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Psychological empowerment and employee proficiency
This paper investigates the relationship between types of proficiency (individual proficiency, team proficiency, and organizational proficiency) and the four dimensions of psychological empowerment (self‐determination, impact, competency, and meaning). The results show that among the components of psychological empowerment ‘impact’ only has a positive and significant relationship with organization member proficiency (β= 0.29, p=0.000). Similarly, the analysis supported a direct positive relation between ‘meaning’ and organization member proficiency (β= 0.39, p=0.000), while, ‘competency’ component is strongly related to two out of three types of proficiency: individual task proficiency (β= 0.46, p=0.000) and team member proficiency (β= 0.38, p=0.000). On the contrary, this study could not find empirical evidence to support the relations between ‘self-determination’ and types of proficiency. The implications for employee empowerment are discussed.
Psychological capital, empowerment, employee proficiency