IMPACT OF PSYCHOLOGICAL EMPOWERMENT ON ORGANISATION COMMITMENT

LITERATURE REVIEW

JOB SATISFACTION AND ORGANISATIONAL COMMITMENT FOR NURSES

• By: AL Aameri ( saudi medical journal) • Study is based on examining the relationship between

psychological empowerment and job satisfaction. Empowerment is granting power or enabling people to exercise power. Organizational commitment is understood as individuals’ identification with the involvement in the organization.. Result showed the significant relationship between psychological empowerment and commitment in organization.

• PSYCHOLOGICAL EMPOWERMENT AND JOB PERFORMANCE IN IT INDUSTRY

• BY: Dr. R. Indradevi ( sept. 2011) • Psychological empowerment was defined from the perspective of

individual employees which was characterized by a sense of perceived control, perceptions of competence, and internalization of the goals and objectives of the organization (Menon, S.T 1999).As IT industry is playing great role in life so researcher tried to understand the impact of psychological empowerment on job performance to understand the impact of psychological empowerment on job performance researcher carried out parson correlation and multiple regression.

INTRODUCTION

PSYCHOLOGICAL EMPOWERMENT• An active work orientation in which an

individual wishes and feels ‘able’ to shape his or her work role or context

• This feeling of empowerment has been proposed and found to facilitate commitment of workers in organization and is termed as psychological empowerment

Task motivation manifested in four cognitions:• Meaning,

• Competence

• Self-determination

• Impact

Organization Commitment

• Organizational commitment is defined as an individual’s identification with and involvement in the organization,

• characterized by a strong belief in and acceptance of the organization’s goals and values, and a

• willingness to exert considerable effort on behalf of the organization

Types of commitment

• Continuance commitment implies awareness towards costs incurred when leaving an organization

• Normative commitment implies a feeling of obligation to stay with the organization, resulting in one’s feeling he or she ought to stay.

• Affective commitment refers to the employee’s feeling of emotional attachment, identification with, and involvement in his or her organization

OBJECTIVE

To analyze the relationship between Psychological empowerment and Organizational commitment of IT sector employees in Gurgaon region.

Hypothesis

Hypothesis 1 H1= Significant relationship between

psychological empowerment and organizational commitment.

Ho= No significant relationship between

psychological empowerment and organizational commitment.

Hypothesis 2 H1=Psychological empowerment has positive

impact on organizational commitment Ho=Psychological empowerment has negative

impact on organizational commitment

Sample

• Data of 50 employees has been obtained from the service industry (Wipro)

INSTRUMENT USED

• Data is collected through ‘Questionnaires’

• Spreitzer’s seven point likert scale questionnaire for psychological empowerment

• Mayer and Allen’s five point likert scale questionnaire for organization commitment

ResultMEAN Std. Deviation N

Organizational commitment

3.3594 .57866 16

Psychological empowerment

3.7300 .42111 16

Here organization commitment is dependent factor and Psychological empowerment is independent factor

CorrelationsOrganizational commitment

Psychological empowerment

Pearson Correlation organizational commitment

Psychological empowerment

1.000

.579

.579

1.000Sig. (1- tailed)organizational commitment

Psychological empowerment .009

.009

Norganizational commitment

Psychological empowerment

16

16

16

16

MODEL SUMMARYModel R R Square Adjusted R

SquareStd. error of estimate

Durbin watson

1 .579 .336 .288 .48822 1.912

Model B Std. Error Beta Sig.

Constant

Psychological empowerment

.390

.796

1.123

.299 .596

.734

.019

INTERPRETATION

• Correlation is 0.579 (significant)• H1 is true as there is significant relation between

organization commitment and psychological empowerment

• R Square= 0.336 it means 33.6% variation in organization commitment is because of psychological empowerment

• B1 coefficient is 0.796 which means 1 unit increase in psychological empowerment leads to 0.796 units increase in organization commitment

Conclusion

After studying different variables of organization we can conclude that there is significant relationship between psychological empowerment and organization commitment

Highly committed employees stay longer and are more productive and dedicated towards their organization.

RECOMMENDATIONS

Organisation needs to make their employees psychologically empowered to get committed employees

• Managers can improve organisational commitment through communicating to employees that they care about their well being.

• By improving training structure, formal and informal communication.

• By assessing employees through organising interviews.• Employees should be reassured about their job security.• Organisation should adopt flexible strategy

REFRENCES• AL-Aameri , A.S (2000).Job satisfaction and organizational commitment for

nurses . saudi medical journal• Allen, N.J, Meyer, T.P, (1996).Affective, continuance and normative

commitment to the organization: An examination of construct validity. Journal of vocational Behaviour

• Creptale Jeanne Theron , (nov.2010).The impact of psychological and job satisfaction in organizational commitment amongst employees in multinational organization. university of western cape

• Gretchem M. Spreitzer,(1995). Psychological empowerment in the workplace: Dimensions, Measurement and Validation. California: Academy of management journal

• Barbara B. Brown,(2003). Employee’s organisational commitment and their perception of supervisors. Falls church, Virginia

• Dr. R.Indradevi ,( September 2011). PSYCHOLOGICAL EMPOWERMENT AND JOB PERFORMANCEIN IT INDUSTRY. Vellore, India.