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A dimensional analysis of psychological empowerment on engagement

Baek-Kyoo (Brian) Joo (Slippery Rock University of Pennsylvania School of Business, Slippery Rock, Pennsylvania, USA)
Gil Bozer (Department of Managing Human Resources, Sapir Academic College, Shderot, Israel)
Kathryn J. Ready (College of Business, Winona State University, Winona, Minnesota, USA)

Journal of Organizational Effectiveness: People and Performance

ISSN: 2051-6614

Article publication date: 1 October 2019

Issue publication date: 7 October 2019



The purpose of this paper is to examine the effects of learning organization culture (LOC), learning goal orientation (LGO) and psychological empowerment (PsyEmp) on employee engagement, focusing on the mediating role of each dimension of PsyEmp (meaning, competence, self-determination and impact).


Individual perceptions of 329 employees in 9 South Korean for-profit companies were obtained by a cross-sectional survey. Construct validity of each measurement model was examined using confirmatory factor analysis, and the hypothesized structural model was tested by structural equation modeling. Bootstrap analyses were used for testing mediation effects of PsyEmp.


The authors found that PsyEmp had a significant effect on job engagement, and that LOC and LGO significantly predicted the level of PsyEmp and engagement. The four dimensions of PsyEmp partially mediated the relationship between the two predictors (i.e. LOC and LGO) and job engagement. LGO had a stronger effect than LOC on both PsyEmp and job engagement.

Practical implications

Employees who are high in LGO and perceive that an organization provides opportunities for continuous learning with supportive leadership are more likely to experience improved meaning in their work, competence in their knowledge and skills, and foster self-determination with respect to their personal impact on their work and organization. These important facets of PsyEmp that promote employee engagement should be considered by human resource and OD professionals when recommending workplace changes to improve organizational effectiveness and sustainability.


This study complements the trend to use employee engagement as a proxy for understanding both individual and organizational performance by investigating the relationships among LOC, goal orientation, empowerment and engagement.



Erratum: It has come to the attention of the publisher that the article, Baek-Kyoo (Brian) Joo, Gil Bozer and Kathryn J. Ready, “A dimensional analysis of psychological empowerment on engagement” published in Journal of Organizational Effectiveness: People and Performance, Vol. 6, No. 3 published the first author’s name incorrectly. This error was introduced in the editorial process and has now been corrected in the online version. The publisher sincerely apologises for this error.


Joo, B.-K.(B)., Bozer, G. and Ready, K.J. (2019), "A dimensional analysis of psychological empowerment on engagement", Journal of Organizational Effectiveness: People and Performance, Vol. 6 No. 3, pp. 186-203.



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