XIII Congreso Internacional de Investigación en Ciencias Administrativas La administración frente a la globalización: Gobernabilidad y Desarrollo XIII Congreso Internacional de Investigación en Ciencias Administrativas La administración frente a la globalización: Gobernabilidad y desarrollo 5, 6, 7 y 8 de mayo de 2009 Psychological Empowerment as a Moderator of Organizational Commitment: A Conceptual Framework Shuchi Pandey Student; Master of Business Administration Punjab Technical University, Jalandhar. Vivekanand Pandey [email protected]Assistant Professor Sherwood College of Management U.P. Technical University, Lucknow. Contact Address Sherwood College of management Sector- 25, Indira Nagar Lucknow- 226 016 Ph: 91522 2716630 Extn. 47 Mobile No.: 09415281764
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XIII Congreso Internacional de Investigación en Ciencias Administrativas La administración frente a la globalización: Gobernabilidad y Desarrollo
XIII Congreso Internacional de Investigación en Ciencias Administrativas La administración frente a la globalización: Gobernabilidad y desarrollo
5, 6, 7 y 8 de mayo de 2009
Psychological Empowerment as a Moderator of Organizational Commitment: A Conceptual Framework
Shuchi Pandey Student; Master of Business Administration
followed by decision making and top management attitude. All employees
revealed job involvement as first empowerment consequence.
6.5. Validity and reliability analysis: Empowerment factors Correlation
Items within each subscale significantly correlated with each other (mean r =
0.63). These correlations are shown in bold in Table 6. On the other hand, as
expected, the items from dissimilar subscales had relatively low correlations with
each other (mean r = 0.21).
XIII Congreso Internacional de Investigación en Ciencias Administrativas La administración frente a la globalización: Gobernabilidad y Desarrollo
TABLE 6: INTERCORRELATIONS
VAR OSI TMA OC PLF OSD AR DM ATY LF OSI 1 TMA 0.74 1 OC 0.58 0.64 1 PLF 0.22 0.23 0.27 1 OSD 0.26 0.27 0.24 0.56 1 AR 0.24 0.26 0.25 0.31 0.64 1 DM 0.22 0.25 0.30 0.19 0.15* 0.17 1 ATY 0.19 0.24 0.19 0.18 0.13* 0.09 0.69 1 LF 0.22 0.24 0.26 0.23 0.17 0.13* 0.65 (0.33) 1
Note: p< 0.01, *p< 0.05
6.6. Principal component analysis: A principal component analysis with varimax rotation (Table 7) yielded three
factors with eigenvalues greater than 1. A screeplot before the analysis
supported the factor solution. Bartlett’s test of spheritywas significant, and the
Kaiser-Meyer-Olkin measure of sampling was acceptable (0.73). In total, the
three factors accounted for 75.7% of the variance. The first factor explained
39.8% of the variance and this factor covered all items of Perceived Competence
scale. The second factor consisted of Goal Internalization scale, explaining
20.3% of the variance, and the third factor consisted of Perceived Control scale,
explaining 15.5% of the variance. As can be seen from Table 7, the items in each
subscale have high loadings on their respective components and relatively low
loadings on the other two factors. All the three subscale had acceptable alpha
reliabilities: Perceived competence (0.88), Goal internalization (0.85) and
Perceived control (0.75).
XIII Congreso Internacional de Investigación en Ciencias Administrativas La administración frente a la globalización: Gobernabilidad y Desarrollo
TABLE 7: PRINCIPLE COMPONENT ANALYSIS RESULT (Factor Loading) Items Factor 1 Factor 2 Factor 3PCOM 3 Organizational support for
Innovation 0.93 0.09 0.05
PCOM 2 Low Formalization 0.90 0.12 0.11 PCOM 1 Performance Linked Feedback 0.83 0.17 0.10 GI 1 Open Communication 0.13 0.89 0.14 GI 2 Top Management Attitude 0.09 0.87 0.14 GI 3 Opportunities for Self
6.7. Confirmatory factor analysis: To test the factor structure of the psychological empowerment measure, a CFA
using LISREL was conducted with correlation matrix as input. Conventional fit
statistics provided in the LISREL output were used to assess fit: Chi-square with
degrees of freedom, the goodness-of-fit (GFI), the Normed-fit index (NFI),
comparative fit index (CFI), and the Root Mean Square Error of Approximation
(RMSEA). A good fit to the data is indicated by non-significant chi-square, GFI,
NFI and CFI 0.9 and higher, and a RMSEA under 0.10. The resulting fit indices
were as follows:
XIII Congreso Internacional de Investigación en Ciencias Administrativas La administración frente a la globalización: Gobernabilidad y Desarrollo
Chi-square (Chi-square 38.4, d.f. 24),
Goodness-of fit index (GFI) = 0.96, Adjusted goodness-of- fit index (AGFI) = 0.93, Normed fit index (NFI) = 0.97, comparative fit index (CFI) = 0.99, and Root-mean-square error approximation (RMSEA) = 0.05.
To validate the invariability of factor structure of three factor psychological
empowerment model between male and female sample, CFA was performed
using LISREL, separately for male & female groups. The results obtained in the
two cases were quite similar, confirming that the model is invariant of gender
differences.
7. Hypothesis testing: Correlation and hierarchical regression (Cohen and Cohen 1975) analyses were
conducted to test the hypotheses. First, hypotheses were tested with correlation
analysis; to test these hypotheses further, regression analysis was used. With
hierarchical regression, perceived competence was initially entered into the
regression equation for each outcome (dependent) variable, followed by
perceived control, and then by goal internalization. This three step procedure
was employed to ascertain the nature of relationship between each of the three
psychological empowerment measures and commitment and also to determine
the unique variance contributed by each of them. This ordering of independent
variables was utilized to understand employees felt empowerment at individual,
departmental and organizational level.
XIII Congreso Internacional de Investigación en Ciencias Administrativas La administración frente a la globalización: Gobernabilidad y Desarrollo
8. Correlation analysis result: Table 8 shows the means, standard deviations and bivariate correlations among
the psychological empowerment subscales and affective and normative
commitment. As expected, goal internalization and perceived control are
significantly and positively correlated with affective and normative commitment.
Perceived competence is significantly and positively correlated only with
normative commitment. Contrary to hypotheses no significant relation is found
between perceived competence and affective commitment.
TABLE 8: CORRELATION COEFFICIENT BETWEEN PSYCHOLOGICAL EMPOWERMENT AND COMMITMENT
Factors GI PCON PCOM ACS GI 1
PCON 0.37 1 PCOM 0.28 0.24 1
AC 0.38 0.23 0.04 1 NC 0.39 0.32 0.17 0.41
Note: p< 0.01
9. MODERATOR MULTIPLE REGRESSION ANALYSIS RESULT: To test further H1 and H2, hierarchical regression was employed. Table 9 shows
the hierarchical regression results. When analyzing the results with this method,
particular attention was given to the beta coefficients, R2, and change in R2 at
each step. The beta coefficients suggest that affective commitment accrues from
goal internalization (0.33) and perceived control (0.17). Normative commitment is
also explained by goal internalization (0.28) and perceived control (0.25).
XIII Congreso Internacional de Investigación en Ciencias Administrativas La administración frente a la globalización: Gobernabilidad y Desarrollo
Goal internalization dimension was found to be positively related to affective
commitment (β = 0.33, p < 0.001) and normative commitment (β = 0.28, p <
=0.001). In addition, goal internalization explained significant variance above and
beyond perceived control and perceived competence dimensions in predicting
affective commitment.
Perceived control was found to be significantly related to normative commitment
(β = 0.25, p < = 0.001) and to a lesser extent with affective commitment (β =
0.17, p < = 0.01).
This study does not find any significant relationship between perceived
competence and commitment.
10. Conclusion: The present study confirms the applicability of chosen psychological
empowerment measure. Results report the invariability of the measure in male
and female gender groups and in diverse educational backgrounds. The present
study suggests that goal internalization and perceived control have significant
XIII Congreso Internacional de Investigación en Ciencias Administrativas La administración frente a la globalización: Gobernabilidad y Desarrollo
positive relation with affective and normative commitment. Individual dimensions
of goal internalization and perceived control augments the organizational
commitment. However, no significant relation was found between perceived
competence and commitment. This may be because of the dynamics prevailing
in the Indian government organizations, where poaching best brains available in
the market is the rule of the day. In addition, success or failure of Indian
government organizations largely depends on the quality of the work force that
they possess. Because of this, competent employees are having multiple job
opportunities in hand and are always looking for the “better” opportunity.
In the present research goal internalization emerged as the first factor in the
principal component analysis, followed by perceived control and perceived
competence. This may be due to the data collected from highly skilled and
educated employees for whom competence is a primary requirement to perform
their job. Goal internalization items also reported high mean scores and little
variance (GI 3 = 5.65, SD 0.49; GI 1= 5.58, SD = 0.54; GI 2= 5.57, SD 0.59). The
practical implications of these results include fostering organizational
commitment.
Following points need to be considered:
• There is a need to give more opportunities to women employees to
develop their skill and abilities to empower them.
• Support for innovation in R&D type of organization needs to be enhanced.
• Government organizations need to emphasize on OSI, OSD and AR.
• There is a need for assigning higher responsibilities and conducting more
effective training.
• Higher qualified employees need to be involved in problem solving
activities.
XIII Congreso Internacional de Investigación en Ciencias Administrativas La administración frente a la globalización: Gobernabilidad y Desarrollo
• Experienced employees need to be provided more opportunities for
development irrespective of their levels.
Managers need to internalize the corporate goals and have to create an
environment, where employees should feel a sense of control over resources
and decision- making. Again, since the competent employees are always looking
for better opportunities, managers should provide training and development to
these employees, by doing this normative commitment can be enhanced among
the employees.
11. LIMITATION AND SCOPE FOR FURTHER RESEARCH: This study examines the relationship between empowerment and its
consequences. In the future, studies must concentrate to further strengthen the
theoretical foundation of psychological empowerment. Future research should
compare and contrast the factor structure of the psychological empowerment
with data collected not only from different companies of India but also from
companies of different countries.
XIII Congreso Internacional de Investigación en Ciencias Administrativas La administración frente a la globalización: Gobernabilidad y Desarrollo
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