The little engine that could: the impact of psychological empowerment on organizational citizenship behavior

Abstract

PurposeThe study examines the relationships between the dimensions of psychological empowerment and organizational citizenship behavior (OCB). The purpose is to identify specific dimensions of psychological empowerment that are linked to above average or “beyond the expected” citizenship behaviors.Design/methodology/approachA theoretical basis for a linkage between the four dimensions of psychological empowerment and dimensions of OCB was developed. Using a sample of 137 participants, these theoretical relationships were tested with hierarchical linear multiple regressions.FindingsThere are differential relationships between the dimensions of psychological empowerment and the dimensions of OCB. The OCB dimensions of contentiousness, altruism and obedience are linked to the psychological empowerment dimension of meaning: conscientiousness is also linked to competency.Research limitations/implicationsThe study sample was single industry and single organization to avoid interindustry and interorganizational contamination, and the results may lack generalizability. Therefore, researchers are encouraged to test the study hypotheses in other industries and occupations.Practical implicationsThe study sample was single industry and single organization to avoid interindustry and interorganizational contamination, and the results may lack generalizability. Therefore, researchers are encouraged to test the study hypotheses in other industries and occupations.Originality/valueThis paper reports the first known study of the relationships between Spreitzer's psychological empowerment dimensions and OCB. The value is the identification of manipulable relationships that can explain actual empowerment and provide pragmatic guidance for managers to increase empowerment and thus hopefully organizational effectiveness.

Effect of Chief Executive Officer’s Sustainable Leadership Styles on Organization Members’ Psychological Well-Being and Organizational Citizenship Behavior

“…Conscientiousness: each member complies with the implicit and explicit rules of the organization faithfully according to their conscience, for example, not taking more breaks than necessary and saving office supplies as if they are personal assets [169,170].…”

The influence of entrepreneurial leadership and sustainability leadership on high-performing school leaders: mediated by empowerment

“…The model proposes that psychological and climate empowerment is highly similar to individual performance in terms of its underlying dimensions, predictors, and outcomes. As such, empowerment has been conceptualised as a multilevel construct, or a construct that shares similar meaning and functions similarly across levels (Turnipseed and Waa 2020). Empirical studies have also provided initial support for the generalisability of empowerment across levels and demonstrated positive influence of leader performance or organization effectiveness (Bartram et al 2020).…”

“…As such, empowerment has been conceptualised as a multilevel construct, or a construct that shares similar meaning and functions similarly across levels (Turnipseed and Waa, 2020). An empirical study in school leadership also provided initial support for the generalisability of empowerment across levels and demonstrated the positive influence of school leaders' performance on school organisation effectiveness (Bartram et al 2020).…”

Pengaruh Kompetensi Dan Pemberdayaan Serta Motivasi Terhadap Organizational Citizenship Behavior Dan Kinerja Dosen Di Universitas Widyagama Samarinda

“…Pemberdayaan dalam perannya meningkatkan organizational citizenship behavior dan kinerja dapat dibuktikan melalui beberapa kajian empiris. Penelitian yang dilakukan oleh (Singh & Singh, 2019), (Turnipseed & VandeWaa, 2020), (Jeong et al, 2019), (Jha, 2014), (Shahab et al, 2019), (Wang Jin-Liang, 2012, (Taylor, 2013), (Shapira-Lishchinsky & Levy-Gazenfrantz, 2019), (Joo & Jo, 2017), (Ali Shahab et al, 2018), (Gilbert et al, 2010) menyatakan bahwa pemberdayaan mampu memberikan pengaruh signifikan terhadap organizational citizenship behavior, berbeda dengan penelitian yang dilakukan oleh (Newman et al, 2017), (Subedi & (Nepal), 2019) menyatakan bahwa pemberdayaan memberikan pengaruh tidak signifikan terhadap organizational citizenship behavior. Berdasarkan studi empiris dapat disimpulkan bahwa pemberdayaan memberikan pengaruh terhadap Organizational Citizenship Behavior.…”