授权的测量及其与员工工作态度的关系

Psychological Empowerment: Measurement and its Effect on Employee Work Attitude in China

首先,对Spre itzer的授权量表在中国文化背景下的适用性进行了检验,3家企业395份调查问卷的探索性因素分析和内部一致性分析表明,授权量表具有较好的效度和信度;20家企业942份调查问卷的验证性因素分析和内部一致性分析进一步验证了授权量表的效度和信度,这表明Spre itzer的授权四维模型在中国得到了验证,其编制的授权量表在中国具有较强的适用性。然后,利用20家企业942份调查问卷的结果,采用结构方程模型技术对授权与员工满意度、组织承诺、离职意向与工作倦怠等员工工作态度变量之间的关系进行了交叉验证分析,结果表明,工作意义对员工满意度与组织承诺有正向的影响,对离职意向与工作倦怠有负向的影响;自主性对员工满意度与组织承诺有正向的影响;自我效能对组织承诺有正向的影响。

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.