on Employee Performance with Mediation Role of Job Satisfaction: Evidence from Egyptian Oil and Gas Sector

A study on the effect of psychological empowerment and trust in supervisors on police officers’ job satisfaction : focusing on the mediating effect of job stress and moderating effect of generation

A study on the effect of psychological empowerment and trust in supervisors on police officers’ job satisfaction : focusing on the mediating effect of job stress and moderating effect of generation

The Effect of Psychological Empowerment on Individual Readiness for Change with Perceived Organizational Support as A Moderator Factor: Case in Indonesian Employees of Banking Industry

In Indonesia the phenomenon of organizational change occurs a lot. Many industrial sectors affected by digitalization. One of them is the banking industry. These changes occur as a result of the industrial revolution 4.0 or often called the digital era 4.0. This study aims to determine the role of mediators of perceptions of organizational support on banking industry employees on the effect of psychological empowerment on individual readiness to change. The sample used in this study was 149 banking industry employees, particularly those who worked as tellers and customer service. The findings indicated a notable impact of psychological empowerment on the individual readiness to embrace change (R2 = 0.206; Sig. = 0.000). When Perceived Organizational Support is added to the moderator variable, R2 coefficient increases to 0.258; Sig.0.000, which means that Perceived Organizational Support can moderated the relationship between psychological empowerment and individual readiness for change in Indonesia’s banking industry employees. The implication of this study, companies providing feedback related to employee performance provides employee opportunities for career development.

The Influence of Psychological Empowerment on Workforce Agility of Office Staff Housing Provision Study Province of West Sulawesi

This study aims to find out how the effect of psychological empowerment on the workforce agility of the employees of the housing supply work unit in the province of West Sulawesi. This study uses a qualitative descriptive approach through data collection by interviews and documentation and analyzed by reducing data, presenting data, and drawing conclusions and verification. The results of this study illustrate that psychological empowerment has an influence on the workforce agility of the employees of the housing supply work unit in the province of West Sulawesi, but it is not significant because there is one indicator of psychological empowerment that is not fulfilled, namely self-determination. On this indicator employees are limited in determining their own way of working because they are bound by contracts and rules that apply in the workplace. The indicators of unfulfilled workforce agility are proactive indicators. While other indicators are met. Based on the results of the research above, it is known that psychological empowerment has an insignificant effect on workforce agility.

The Effect of Psychological Empowerment on Employee Performance: The Mediating Role of Psychological Ownership

The Effect of Psychological Empowerment on Employee Performance: The Mediating Role of Psychological Ownership

The Effect of Psychological Empowerment and HR Practices on Job Satisfaction: The Role of Employee Engagement as Mediator

The Effect of Psychological Empowerment and HR Practices on Job Satisfaction: The Role of Employee Engagement as Mediator

The critical role of job embeddedness: The impact of psychological empowerment and learning orientation on organizational commitment.

Job embeddedness (JE) has been recognized as a key factor to address the issue of employee turnover and employee attitudes. This study explores underlying mechanisms of job embeddedness that link the organizational environment and the individuals' perceptions of the job. Particularly, the effects of psychological empowerment and learning orientation on organizational commitment were examined. This study hypothesizes that psychological empowerment (PE) and learning orientation (LO) should influence organizational commitment (OC) and job embeddedness plays a significant mediating role in these relationships. Data were collected from 27 offices of Human Resource Development Service of Korea (governmental agency) located in major cities in South Korea. Results indicate that all hypothesized relationships (PE and JE, LO and JE, LO and OC, JE and OC, and the mediating role of JE) are supported, except for psychological empowerment and organizational commitment. While the impact of psychological empowerment was not significantly related to organizational commitment, it is notable that through job embeddedness, psychological empowerment had indirect effects on organizational commitment. Further, learning orientation had significant effects on job embeddedness and organizational commitment. Lastly, the most compelling finding is a full mediation of job embeddedness in the relationship between psychological empowerment and organization commitment. Implications for research and practice are discussed.

The Mediator Role of Proactive Personality in the Effect of Psychological Empowerment on Self-Leadership: A Study for the Aviation Industry

In recent years, psychological empowerment has been a tool to solve management problems arising from the need for creativity, innovation, and flexibility. In an environment where competition is intense, meeting the needs and expectations of conscious customers is only possible with a working style that can benefit from the initiative of the personnel. The concept of self-leadership consists of the theory of self-control and includes the concepts of self-influence and self-leadership. This study examines the mediating role of proactive personality in the effect of psychological empowerment on self-leadership. In this direction, a questionnaire was applied to 406 people in the province of Istanbul, including the cabin cockpit, ground services, operations, and general directorate in the civil aviation industry. The study used a structural equation model for the analysis. As a result, it concludes that personality has a partial mediating role in the effect of psychological empowerment on self-leadership. It suggests a need for personnel who can take the initiative, manage themselves, and adapt quickly to change, especially in the aviation sector, where safety and security are the most critical factors. Accordingly, there is a need for appropriate industry professionals in recruitment, selection and placement, training and development, and talent and career management. This need will continue to grow in the future.

The Moderating Role of Social Comparison in the Effect of Psychological Empowerment on Organizational Identification: An Applıcatıon on the Accommodation Businesses

Bu çalışmanın amacı konaklama işletmelerinde çalışan işgörenlerin psikolojik güçlendirme uygulamalarına yönelik algılarının örgütleri özdeşleşmeleri üzerindeki etkisinde yapmış oldukları sosyal karşılaştırmaların düzenleyici bir role sahip olup olmadığının belirlenmesidir. Bu amaç doğrultusunda ilgili yazın incelenmiş, kuramsal bir model oluşturulmuş ve araştırma hipotezleri geliştirilmiştir. Çalışmanın evrenini, Nevşehir’de faaliyet gösteren üç, dört ve beş yıldızlı konaklama işletmelerindeki işgörenler oluşturmaktadır. Araştırmada örnekleme yöntemi olarak, tesadüfî olmayan örnekleme yöntemlerinden kolayda örnekleme yöntemi kullanılmış olup, evreni en iyi şekilde temsil edebilecek örneklem hacmi belirlenmiş ve toplam 316 otel çalışanından veri toplanmıştır. Araştırma sonucunda işgörenlerin psikolojik güçlendirme algılarının örgütleri ile özdeşleşmeleri üzerinde pozitif yönde etkili olduğu tespit edilerek, bu etki üzerinde sosyal karşılaştırmanın negatif yönde düzenleyici bir role sahip olduğu belirlenmiştir. Son olarak ulaşılan sonuçlar değerlendirilmiş ve çalışmanın sonuçlarına göre çeşitli öneriler sunulmuştur.

The Mediating Effect of Psychological Empowerment on the Relationship between Transformational Leadership and Staff Retention in Microfinance Institutions in Kenya

Retention of the desired staff in microfinance institutions has remained a major challenge as depicted from extant literature. It is often associated with inappropriate leadership deployed in these institutions among other antecedents. The current study, therefore, set out to establish the effect of transformational leadership on staff retention in microfinance institutions in Nairobi City County, Kenya, as well as the mediating effect psychological empowerment on the relationship between transformational leadership and staff retention in microfinance institutions in Nairobi City County, Kenya. The study was guided by Transformational Leadership Theory, Leader-Member Exchange Theory, Social Exchange Theory, and Resource-Based View Theory and founded on the positivism philosophy. Descriptive and explanatory research designs were adopted to guide the study. A sample of 298 respondents was obtained from 12 microfinance institutions in the Nairobi City County, Kenya, through census method for data collection. The unit of analysis was the head offices of the 12 microfinance institutions, while the unit of observation was the senior management level, middle management level and lower management level. Data was collected using structured questionnaires and analysed using descriptive and inferential statistics. The hypotheses were tested at the 5% significance level. The study established that transformational leadership was a significant predictor of staff retention, and that this relationship was partially mediated by the psychological empowerment. The study recommends that the microfinance institutions management should align transformational leadership practices with the strategic goals set for staff retention and emphasize on psychologically empowering strategies for their staff.

The Mediation Role of Psychological Empowerment on the Relationship Between Dialogical Leadership and Organizational Brilliance

Dialogical leadership is believed to be the most applicable leadership style in battling wicked issues. While the positive effect of dialogical leadership is inevitable, there are inadequate literature findings that evaluate the factors influencing its positive outcomes in an organizational setting. This research presents a theoretical and applied framework that tests the mediating role of psychological empowerment in the relationship between dialogical leadership and organizational brilliance. Survey data were collected from 110 managers of Al-Rasheed Bank in Baghdad, Iraq. The hypotheses were tested using multiple regression analysis. The results support positive associations between dialogical leadership and organizational brilliance and the effect of psychological empowerment on dialogical leadership and organizational brilliance. In addition, the results supported the mediation hypothesis. Based on the results, recommendations were formulated highlighting the necessary administrative practices leading to organizational brilliance in banking institutions in Iraq. It highlights the necessity of adequately helping and supporting bank managers who present new ideas that contribute to the development of the bank.

How does Transformational Leadership Affect Employee Wellbeing? Investigating The Sequential Mediating Effect of Psychological Empowerment and Job Crafting

How does Transformational Leadership Affect Employee Wellbeing? Investigating The Sequential Mediating Effect of Psychological Empowerment and Job Crafting

A Multilevel Person-Centered Perspective on the Role of Job Demands and Resources for Employees' Job Engagement and Burnout Profiles.

The present study examined the configurations, or profiles, taken by distinct global and specific facets of job engagement and burnout (by relying on a bifactor operationalization of these constructs) among a nationally representative sample of Canadian Defence employees (n = 13,088; nested within 65 work units). The present study also adopted a multilevel perspective to investigate the role of job demands (work overload and role ambiguity), as well as individual (psychological empowerment), workgroup (interpersonal justice), supervisor (transformational leadership), and organizational (organizational support) resources in the prediction of profile membership. Latent profile analyses revealed five profiles of employees: Burned-Out/Disengaged (7.13%), Burned-Out/Involved (12.13%), Engaged (18.14%), Engaged/Exhausted (15.50%), and Normative (47.10%). The highest turnover intentions were observed in the Burned-Out/Disengaged profile, and the lowest in the Engaged profile. Employees' perceptions of job demands and resources were also associated with profile membership across both levels, although the effects of psychological empowerment were more pronounced than the effects of job demands and resources related to the workgroup, supervisor, and organization. Individual-level effects were also more pronounced than effects occurring at the work unit level, where shared perceptions of work overload and organizational support proved to be the key shared drivers of profile membership.

The impact of teachers’ organizational silence on job performance: a serial mediation effect of psychological empowerment and organizational affective commitment

ABSTRACT This study aimed to discuss the influence of teachers’ organizational silence on job performance and the serial mediation effect of psychological empowerment – organizational commitment. This research surveyed 564 primary and secondary school teachers in China through questionnaires. The quantitative analysis shows that teachers’ organizational silence significantly negatively correlates with job performance, indifferent silence negatively predicts job performance, and acquiescent silence positively predicts contextual performance. Psychological empowerment and organizational affective commitment respectively have a mediation effect, and the chain mechanism of teachers’ psychological empowerment – organizational affective commitment has a full mediation effect on the relationship between teachers’ organizational silence and job performance.

Strategi Meningkatkan Kreativitas Karyawan Di Era Industri 4.0

The research raised in this study is the development of employees who must be able to implement the 4.0 revolution, because the transition carried out by the industry is shifting from the traditional direction to the digital era, furthermore, to survive in competition, companies or organizations must be able to manage employees creatively who are able to improve their performance. performance. This research aims to test the mediation of intrinsic motivation between psychological empowerment toward creativity employee. The population used is private employees in Yogyakarta. The data taken using a questionnaire were analyzed using multiple linear regression and Baron Kenny. The results showed that there was a positive effect of psychological empowerment on intrinsic motivation with a t value of 8,518 and a significance 0.01. There is a positive influence from psychological empowerment and intrinsic motivation partially on creativity employee. Intrinsic motivation is also able to mediate the psychological empowerment relationship to creativity employee

The Effect of Psychological Empowerment and Organizational Justice on Organizational Commitment in Jordanian Public Sector

The Effect of Psychological Empowerment and Organizational Justice on Organizational Commitment in Jordanian Public Sector

Does Psychological Empowerment Mediate the Impact of Transformational Leadership Style on Employee Performance: Evidence from the Public Sector in Jaffna District

Sri Lankans continue to rely on public service to satisfy most of their needs, however, they are increasingly distrustful of its performance. If the managers and leaders better manage the employees, it is possible to move toward a productive workforce and to meet the common expectations of the people. There is a need to adopt appropriate style in order to promote psychological empowerment among employees and to improve employee performance. In the Sri Lankan public sector, it is very rare to come across studies which have been conducted on the impact of leadership style on employees’ performance, particularly in the Northern Province. Thus, the current study aims to examine the association between transformational leadership style and employees’ job performance and the potential mediating effect of psychological empowerment in the effect of transformational leadership on employee performance in the public sector organizations in Jaffna District. The study employed survey method and 287 employees participated in this study. Leadership style was measured using MLQ Rater Form 5-x, employee performance was measured using Job Performance Scale and psychological empowerment was measured using Empowerment Scale. Exploratory factor analysis was performed to get factor structure and confirmatory factor analysis was performed to confirm the validity and reliability of the study instruments. The results revealed that transformational leadership has a positive impact on job performance and on psychological empowerment. It was also found that psychological empowerment has a mediating effect in the impact of transformational leadership on employee performance. This study recommends that the leaders should pay more attention in their leadership style as a way to improve employee performance. This study further suggests that future researchers should cover other public sector organizations to better understand the relationship between the variables.
 Keywords: Public sector, job performance, psychological empowerment and transformational leadership

Resilience, Well-being, and Empathy Among Private Practice Physicians and Advanced Practice Providers in Texas: A Structural Equation Model Study.

ObjectiveTo investigate structural relationships of latent constructs such as occupational wellbeing, resilience, work meaningfulness, and psychological empowerment with affective and cognitive clinical empathy among a community of physicians and advanced practice providers.MethodsWe conducted a cross-sectional observational study. We gathered data by an anonymous self-administered multidimensional questionnaire disseminated electronically between March and May 2016. Participants were physicians and advanced practice providers belonging to the Health Texas Provider Network, a group private practice affiliated with the Baylor Scott and White Health system. We excluded allied health care staff (eg, nurses) and trainees (eg, residents, medical students). We pursued a 3-step strategy: (1) confirmatory factor analysis of a theory-driven measurement model, (2) a modified structural equation model from which pathways with nonsignificant path coefficients were deleted, and (3) multigroup analyses of the modified model.ResultsCognitive empathy was the strongest predictor of affective empathy. We observed modest positive associations of resilience with cognitive and affective empathy and of well-being and meaning with affective but not with cognitive empathy. Resilience, meaning, and psychological empowerment were surprisingly negatively associated with well-being, suggesting diminished self-care among practitioners. Effects of psychological empowerment on empathy and well-being were mediated by resilience and meaning.ConclusionCognitive empathy directly influenced affective empathy; well-being and meaningfulness exerted direct positive effects on affective but not on cognitive empathy, whereas resilience had direct positive associations with both empathy dimensions. Resilience and meaning manifested direct, negative associations with well-being, revealing clinicians’ disproportionate focus on patient care at the expense of self-care.

Relationship between Job Crafting, Work Engagement and Psychological Empowerment in Pakistan

The study tests if job crafting could positively stimulate the engagement of work to employees in Pakistan. The relationship between job crafting and work engagement was investigated. In addition, the possible moderating effect of psychological empowerment was taken into account. Data was collected from 320 bank employees of Pakistan which included the top management of banks, through questionnaires. Results revealed significant positive relationships between job crafting, work engagement and psychological empowerment. Psychological empowerment was a significant moderator and enhanced the relationship between job crafting and work engagement. This study would be beneficial in the field of organizational psychology and would help to understand the concern of employees regarding their workplace productivity. This study has also helped in understanding that there is a need to pay attention to employee psychological empowerment, and what changes should be made in the organization to get employees more engaged at work.

The Effect of Psychological Empowerment and Interpersonal Confidence of University Students on Examining Forms of Community Participation

The Effect of Psychological Empowerment and Interpersonal Confidence of University Students on Examining Forms of Community Participation