Psychological, Empowerment in the Workplace: Dimensions, Measurement and Validation.

Spreitzer, Gretchen M.

doi:10.2307/256865

Cited by 4,764 publications

(6,457 citation statements)

References 32 publications

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“…We used the three-item measure of work-related meaning developed by Spreitzer (1995) as part of her empowerment scale. A sample item was, "The work I do is important to me."…”

Section: Methodsmentioning

confidence: 99%

It matters how old you feel: Antecedents and performance consequences of average relative subjective age in organizations.

Kunze¹,

Raes²,

Bruch³

2015

Journal of Applied Psychology

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This article extends the conceptual knowledge of average relative subjective age in organizations by exploring organizational-level antecedents and consequences of employees, on average, feeling younger than their chronological age. We draw from the theories of selection-optimization-compensation and socioemotional selectivity to build a theoretical framework for relative subjective age in organizations. We hypothesize that companies in which employees, on average, perceive themselves to be younger than they actually are have a higher average individual goal accomplishment and, in turn, experience higher company performance. We further hypothesize that employees' average experience of high work-related meaning relates to a lower subjective age in organizations. In addition, we assess the role of environmental dynamism and age-inclusive human resource management as moderators in this theoretical model. Through empirically testing this model in a multisource dataset, including 107 companies with 15,164 participating employees, we received support for the hypothesized relationships. Our results contribute to current debates in the scientific literature on age and have important practical implications in light of the demographic changes faced by many companies. This research indicates to both researchers and practitioners that it is not employees' chronological age but their subjective age, a factor that can be influenced, which drives organizational performance outcomes.

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“…We used the three-item measure of work-related meaning developed by Spreitzer (1995) as part of her empowerment scale. A sample item was, "The work I do is important to me."…”

Section: Methodsmentioning

confidence: 99%

It matters how old you feel: Antecedents and performance consequences of average relative subjective age in organizations.

Kunze¹,

Raes²,

Bruch³

2015

Journal of Applied Psychology

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“…Spreitzer (1995) defined PE as the degree of empowerment that employees feel internally. In the literature, many studies focused on PE (Chiang & Jang, 2008;Liden, Wayne & Sparrow, 2000).…”

Section: Psychological Empowermentmentioning

confidence: 99%

“…"My organization cares about my opinion"; "My organization really cares about my well-being"). The scale of PE was taken from Spreitzer's (1995) study (e.g., "The work I do is very important to me"; "I am confident about my ability to do my job"). OCB scale was received from Podsakoff et al,'s study (1990).…”

Section: Measurementsmentioning

confidence: 99%

“…Another antecedent of organizational citizenship behavior, namely psychological empowerment was asserted by Conger and Kanungo in 1988. They were followed by other researchers (Thomas & Velthouse, 1990;Spreitzer, 1995). Since psychological empowerment can change employees' inner motivation, it also induces organizational citizenship behavior (Chiang & Hsieh, 2012).…”

Section: Introductionmentioning

confidence: 99%

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Perceived Organizational Support, Psychological Empowerment, Organizational Citizenship Behavior, Job Performance and Job Embeddedness: A Research on the Fast Food Industry in Istanbul, Turkey

Karavardar¹

2014

IJBM

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The objective of this study was to provide empirical evidence on the relationships among psychological empowerment, perceived organizational support, organizational citizenship behavior, job embeddedness and job performance. Fast food restaurants have existed in Turkey for more than 20 years over which time they have registered an average of 10 percent growth per year, and have attracted foreign fast food chains to invest in Turkey. Istanbul has the most fast food restaurants throughout Turkey with 45 percent. Thus, the fast food restaurants which are located in Istanbul is focused in this study. Questionnaires were distributed to approximately 700 employees and data were collected from June to July 2013. The response rate was 61.2%. Structural equation modelling was used to test the relationships between variables. The results that obtained through the tests support the hypothesized model. This research represented a strong relationship between psychological empowerment, perceived organizational support, organizational citizenship behavior, job embeddedness (as a moderator) and job performance of the employees in fast food industry in Istanbul, Turkey. This result is noteworthy for employers and managers to retain their talented employees. In addition to that, since there is not any study that conducted in fast food industry in this study's context in the literature, this study makes a valuable contribution to the literature.

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“…Perceived work competence (Thomas & Velthouse, 1990), a known component of psychological empowerment (Spreitzer, 1995(Spreitzer, , 1996 was included in two of the samples used in this study. Participants rated the four items of the perceived competence subscale of the psychological empowerment scale on a 1 (strongly disagree) to 7 (strongly agree) Likert scale.…”

Section: Work-related Outcomesmentioning

confidence: 99%

Validation Evidence for the Work Domain Satisfaction Scale in Two Languages

Bérubé¹,

Donia²,

Gagné³

et al. 2016

IJPS

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We used the samples of six studies to validate the Work Domain Satisfaction Scale (WDSS), a global, five-item and mid-level measure of work domain well-being. English and French versions of the scale were included in the studies to assess the stability of the instrument across these languages. Confirmatory factor analysis yielded a one-factor structure, which was shown invariant across languages and samples. Test-retest reliability of the scale was high, indicating that it measures a stable construct over time. Confirmatory factor analysis also provided evidence that satisfaction with work, measured with the WDSS, is related, but conceptually and empirically distinct from both life satisfaction and job satisfaction. The WDSS was also correlated in predictable ways with affective organizational commitment, a measure of how attached people are to their organizations. Work domain satisfaction also explained a significant amount of variance in affective organizational commitment, beyond job satisfaction. Moreover, the WDSS was positively related to inclusion of work into the self, a psychological variable that reflects the importance of work in the lives of individuals. The results indicate that the WDSS is a reliable, stable, and valid mid-level measure of satisfaction with work as a domain within people's lives.

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Psychological, Empowerment in the Workplace: Dimensions, Measurement and Validation.

Cited by 4,764 publications

References 32 publications

It matters how old you feel: Antecedents and performance consequences of average relative subjective age in organizations.

It matters how old you feel: Antecedents and performance consequences of average relative subjective age in organizations.

Perceived Organizational Support, Psychological Empowerment, Organizational Citizenship Behavior, Job Performance and Job Embeddedness: A Research on the Fast Food Industry in Istanbul, Turkey

Validation Evidence for the Work Domain Satisfaction Scale in Two Languages

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