What makes employees stay? Role of psychological empowerment in organisational commitment-turnover intentions relationship: a study on Indian managers

Pathak, Deepti; Srivastava, Shalini

doi:10.1504/ijicbm.2017.10001698

Cited by 5 publications

(8 citation statements)

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“…There are certain psychological processes that help in enhancing the job satisfaction levels. PE is considered as a motivational construct, which exemplifies four forms of cognitions, that is, autonomy, determination, knowledge, meaningfulness, and impact (Thomas and Velthouse, 1990;Pathak and Srivastava, 2017). The past studies have revealed a strong relationship between various dimensions of PE and job satisfaction (Wang and Lee, 2009;Pathak and Srivastava 2017;Lee and Nie, 2014).…”

Section: Psychological Empowerment As a Moderatormentioning

confidence: 99%

“…PE is considered as a motivational construct, which exemplifies four forms of cognitions, that is, autonomy, determination, knowledge, meaningfulness, and impact (Thomas and Velthouse, 1990;Pathak and Srivastava, 2017). The past studies have revealed a strong relationship between various dimensions of PE and job satisfaction (Wang and Lee, 2009;Pathak and Srivastava 2017;Lee and Nie, 2014). The correlation between PE and job satisfaction can also be comprehended using job demands-resources model (JD-R).…”

Section: Psychological Empowerment As a Moderatormentioning

confidence: 99%

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Journey from passion to satisfaction: roles of belongingness and psychological empowerment

Pathak

Srivastava

2020

IJSSP

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PurposeThe present research work is intended to investigate the work passion and job satisfaction relationship of social workers in Delhi/NCR and examine the influence of belongingness and psychological empowerment on the association. The study has used self-determination theory to support the relationship.Design/methodology/approachThe study used the standardized instruments to assess the relationship. Statistical tools such as SEM, convergent and discriminant validity, reliability, and moderated regression analysis were used to analyze the data.FindingsThe study found that psychological empowerment and belonging moderated the association between passion and job satisfaction.Practical implicationsHR managers and practitioners should promote a culture of openness, empowerment, collectivism, and meaningful work to ensure the fulfillment of psychological needs of the social workers.Social implicationsThe fulfillment of psychological needs can become a significant motivator for the social workers as due to political and administrative constraints, giving financial incentives or introducing variable financial pay would not be possible.Originality/valueThe authors were not able to locate any paper exploring the relationship between work passion and job satisfaction of social workers. The present research work proposes that there are certain psychological needs, which can be fulfilled other than monetary needs in order to motivate social workers for their work.

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Section: Psychological Empowerment As a Moderatormentioning

confidence: 99%

Section: Psychological Empowerment As a Moderatormentioning

confidence: 99%

Journey from passion to satisfaction: roles of belongingness and psychological empowerment

Pathak

Srivastava

2020

IJSSP

Self Cite

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“…Accordingly, the study has focused on the role of PE for enhancing both the degree of WLB and the mediating role of PE between WLB and retention. This represents a unique effort of researchers as very little of the aforementioned literatures studies with connection between WLB and RPs (Lockwood, 2003;Landaur, 1997;Kanwar et al, 2009) as well as PE and retentions, (Laschinger et al, 2010;Pathak and Srivastava, 2017;Walumbwa and Lawler, 2003). In this paper, the author has collected the literature studies, which support the objectives of the study.…”

Section: Literature Gap Analysis and Mediating Variablesmentioning

confidence: 85%

“…Past research measured PE and its effect on organizational trust and job satisfaction together with employee commitment which has a strong and significant association with employee's intention to remain in a particular organization (Patrick and Laschinger, 2006). The aspects and dimensions of empowerment include employees' autonomy, accountability, information accessibility, resource availability, participative decision making and also meaningfulness in the workplace and its related to challenges (Pathak and Srivastava, 2017). If a professional is psychologically empowered, the resultant expectation is that they possess that freedom to express their ideas and tend to perform better in their job.…”

Section: Psychological Empowerment and Retention Of Professionalsmentioning

confidence: 99%

Work–life balance, retention of professionals and psychological empowerment: an empirical validation

Panda

Sahoo

2021

EJMS

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PurposeThis study aims to explore the relationship between work–life balance and employee retention by examining the mediating role of psychological empowerment among software firms based in India.Design/methodology/approachThe study collected 283 responses by using a structured questionnaire and interview method. Structural equation modeling (SEM) was used to validate the hypothesized research model for examining the consistency and sturdiness of the study variables by applying AMOS 20.FindingsThe result reveals that psychological empowerment partially mediates the relationship between work–life balance and the retention of professionals. This indicates that a high degree of psychological empowerment strengthens the relations between work–life balance and the retention of professionals.Research limitations/implicationsThe research outlined a best-fit model of psychological empowerment as a partial mediator among work–life balance and the retention of professionals. The study presents a set of sensible and practical aspects where work–life balance and retention of professionals can aid in developing and generating commitment to the organization which could offer new insights for software professionals, managers and practitioners.Originality/valueThis study emphasized that psychological empowerment helps in enhancing dedication, loyalty, integrity, allegiance and trustworthiness among employees, thus playing a role between work–life balance and the retention of professionals.

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“…Again, the CET has been used to examine a mediation mechanism in this study: psychological empowerment (Dedahanov et al, 2019; Javed et al, 2019). Paternalistic leadership is known to affect psychological empowerment (Dedahanov et al, 2019; Lin et al, 2015), and research has also shown that psychological empowerment enhances employee creativity (Knezovic and Musrati, 2018) and intention to stay (Mir and Manzoor, 2018; Pathak and Srivastava, 2017). Thus, psychological empowerment could serve as a significant mediating mechanism among the dimensions of paternalistic leadership and both creativity and intention to stay.…”

Section: Introductionmentioning

confidence: 99%

Paternalistic leadership, employee creativity, and retention: The role of psychological empowerment

Gyamerah

Asante

et al. 2022

Int'l Jnl of Cross Cultural Management

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Drawing upon the cognitive evaluation theory, this study examined the relationship among the three dimensions of paternalistic leadership, namely, authoritarianism, benevolence, and morality on both employee creativity and intention to stay. Data from 344 subordinates and 132 leaders/supervisors were collected from 32 SMEs in the manufacturing industry of Ghana. The findings of the study revealed that while authoritarian leadership has a negative relationship with creativity, benevolent leadership impacts positively on both creativity and intention to stay. No significant relationship was recorded between moral leadership and creativity, as well as authoritarian leadership and intention to stay. Moreover, psychological empowerment was found to mediate the relationship among benevolent leadership, creativity, and intention to stay, as well as between moral leadership and intention to stay. The study provides a fresh practical and theoretical perspective on the underlying mechanism pertaining to the relationship among paternalistic leadership, creativity, and intention to stay.

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What makes employees stay? Role of psychological empowerment in organisational commitment-turnover intentions relationship: a study on Indian managers

Cited by 5 publications

References 0 publications

Journey from passion to satisfaction: roles of belongingness and psychological empowerment

Journey from passion to satisfaction: roles of belongingness and psychological empowerment

Work–life balance, retention of professionals and psychological empowerment: an empirical validation

Paternalistic leadership, employee creativity, and retention: The role of psychological empowerment

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