Abstract
The factorial validity of the psychological empowerment scale (PES) developed by Spreitzer was investigated in Chinese context. Exploratory Factor Analysis (EFA) of data from a sample of 395 employees from three different companies showed support for Spreitzer’s four empowerment dimensions: Meaning, self-efficacy, self-determination, and impact. And Cronbach’s alpha coefficients for all four subscales were above 0.70. Confirmatory Factor Analysis (CFA) of data from another sample of 942 employees further confirmed PES’s factorial validity. Finally structure equations modeling (SEM) was used to cross-validate the relationship between psychological empowerment and job satisfaction, organizational commitment, turnover intention and job burnout using the second sample. The results suggested that meaning was positive related to job satisfaction and organizational commitment and negative related to turnover intention and job burnout; self-determination was positive related to job satisfaction and organizational commitment; self-efficacy was positive related to organizational commitment.
| Keywords: | psychological empowerment; job burnout; job satisfaction; organizational commitment; turnover intention; cross-validation |
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