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<p>The present study explored the relationship between psychological empowerment (PE) and organisational identification (OI) and their joint association with work outcomes. The literature suggests a positive influence of both constructs on job satisfaction, turnover intention, and employee recommendation. Building on previous literature, we explored how the four dimensions of PE (meaning, impact, self-determination, and competence) relate to OI and their combined association with organisational outcomes. A network analysis was conducted on a cross-sectional sample of 435 employees. A structured questionnaire assessed PE, OI, and key work outcomes (satisfaction, recommendation, and turnover). The findings indicated a strong correlation between OI and the dimensions of meaning and impact, positioning OI as a central factor associated with work outcomes. Self-determination and competence showed weaker associations with OI. The results highlighted OI’s potential mediating role in the association between PE and work outcomes. Theoretical and practical implications were discussed, emphasising OI’s importance for enhancing employee empowerment and overall job satisfaction.</p>

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The Relationship Between Psychological Empowerment and Organisational Identification: A Network Analysis Based Approach

  • 期刊论文

  • 出版模式：

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  • 发表日期：

    2025年5月19日

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  • Massimiliano Barattucci,
  • Manuel Teresi,
  • Claudio Di Berardino,
  • Attilio Di Crescenzo,
  • Stefano Pagliaro

摘要

The present study explored the relationship between psychological empowerment (PE) and organisational identification (OI) and their joint association with work outcomes. The literature suggests a positive influence of both constructs on job satisfaction, turnover intention, and employee recommendation. Building on previous literature, we explored how the four dimensions of PE (meaning, impact, self-determination, and competence) relate to OI and their combined association with organisational outcomes. A network analysis was conducted on a cross-sectional sample of 435 employees. A structured questionnaire assessed PE, OI, and key work outcomes (satisfaction, recommendation, and turnover). The findings indicated a strong correlation between OI and the dimensions of meaning and impact, positioning OI as a central factor associated with work outcomes. Self-determination and competence showed weaker associations with OI. The results highlighted OI’s potential mediating role in the association between PE and work outcomes. Theoretical and practical implications were discussed, emphasising OI’s importance for enhancing employee empowerment and overall job satisfaction.