Antecedents and consequences of psychological and team empowerment in organizations: a meta-analytic review.

@article{Seibert2011AntecedentsAC,
  title={Antecedents and consequences of psychological and team empowerment in organizations: a meta-analytic review.},
  author={Scott E. Seibert and Gang Wang and Stephen Hyrum Courtright},
  journal={The Journal of applied psychology},
  year={2011},
  volume={96 5},
  pages={
          981-1003
        }
}
This paper provides meta-analytic support for an integrated model specifying the antecedents and consequences of psychological and team empowerment. Results indicate that contextual antecedent constructs representing perceived high-performance managerial practices, socio-political support, leadership, and work characteristics are each strongly related to psychological empowerment. Positive self-evaluation traits are related to psychological empowerment and are as strongly related as the… Expand

Figures, Tables, and Topics from this paper

Transformational leadership, psychological empowerment, and the moderating role of mechanistic–organic contexts
Summary The current study examines the empowering effects of transformational leaders and the extent to which these effects differ across mechanistic–organic organizational contexts. PsychologicalExpand
Drivers and outcomes of team psychological empowerment
Using meta-analysis and structural equation modeling, we examine the unique and combined relationships between team psychological empowerment, its antecedents, and outcomes. First, we seek to extendExpand
Employee Responses to Empowering Leadership: A Meta-Analysis
A recent and growing number of studies examined how empowering leadership influences employee outcomes. At the individual level, we meta-analyzed 55 independent samples to determine the associationExpand
Financial Systems Theory and Control of Finances: The Mediating Role of Psychological Empowerment in the Relationship between Transformational Leadership and Employee Engagement: An Evidence from Vietnam
Employee engagement has been closely linked to work attitudes (e.g., job satisfaction, intentions to quit, withdrawal), employees' innovation, organizational success and financial performance (e.g.,Expand
The Role of Goal Specificity in the Relationship Between Leadership and Empowerment
Although there has been much recent attention to empowerment in public sector research, most of this research focuses on structural empowerment, rather than psychological empowerment, and thusExpand
Servant leadership and employee creativity: The roles of psychological empowerment and work–family conflict
This study builds on self-determination theory to examine the factors that impact the effects that servant leadership has on employee creativity. An observation of 460 employees from 11 banks inExpand
Engaged, Committed and Helpful Employees: The Role of Psychological Empowerment
TLDR
Hierarchical multiple regressions indicate that personality and psychological empowerment explain a significant amount of the variance in the positive organizational outcomes, and that psychological empowerment has a significant incremental value over demographics and personality for the studied outcomes. Expand
The empowerment–organizational performance link in local governments
The purpose of this paper is to contribute to the understanding of how to raise organizational performance in public sector organizations through human resource management. Specifically, this paperExpand
Psychological Empowerment: Antecedents From Goal Orientation and Consequences in Public Sector Employees
Recent research has encouraged the study of psychological empowerment in public organizations owing to its benefits for optimum service delivery and performance improvement in the public context.Expand
Leader–Member Exchange, Work Engagement, and Psychological Withdrawal Behavior: The Mediating Role of Psychological Empowerment
TLDR
Analysis of data from 454 employees working in the Research and Development departments of the information technology and pharmaceutical sectors operating in India suggests that employees who have a high-quality relationship with their leader have high psychological empowerment, they are highly engaged at work, and their psychological withdrawal behavior is also low. Expand
...
1
2
3
4
5
...

References

SHOWING 1-10 OF 148 REFERENCES
An empirical test of a comprehensive model of intrapersonal empowerment in the workplace
  • G. Spreitzer
  • Psychology, Medicine
  • American journal of community psychology
  • 1995
TLDR
Although not a mediating mechanism for effectiveness, intrapersonal empowerment is nonetheless directly related to effectiveness (as assessed by the respondent's subordinates). Expand
A Dimensional Analysis of the Relationship between Psychological Empowerment and Effectiveness Satisfaction, and Strain
This paper examines the contribution of each of the four dimensions in Thomas and Velthouse’s (1990) multidimensional conceptualization of psychological empowerment in predicting three expectedExpand
Empowerment in organizations: Employees’ perceptions of the influences on empowerment
Abstract The purpose of this study was to explore the sources of employees’ self‐reported feelings of empowerment by analyzing their descriptions of their jobs, supervisors, colleagues, andExpand
Beyond Self-Management: Antecedents and Consequences of Team Empowerment
We examined the antecedents, consequences, and mediational role of team empowerment using 111 work teams in four organizations. The results indicated that the actions of external leaders, theExpand
An examination of the mediating role of psychological empowerment on the relations between the job, interpersonal relationships, and work outcomes.
TLDR
It is suggested that work satisfaction is explained largely by job characteristics but that LMX and TMX combine with job characteristics and empowerment to explain variation in organizational commitment and job performance. Expand
A multilevel study of leadership, empowerment, and performance in teams.
TLDR
A multilevel model of leadership, empowerment, and performance was tested using a sample of 62 teams, 445 individual members, 62 team leaders, and 31 external managers from 31 stores of a Fortune 500 company and individual performance was positively related to team performance. Expand
PSYCHOLOGICAL EMPOWERMENT IN THE WORKPLACE: DIMENSIONS, MEASUREMENT, AND VALIDATION
This research begins to develop and validate a multidimensional measure of psychological empowerment in the workplace. Second-order confirmatory factor analyses were conducted with two complementaryExpand
TAKING EMPOWERMENT TO THE NEXT LEVEL : A MULTIPLE-LEVEL MODEL OF EMPOWERMENT , PERFORMANCE , AND SATISFACTION
Most research to date has approached employee empowerment as an individual-level phenomenon. In this study we proposed a work-unit-level construct, empowerment climate, and tested a multiple-levelExpand
Psychological Empowerment as a Multidimensional Construct: A Test of Construct Validity
The construct validity of scores on Spreitzer’s Psychological Empowerment scale was examined. Confirmatory factor analysis (CFA) of data from a sample of 160 nurses showed substantial support forExpand
The Myth of Empowerment: Work Organisation, Hierarchy and Employee Autonomy in Contemporary Australian Workplaces
The aim of this paper is to assess the validity of the `empowerment thesis': the belief that new forms of work organisation are overturning traditional managerial structures and returning control toExpand
...
1
2
3
4
5
...