심리적 임파워먼트가 조직몰입과 주인의식에 미치는 영향

The Effect of Psychological Empowerment on Organizational Commitment and Psychological Ownership

&nbsp;&nbsp;From mid 1980s, the empowerment theory has become popular among researchers and practitioners. Even though there were many efforts with various types of managerial practices namely TQC, downsizing, reconstruction, benchmarking and reengineering, very few were proven to be successful in the previous researches.<BR>&nbsp;&nbsp;To alleviate the conditions that make employees powerless in their organizational environment, theorists and managers started to look inside for solution rather than trying to find the unpractical holy grail from outside. The concept of empowerment came up with insight as the powerful tool to cope with rapid change in global market.<BR>&nbsp;&nbsp;Empowerment is meant to delegate authority to subordinates, to enable and energize them for self-efficacy and greater performance. To achieve higher performance, employees will have to experience the intrinsic motivation through their windows of cognitions on the structural conditions. There are four elements of cognitions such as meaning, competence, self- determination and impact. These cognitions are reflection of organizational environment.<BR>&nbsp;&nbsp;The structural conditions that affect psychologicl cognitions of employees include access to resources, support from superiors, peers and subordinates, organizational information and opportunity to learn and grow. In the course of their perception, personality traits of the employees are known to moderate the effect of cognitions. The employees who have internal locus of control are proactive and bring performance while employees with external locus of control is the opposite. And the effects of psychological empowerment are proven to mediate on the attitudes and performance of employees.<BR>&nbsp;&nbsp;This study purports to find the relationships among the organizational environment, employees&quot; personality traits, employees&quot; cognitions, and their attitudes and performance. It was found in this study that there is no one pill that. upon taking, makes all the employees empowered. Rather, to seek the result of high performance of organizational members, the management should try to increase the sense of gestalt of empowerment cognitions which is possible only through the cascading effect of good and many managerial practices. Continuous improvement of workplace conditions will provide nomological network understanding to the employees which will result in organizational commitment and psychological ownership.