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Psychological empowerment and employee attitudinal outcomes: The pivotal role of psychological capital

Tazeem Ali Shah (Faculty of Management Sciences, International Islamic University, Islamabad, ICT, Pakistan)
Mohammad Nisar Khattak (Queensland University of Technology, Brisbane, Queensland, Australia)
Roxanne Zolin (Department of Entrepreneurship, Noble International Business School, South Legon, Ghana)
Syed Zulfiqar Ali Shah (Faculty of Management Sciences, International Islamic University, Islamabad, ICT, Pakistan)

Management Research Review

ISSN: 2040-8269

Article publication date: 29 May 2019

Issue publication date: 12 July 2019

Abstract

Purpose

The main purpose of this paper is to examine the mediating role of psychological capital in the relationship between perceived psychological empowerment and employee satisfaction, normative organizational commitment and turnover intentions.

Design/methodology/approach

To test the proposed research model, the authors collected field data from seven telecommunication companies located in the Islamabad Capital Territory of Pakistan. Through a two-wave data collection design, a total of 411 participants reported their perceptions about psychological empowerment and psychological capital at Time 1 and their job satisfaction, normative organizational commitment and turnover intention at Time 2.

Findings

Results supported the hypothesized relationships, showing that psychological capital fully mediates the relationship between perceived psychological empowerment and employee job satisfaction, normative organizational commitment and turnover intention.

Research limitations/implications

This study relied on cross-sectional data, which does not fully satisfy the conditions of establishing causality.

Practical implications

Results of this study will help organizations and practitioners to understand the importance of psychological empowerment and psychological capital and how they positively influence organizational performance, including employee job satisfaction, normative organizational commitment and turnover intention.

Originality/value

Drawing upon the self-determination theory of Deci and Ryan (2000), this study contributes to organizational behaviour literature by proposing and testing psychological capital as an underlying mechanism that can explain the impact of psychological empowerment on employee satisfaction, normative organizational commitment and turnover intention.

Keywords

Citation

Shah, T.A., Khattak, M.N., Zolin, R. and Shah, S.Z.A. (2019), "Psychological empowerment and employee attitudinal outcomes: The pivotal role of psychological capital", Management Research Review, Vol. 42 No. 7, pp. 797-817. https://doi.org/10.1108/MRR-05-2018-0194

Publisher

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Emerald Publishing Limited

Copyright © 2019, Emerald Publishing Limited