dimensional measure of psychological empowerment in a work context. Several empiricalstudies were conducted using Spreitzer multi-dimensional construct to measure psychologicalempowerment. Menon (2001) developed and validated another multi-dimensional measure of psychological empowerment “as a logical next step in the research direction suggested byConger and Kanungo (1988).” Despite of these multiple measures, a little empirical work has been done on empowerment. Furthermore, there has been little rigorous research on itsantecedents, and its consequences (Menon, 2001).
A working definition of psychological empowerment can be proposed as follows: the psychologically empowered state is a cognitive state characterized by a sense of perceivedcontrol, competence, and goal internalization. Empowerment is thus considered a multi-facetedconstruct reflecting the different dimensions of being psychologically enabled, and is conceivedof as a positive additive function of the three dimensions.
includes beliefs about authority, decision-making latitude, availability of resources, and autonomy in the scheduling and performance of work, etc.
reflects role-mastery, which besides requiring the skillfulaccomplishment of one or more assigned tasks, also requires successful coping with non-routinerole-related situations.
dimension captures the energizing property of a worthy cause or excitingvision provided by the organizational leadership.
Affective Commitment (AC)
: The degree of an employee’s emotional attachment to,identification with, and involvement in the organization (Allen & Meyer, 1990). AC is defined asthe employee's emotional attachment to the organization. As a result, he or she strongly identifies33