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IMPACT OF PSYCHOLOGICAL EMPOWERMENT ON ORGANISATION COMMITMENT

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IMPACT OF PSYCHOLOGICAL EMPOWERMENT ON ORGANISATION COMMITMENT

LITERATURE REVIEWJOB SATISFACTION AND ORGANISATIONAL COMMITMENT FOR NURSES By: AL Aameri ( saudi medical journal) Study is based on examining the relationship between psychological empowerment and job satisfaction. Empowerment is granting power or enabling people to exercise power. Organizational commitment is understood as individuals identification with the involvement in the organization.. Result showed the significant relationship between psychological empowerment and commitment in organization.

PSYCHOLOGICAL EMPOWERMENT AND JOB PERFORMANCE IN IT INDUSTRY BY: Dr. R. Indradevi ( sept. 2011) Psychological empowerment was defined from the perspective of individual employees which was characterized by a sense of perceived control, perceptions of competence, and internalization of the goals and objectives of the organization (Menon, S.T 1999).As IT industry is playing great role in life so researcher tried to understand the impact of psychological empowerment on job performance to understand the impact of psychological empowerment on job performance researcher carried out parson correlation and multiple regression.

INTRODUCTIONPSYCHOLOGICAL EMPOWERMENT An active work orientation in which an individual wishes and feels able to shape his or her work role or context This feeling of empowerment has been proposed and found to facilitate commitment of workers in organization and is termed as psychological empowerment

Task motivation manifested in four cognitions: Meaning, Competence Self-determination Impact

Organization Commitment Organizational commitment is defined as an individuals identification with and involvement in the organization, characterized by a strong belief in and acceptance of the organizations goals and values, and a willingness to exert considerable effort on behalf of the organization

Types of commitment Continuance commitment implies awareness towards costs incurred when leaving an organization Normative commitment implies a feeling of obligation to stay with the organization, resulting in ones feeling he or she ought to stay. Affective commitment refers to the employees feeling of emotional attachment, identification with, and involvement in his or her organization

OBJECTIVETo analyze the relationship between Psychological empowerment and Organizational commitment of IT sector employees in Gurgaon region.

HypothesisHypothesis 1 H1= Significant relationship between psychological empowerment and organizational commitment. Ho= No significant relationship between psychological empowerment and organizational commitment.

Hypothesis 2 H1=Psychological empowerment has positive impact on organizational commitment Ho=Psychological empowerment has negative impact on organizational commitment

Sample Data of 50 employees has been obtained from the service industry (Wipro)

INSTRUMENT USED Data is collected through Questionnaires Spreitzers seven point likert scale questionnaire for psychological empowerment Mayer and Allens five point likert scale questionnaire for organization commitment

ResultMEAN Organizational commitment Psychological empowerment 3.3594 3.7300 Std. Deviation .57866 .42111 N 16 16

Here organization commitment is dependent factor and Psychological empowerment is independent factor

CorrelationsOrganizational commitment Pearson Correlation organizational commitment Psychological empowerment 1.000 .579 Psychological empowerment .579 1.000

Sig. (1- tailed) organizational commitment

.009

Psychological empowerment

.009 16 16 16 16

N organizational commitmentPsychological empowerment

MODEL SUMMARYModel 1 R .579 R Square .336 Adjusted R Square .288 Std. error of Durbin estimate watson .48822 1.912

Model

B

Std. Error

Beta

Sig.

Constant Psychological empowerment

.390

1.123

.734

.796

.299

.596

.019

INTERPRETATION Correlation is 0.579 (significant) H1 is true as there is significant relation between organization commitment and psychological empowerment R Square= 0.336 it means 33.6% variation in organization commitment is because of psychological empowerment B1 coefficient is 0.796 which means 1 unit increase in psychological empowerment leads to 0.796 units increase in organization commitment

ConclusionAfter studying different variables of organization we can conclude that there is significant relationship between psychological empowerment and organization commitment Highly committed employees stay longer and are more productive and dedicated towards their organization.

RECOMMENDATIONSOrganisation needs to make their employees psychologically empowered to get committed employees Managers can improve organisational commitment through communicating to employees that they care about their well being. By improving training structure, formal and informal communication. By assessing employees through organising interviews. Employees should be reassured about their job security. Organisation should adopt flexible strategy

REFRENCES AL-Aameri , A.S (2000).Job satisfaction and organizational commitment for nurses . saudi medical journal Allen, N.J, Meyer, T.P, (1996).Affective, continuance and normative commitment to the organization: An examination of construct validity. Journal of vocational Behaviour Creptale Jeanne Theron , (nov.2010).The impact of psychological and job satisfaction in organizational commitment amongst employees in multinational organization. university of western cape Gretchem M. Spreitzer,(1995). Psychological empowerment in the workplace: Dimensions, Measurement and Validation. California: Academy of management journal Barbara B. Brown,(2003). Employees organisational commitment and their perception of supervisors. Falls church, Virginia Dr. R.Indradevi ,( September 2011). PSYCHOLOGICAL EMPOWERMENT AND JOB PERFORMANCEIN IT INDUSTRY. Vellore, India.