The aim of this qualitative study was to explore the perceptions of a group of lay counsellors about their psychological empowerment. It was hypothesised that the counsellors were empowered as a result of their involvement in a counselling service, within the context of a disadvantaged community. Five out of a potential seven participants consented to be interviewed. The researcher used a semi-structured interview schedule to guide the interview process and thematic content analysis was used to analyse the data. The themes that emerged from the analysis related to the components of psychological empowerment as postulated by Zimmerman (1995), as well as the participants’ experience within the counselling service. The study concluded that the participants experienced becoming psychologically empowered, which led to improvements within their own lives. Despite this empowerment, the participants did not appear to be enabled to influence the removal of structural barriers that cause social inequities within their communities. The study concluded that this appeared to be as a result of constraints linked to psychological empowerment. In addition, the study found that the counselling service experienced many difficulties that are similar to those experienced by many other organisations that attempt to conduct community work within the South African context.

While innovation, individualisation, human rights and quality of life are acknowledged and valued by modern society, changes in the workplace such as a focus on efficiency, globalisation, restructuring, downsizing, acquisitions and merges impact, often negatively, on a workforce. A better understanding ofthese forces, as well as understanding the deeper needs of employees in organisations, should be pursued in order to optimise the workplace. South Africa is currently experiencing a skills shortage while the unemployment figures are well above 40 percent. As it is often said, the distinguishing economic resource in the twenty-first century is not commodities, but the human resource that organisations need to attract, develop and motivate in order to retain the correct type of employees. An approach is needed where both positive outcomes for the individual worker and the organisation may be achieved, including organisational performance, effective management of change, greater employee engagement and commitment, and effective talent management. Thus, the objective of this study was to identify any relationship that might exist between psychological empowerment, job satisfaction and work engagement and to determine whether psychological empowerment may predict job satisfaction and work engagement. A cross-sectional survey design was used in the study. One-hundred-and-fifty- three (N = 153) employees participated in the study in a surface coatings manufacturing organisation in Gauteng. The Psychological Empowerment Scale (MEQ), Revised Job Satisfaction Scale (JSQ), and the Utrecht Work Engagement Scale (UWES) were used. The results indicated that a statistically significant positive correlation between intrinsic motivation and work engagement (practically significant, medium effect) and meaning, correlated positively (practically significant, medium effect) with intrinsic motivation and work engagement. Extrinsic motivation correlated statistically significantly (practically significant, large effect) with work engagement. VI The regresslOn analysis indicated that 34 percent of the variance explained in work engagement is predicted by psychological empowerment (i.e. influence (impact and self-detennination), meaning, and competence) and job satisfaction (i.e. extrinsic motivation and intrinsic motivation). No statistically significant differences regarding psychological empowerment could be found between tenure and educational levels. However, statistically significant differences were found for gender and language groups. Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2008.

The purpose of this study is to identify predictors of psychological empowerment among nurse aides in nursing homes. Five structural factors (information exchange, decentralization of resources, co-worker support, supervisor support, and availability of training) and four control factors (age, sex, level of education, and race) are analyzed using multivariate linear regression to examine their effects on psychological empowerment. Two of the five structural factors, decentralization of resources and supervisor support, are shown to positively influence psychological empowerment. Nursing home managers can consider developing and implementing procedures that decentralize resources and demonstrate supervisor support in order to increase psychological empowerment. Based on the findings of this study theory and practice might benefit from additional study of decentralization of resources and supervisor support.

Le concept d’empowerment psychologique a émergé en marketing avec l’essor d’internet, pour désigner un sentiment d’émancipation du consommateur dans son processus de décision. Il soulève des questions importantes, sur une éventuelle perte d’influence du marketing ou sur la remise en cause du rôle prescripteur de la force de vente, notamment ; pourtant peu d’études empiriques ont à ce jour exploré le concept. Ces travaux contribuent à une meilleure compréhension des mécanismes et conséquences de l’empowerment psychologique du consommateur selon le contexte d’achat : les résultats d’études auprès de 1043 acheteurs de séjours touristiques permettent de conclure à un effet positif de l’empowerment psychologique sur la satisfaction du consommateur, à la fois envers sa décision d’achat et envers la marque auprès de laquelle l’achat a été effectué, principalement du fait d’un effet médiateur de l’appropriation psychologique de la décision. Cet effet positif perdure après l’étape de consommation et favorise indirectement l’intention de ré-achat. Plusieurs facteurs explicatifs de l’empowerment psychologique ont été identifiés, à la fois d’ordre individuel et contextuel, dont l’utilisation d’internet en préparation de l’achat. Les enseignements de cette recherche mettent en lumière le rôle positif de l’empowerment psychologique sur la satisfaction et la fidélité des acheteurs, et suggèrent de nouvelles pistes sur la relation entre le contexte/canal d’achat utilisé et la satisfaction du consommateur. Des préconisations sont formulées pour mieux prendre en compte l’évolution des attentes et comportements d’achat des consommateurs dans un contexte d’empowerment par internet. / The concept of consumer psychological empowerment has emerged in marketing with the rise of internet, to designate a feeling of emancipation in the decision making process. It raises important questions, among which the hypothetical loss of influence of marketing and the future role of vendors at traditional points of sale; yet very little empirical work has been made on the concept. This research contributes to a better understanding of the mechanism and consequences of consumer psychological empowerment in a purchase context, through several empirical studies among 1043 buyers of package travels in France. Our results show a positive effect of psychological empowerment on consumers’ satisfaction, both towards the purchase decision and towards the service provider, mainly due to the mediating effect of psychological ownership of the decision. Psychological empowerment also indirectly contributes to a higher re-purchase intent, after the consumption phase. Several antecedents have been identified, both individual and contextual ones, among which the use of internet in the purchase process. Our findings shed light on the positive effect of psychological empowerment on buyers’ satisfaction and loyalty, and suggest new routes on the relationship between the purchase context/channel and consumer satisfaction. Managerial implications are proposed, to help marketers better adapt to an empowering-by-the-internet environment.

Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2007.

The South African work situation is continuously changing due to globalisation, and most organisations embark on strategies that are geared to ensure survival. The political economical, social and demographical situation of the country encourages the changing work environment to be aligned with the international community. Strategies and tactics such as structuring down sizing, re-organisation, and technological changes are deployed by most organisations with the hope of profit making, survival and to remain competitive in this changing world of work. While organisations embark on these strategies, employees are facing massive job loss, which results in employees experiencing feelings of job insecurity. Employees, who feel psychologically empowered through leadership empowering behaviour, endue a sense of job security and thus contribute towards a healthy work organisation. Employees from four business units in a steel-manufacturing organisation were targeted. The study population included employees the managerial and non-managerial categories. A cross-sectional survey design was used to obtain the research objectives. Three standardised questionnaires were used in the empirical study, namely Leader Empowering Behaviour Questionnaire, Job Insecurity Inventory and the Measuring Empowerment Questionnaire. The results indicated average mean scores on the scales of leader empowering behaviour, job insecurity and psychological empowerment when compared to previous studies. Strong negative correlations were found between leader empowering behaviour and job insecurity and between job insecurity and psychological empowerment. Strong positive correlation was found between leader empowering behaviour and psychological empowerment. Regression analyses showed that leader empowering behaviour predicts job insecurity and psychological empowerment. It was also found that job insecurity predicted psychological empowerment. This research indicates that leadership has a positive impact on employees' feelings of security and empowerment. Based on the results recommendations were made and can be implemented by this organisation. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2007.

While innovation, individualisation, human rights and quality of life are acknowledged and valued by modern society, changes in the workplace such as a focus on efficiency, globalisation, restructuring, downsizing, acquisitions and merges impact, often negatively, on a workforce. A better understanding ofthese forces, as well as understanding the deeper needs of employees in organisations, should be pursued in order to optimise the workplace. South Africa is currently experiencing a skills shortage while the unemployment figures are well above 40 percent. As it is often said, the distinguishing economic resource in the twenty-first century is not commodities, but the human resource that organisations need to attract, develop and motivate in order to retain the correct type of employees. An approach is needed where both positive outcomes for the individual worker and the organisation may be achieved, including organisational performance, effective management of change, greater employee engagement and commitment, and effective talent management. Thus, the objective of this study was to identify any relationship that might exist between psychological empowerment, job satisfaction and work engagement and to determine whether psychological empowerment may predict job satisfaction and work engagement. A cross-sectional survey design was used in the study. One-hundred-and-fifty- three (N = 153) employees participated in the study in a surface coatings manufacturing organisation in Gauteng. The Psychological Empowerment Scale (MEQ), Revised Job Satisfaction Scale (JSQ), and the Utrecht Work Engagement Scale (UWES) were used. The results indicated that a statistically significant positive correlation between intrinsic motivation and work engagement (practically significant, medium effect) and meaning, correlated positively (practically significant, medium effect) with intrinsic motivation and work engagement. Extrinsic motivation correlated statistically significantly (practically significant, large effect) with work engagement. VI The regresslOn analysis indicated that 34 percent of the variance explained in work engagement is predicted by psychological empowerment (i.e. influence (impact and self-detennination), meaning, and competence) and job satisfaction (i.e. extrinsic motivation and intrinsic motivation). No statistically significant differences regarding psychological empowerment could be found between tenure and educational levels. However, statistically significant differences were found for gender and language groups. Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2008.

The South African work situation is continuously changing due to globalisation, and most organisations embark on strategies that are geared to ensure survival. The political economical, social and demographical situation of the country encourages the changing work environment to be aligned with the international community. Strategies and tactics such as structuring down sizing, re-organisation, and technological changes are deployed by most organisations with the hope of profit making, survival and to remain competitive in this changing world of work. While organisations embark on these strategies, employees are facing massive job loss, which results in employees experiencing feelings of job insecurity. Employees, who feel psychologically empowered through leadership empowering behaviour, endue a sense of job security and thus contribute towards a healthy work organisation. Employees from four business units in a steel-manufacturing organisation were targeted. The study population included employees the managerial and non-managerial categories. A cross-sectional survey design was used to obtain the research objectives. Three standardised questionnaires were used in the empirical study, namely Leader Empowering Behaviour Questionnaire, Job Insecurity Inventory and the Measuring Empowerment Questionnaire. The results indicated average mean scores on the scales of leader empowering behaviour, job insecurity and psychological empowerment when compared to previous studies. Strong negative correlations were found between leader empowering behaviour and job insecurity and between job insecurity and psychological empowerment. Strong positive correlation was found between leader empowering behaviour and psychological empowerment. Regression analyses showed that leader empowering behaviour predicts job insecurity and psychological empowerment. It was also found that job insecurity predicted psychological empowerment. This research indicates that leadership has a positive impact on employees' feelings of security and empowerment. Based on the results recommendations were made and can be implemented by this organisation. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2007.

Organizations incur $83 billion per year in losses because of negative consumer experiences. Leadership behaviors and the various aspects of organizational life affect employee-customer interactions. With psychological empowerment theory as a theoretical framework, the purpose of this correlational study was to investigate the relationship between the independent variables of psychological empowerment (PE), dimensions of PE (e.g., meaning, self-efficacy, influence), tenure, education, and the dependent variable of customer orientation (CO). Employees of a regional grocery retailer in the northeastern United States comprised the population of the study. Data collection involved the use of paper surveys to measure individual worker levels of PE, meaning, self-efficacy, influence, and CO, as well as demographic characteristics. A correlational analysis determined that a statistically significant relationship (p < .05) existed between all independent variables and the dependent variable, with all correlations having an effect greater than .36. A hierarchical linear regression established a moderating effect of education on self-efficacy and CO (F(1,176) = 11.333, R2 = .024, p < .05) and influence and CO (F(1,176) = 25.596, R2 = .017, p < .05). No moderating effect existed for tenure. Managers may benefit from this study by enacting organizational PE initiatives to improve CO in human resources, training, and strategy. The implications for social change include improvements in organizational citizenship behavior leading to positive social outcomes for internal and external stakeholders.

In response to increasing global competition, companies are continuously under pressure to undergo dramatic changes. Organisations have flattened their structures to replace their traditional hierarchical management structures with empowered work teams. These are teams that have full responsibility of what they do and handle things traditionally handled by management in the past. In order to achieve this, the management challenge is to create working conditions in which individuals in these teams voluntary choose to commit, collaborate and act towards accomplishment of organizational goals (Duvall, 1999). Today's highly competitive environment, technological improvement, complex customer needs, corporate restructuring and continuous search for innovative ways to take organizations to new heights, affect companies throughout the world. To survive in today's difficult economic conditions, organizations demands more from employees. This study conceptualizes empowerment, dividing empowerment into three categories: structural empowerment, leadership empowerment and motivational empowerment. The study narrows to examine psychological empowerment specifically, an aspect of motivational empowerment. The theory of Spreitzer (1995) of four cognitions and the three principles of Menon (2001) is combined to conceptualize psychological empowerment. Job satisfaction is also discussed with emphasis on intrinsic and extrinsic satisfaction. Organisational commitment is examined from the three-component theory of Allen and Meyer (1991). The objective of this study is to determine the relationship between psychological empowerment, job satisfaction and organisational commitment in a chemical industry. A correlation design was used to determine the relationship between the constructs. Data from a sample of 61 (N=61) employees were used. A correlation design is used to determine the relationship between psychological empowerment, job satisfaction and organisational commitment. Data were gathered and explored in terms of descriptive statistics. Cronbach alpha coefients and factor analysis are calculated to give an indication of the validity and reliability of the measuring instruments. Pearson product moment correlation coefficients and canonical correlations were used to obtain the empirical results. A regression analysis and multiple stepwise regression analysis was carried out to determine the extent to which psychological empowerment predict job satisfaction and organisational commitment. The results of the empirical study indicated practically significant differences between psychological empowerment as a total and two variables: Intrinsic job satisfaction and affective commitment. It was found that psychological empowerment could be used to predict job satisfaction to a certain degree, but could not predict organizational commitment as a total. However, there are indications that it could be used to predict affective commitment. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2004.