A meta-analysis of psychological empowerment: Antecedents, organizational outcomes, and moderating variables

Abstract Psychological empowerment (PE) is a subjective, cognitive and attitudinal process that helps individuals feel effective, competent authorized to carry out tasks. Over the last twenty years, research into PE has reported strong evidence reaffirming its role as motivational factor in organizational psychology. In this study, aim systematically review, analyze quantify correlational empirical focusing on empowerment, understood by theory developed Spreitzer et al. (1995a, b), using meta-analytical techniques. The study also analyses antecedents consequences of explores potential moderators relationship between variable correlates. electronic search encompassed studies dating from publication Spreitzer's scale ( Academy Management Journal , 38 1442–1465, 1995b) up January 2019. It was conducted database aggregators, well Metabus, occupational psychology journals doctoral thesis repositories. Of 1110 records identified, 94 were included meta-analysis. Most used purposive or convenience sampling had cross-sectional design. We focused searching for use survey analysis approach. extracted information about effect size (ES) associations consequences, Comprehensive Meta-analysis 2.0 program (Borenstein al., 2005). Effect calculated Pearson correlation r ), processed Fisher's Z transformation. A random effects model heterogeneity analyzed detect moderator variables. relation antecedents, all meta-analyses, non-significant results found only education = -.001, CI [-.06, .06]) rank .10, [-.16, .36]). All meta-analyses association psychological returned significant results. Job satisfaction .50) commitment .51) largest sizes. Our suggest which factors may be more important generating among employees accordance with profession they work their culture origin. main novelty offered our indicate age moderates majority studied, finding not other meta-analyses. present meta-analysis help encourage organizations pay attention PE, efforts improving strengthening certain structures factors. Empowerment initiatives programs employee well-being lead workplace people are motivated have sense purpose. allow us recommend interventions enhance improve EP. Finally,