Psychological empowerment and employee engagement: role of job satisfaction and religiosity in Nigeria

Abstract

Purpose This paper aims to examine the mediating role of job satisfaction in the relationship between psychological empowerment and employee engagement. There is also an investigation of the moderating effect of religiosity on psychological empowerment and job satisfaction as well as job satisfaction and employee engagement. Design/methodology/approach Data were obtained from 265 employees working in the service industry in Nigeria. The hypotheses were tested and analysed using structural equation modelling and bootstrapping procedure. Findings The results show that the direct relationship between psychological empowerment and employee engagement was partially mediated by job satisfaction. Intrinsic religiosity (IR) was found to have a moderating effect on job satisfaction and employee engagement. IR and extrinsic religiosity (ER) does not moderate the impact of psychological empowerment on job satisfaction and employee engagement. ER was found to have a negative insignificant moderating effect on job satisfaction and employee engagement. Research limitations/implications A cross-sectional study reveals the relationship between variables at one point in a time. As such this study may not precisely predict the dominant pattern of the association over time. Future research can use longitudinal study to establish a dominant pattern of relationships. Practical implications This study informs human resource practitioners and scholars by demonstrating that religiosity and job satisfaction are important factors that should be considered in managing and keeping employees engaged. Originality/value To the best of the authors’ knowledge, this study is among the first atte`mpts to enrich the literature in the fields of psychological empowerment and employee engagement by highlighting organisational mechanisms that amplify the relationship.

Developing organizational performance through talent management practices: employee satisfaction’s mediating role in learning organizations

“…Employee satisfaction plays a mediating role in the association between organizational learning culture and customer satisfaction (Pantouvakis and Bouranta, 2013). The intrinsic religiosity factor is a moderating variable in Nigeria in the relationship between employee engagement and employee satisfaction (Nwachukwu et al, 2022). Attendance at Six Sigma training helps to achieve job satisfaction and enhances employee morale, with employees who participated in Six Sigma training positive about their morale and job satisfaction (Cheng, 2012).…”

“…Employee satisfaction plays a mediating role in the association between organizational learning culture and customer satisfaction (Pantouvakis and Bouranta, 2013). The intrinsic religiosity factor is a moderating variable in Nigeria in the relationship between employee engagement and employee satisfaction (Nwachukwu et al. , 2022).…”

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