An empirical test of a comprehensive model of intrapersonal empowerment in the workplace
An empirical test of a comprehensive model of intrapersonal empowerment in the workplace
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DOI：
10.1007/bf02506984
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发表时间：
1995-10-01
影响因子：
3.1
通讯作者：
Spreitzer, GM
中科院分区：
文献类型：
--
作者：
Spreitzer, GM
一个全面的模型，在工作场所的自我授权假设，授权调解社会结构背景和行为结果之间的关系。社会结构的背景下，可操作的角色模糊性，社会政治支持，获得战略信息和资源，工作单位文化的看法，而行为的结果可操作的创新性和有效性。该模型的样本324中层管理人员从不同的单位财富50强企业进行了检查。调查数据进行了检查，使用一系列的回归分析，以评估自我的中介作用。研究结果表明，自我授权调解工作场所的社会结构和创新的一些元素之间的关系，但没有有效性。虽然增强自我权能不是一种促进效力的中介机制，但它与效力直接相关（由受访者的下属评估）。研究结果的影响进行了讨论，是研究的局限性和未来的研究方向。
A comprehensive model of intrapersonal empowerment in the workplace posits that empowerment mediates the relationship between the social structural context and behavioral outcomes. The social structural context is operationalized as perceptions of role ambiguity, sociopolitical support, access to strategic information and resources, and work unit culture, whereas behavioral outcomes are operationalized as innovativeness and effectiveness. The model is examined on a sample of 324 middle managers from different units of a Fortune 50 organization. Survey data are examined using a series of regression analyses to assess the mediating effect of intrapersonal. Results suggest that intrapersonal empowerment mediates the relationship between some elements of workplace social structure and innovativeness, but not effectiveness. Although not a mediating mechanism for effectiveness, intrapersonal empowerment is nonetheless directly related to effectiveness (as assessed by the respondent's subordinates). Implications of the results are discussed as are study limitations and directions for future research.