Exploring the Relationship of Organizational Commitment, Organizational Citizenship Behavior, Psychological Empowerment and Job Satisfaction with Leader-Member Exchange of Section Leaders and Team Leaders in Summer Children's Camps in Greece

Inclusive leadership and innovative work behavior: The role of psychological empowerment

“…Spreitzer (1995) further affirmed this conceptualization and defined psychological empowerment as ‘a form of intrinsic motivation that reflects a proactive orientation toward and sense of control over work that is manifested in four cognitions: meaning, competence, self-determination and impact’ (Spreitzer, 1995: 1444); meaning referred to the extent to which values and beliefs of an employee fit with the demands of the job (Hackman & Oldham, 1980). The second facet of psychological empowerment was competence, closer to the idea of self-efficacy, which reflected the belief of an individual in herself about how successfully she could perform any activity or skill at workplace (Ioannidou, Karagiorgos, & Alexandris, 2016). The next cognitive class of psychological empowerment was self-determination that referred to the control and autonomy over initiation, regulation and continuance of any behavior at workplace (Deci, Connell, & Ryan, 1989).…”

“…The next cognitive class of psychological empowerment was self-determination that referred to the control and autonomy over initiation, regulation and continuance of any behavior at workplace (Deci, Connell, & Ryan, 1989). The final facet of psychological empowerment was impact that reflected the personal belief about how much one could affect the strategic, administrative, operative and organizational output at workplace (Ioannidou, Karagiorgos, & Alexandris, 2016).…”

What motivates the most? Money or Empowerment: Mediating Role of Employee Commitment to Organizational Performance

“…Empowerment underlines that confidence is a more specific motivating mechanism that enhances the drive for an internal job and emphasizes the significance of individual identity and understanding of its position. According to Katou (2008) and Ioannidou, Karagiorgos, and Alexandris (2016), the essence of employees' empowerment is to recognize psychological variables that may influence organizational performance directly or indirectly. In organizational settings, the empowerment process increases individual participation and increases organizational effectiveness.…”

“…Accordingly, continuing commitment applies to paying attention to the costs involved with quitting the company. Researchers suggested that commitment can be mediating the relationship between both empowerment and compensation from one side and organizational performance on the other side (Dessler, 2006;Ioannidou et al, 2016;Katou, 2008;Muhammad & Abdullah, 2016).…”

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“…In addition, the results of Safari et al (2016) indicated that psychological empowerment has a direct and positive impact on teachers' citizenship behavior and an indirect and positive impact on the teachers' citizenship behavior through the mediation variable of organizational commitment. In addition, Ioannidou, Karagiorgos, and Alexandris (2016) found that there is a relationship between psychological empowerment, organizational commitment, organizational citizenship behavior, and transactional leadership style. Therefore, the third hypothesis is presented as follows: Hypothesis 3: Psychological empowerment has a positive and significant effect on organizational citizenship behavior.…”