The Relationship Between Psychological Empowerment And Organizational Commitment

The concept of PE (Psychological Empowerment) was stem from the theory of empowerment, along with the development of empowerment theory , some researchers argue that managers should explain PE by how much empowerment measures can be accept by the employees. Research on empowerment should not be limited on how to authorize, whether the management measures can be accept by employees should be considered. The meaning of the Psychological Empowerment is more extensive than the empowerment measures, Spreitzer (1995) put forward the four dimensions of the psychological empowerment: meaning, self-determination, competence, impact, had gained agreements inside and abroad. Researches on-Psychological Empowerment are abundant, personal factors, job characteristics and work environment are all can influence the Psychological Empowerment of employees, and at the same time PE can anticipate other important psychological status factor.This paper aim to explore the relationship mode between the PE and organizational commitment. Arguments about PE influent the organizational commitment has been mentioned both inside and abroad, our research find the relationships between PC (Psychological contract) and PE , organizational commitment, based on the researches before. The hypotheses are examined with data on 304 samples from 4 main companies, PC is a mediator in the relationship of PE and Organizational commitment. The main result of this paper as followed: I PE can influence the normative commitment, career commitment and economic commitment. For the more, PE are related to PC;II Explore a relationship mode of PE influence OC though PC, and come out with partial mediation path and complete mediation path.