Centre for Organizational Health and Development, School of Medicine, University of Nottingham, Nottingham, UK.
Civil Service College, Singapore.
Health Promot Int. 2022 Aug 1;37(4). doi: 10.1093/heapro/daac113.
There is a growing body of research examining the nature and correlates of salutogenic factors in the workplace and employee wellbeing, and the role of empowerment therewithin. A paucity of research has distinguished between structural and psychological forms of empowerment in the workplace and examined how they independently and collectively relate to employee wellbeing. Much of the existing research has examined such considerations in western samples, with limited exploration of eastern working populations. The aim of this study is to investigate the association between structural empowerment (SE) and employee self-reported work-related wellbeing (operationalized as psychological wellbeing and job satisfaction), and the postulated mediating role of psychological empowerment (PE). With a sample of 324 southeast Asian employees from a single organization, this study used a cross-sectional case study design using self-report measures to examine the relationships between SE, PE and employee job satisfaction and psychological wellbeing. PE was postulated to mediate the relationship between SE and work-related wellbeing outcomes of job satisfaction and psychological wellbeing. Mediation analyses revealed that SE was positively associated with PE which, in turn, completely mediated the positive relationships between SE, and job satisfaction and psychological wellbeing. The results of this study contribute empirically and practically in the following ways: (i) it expands upon previous research on employee empowerment, (ii) contributes to the developing field of positive occupational health psychology and (iii) highlights the crucial role of organizations in creating sources of SE and PE.
越来越多的研究关注工作场所和员工健康中的健康促进因素的本质和相关性，以及赋权在其中的作用。研究很少区分工作场所中结构性和心理性赋权形式，并研究它们如何独立和共同与员工健康相关。现有的大部分研究都在西方样本中检验了这些考虑因素，对东亚工作人群的探索有限。本研究旨在调查结构赋权（SE）与员工自我报告的与工作相关的幸福感（表现为心理幸福感和工作满意度）之间的关联，以及心理赋权（PE）的中介作用。本研究使用横断面案例研究设计，使用自我报告的测量方法，对来自单一组织的 324 名东南亚员工进行了研究，以检验 SE、PE 与员工工作满意度和心理幸福感之间的关系。假设 PE 可以中介 SE 与工作相关的幸福感结果（工作满意度和心理幸福感）之间的关系。中介分析表明，SE 与 PE 呈正相关，PE 完全中介了 SE 与工作满意度和心理幸福感之间的积极关系。本研究的结果在以下几个方面提供了经验和实践上的贡献：（i）它扩展了员工赋权方面的先前研究，（ii）为积极职业健康心理学的发展领域做出了贡献，（iii）强调了组织在创造 SE 和 PE 来源方面的关键作用。
