The main purpose of this research is to examine the influence of psychological empowerment and organizational trust on job satisfaction and organizational commitment among Kuwait free trade zone employees. Data were obtained for this research through a set of questionnaire which was divided into four parts and administered to a total of 271 respondents. The results showed that psychological empowerment mainly affects employees' job satisfaction and organizational commitment. The results indicated that two dimensions of psychological empowerment, i.e. Meaning and Impact, are significant and positively related to job satisfaction. The existing literature supports the relationships between psychological empowerment dimensions and three dimensions of organizational commitment: normative, continuance, and affective commitment. However, results from this study showed inconsistency. The results showed that only one dimension of Psychological Empowerment, Meaning, is significant and positively Associated to Affective Commitment; two dimensions of Psychological Empowerment, Meaning and Competence, are significant and positively Associated to Normative Commitment; and no dimensions of Psychological Empowerment are statistically contributed to Continuance Commitment. Moreover, analysis has also showed that organizational trust mediates the relationships between psychological empowerment, job satisfaction and organizational commitment. Some practical implications are also discussed. The research concludes with limitations and future research suggestions to enhance psychological empowerment in public and private organizations in Kuwait.
This study investigates the relationship between psychological empowerment of employees and organizational trust within Kuwaiti industrial companies. It focuses on two dimensions of organizational trust; namely, trust in supervisors and trust in the organization. A total of 450 questionnaires were submitted to industrial companies in the Subhan Industrial Area, of which350 were completed. The results indicate that a significant positive correlation exists between psychological empowerment of the employees of these companies and organizational trust. The findings indicate that trust in the supervisor and in the organizationexplains21.8% and 13.1%, respectively, of the variation in psychological empowerment. Trust in the supervisor correlates significantly and positively with all dimensions of psychological empowerment whereas trust in the organization correlates significantly and positively with only three dimensions of psychological empowerment; namely, meaning, competence, and self-determination. The study concludes by explaining the limitations involved and suggests future research directions to enhance psychological empowerment and trust in industrial companies in Kuwait.
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