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首页> 外文期刊>SAM advanced management journal >Psychological Empowerment and Employee Outcomes in Mexico: The Role of Individual Power Distance Orientation and Perceived Organizational Support
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Psychological Empowerment and Employee Outcomes in Mexico: The Role of Individual Power Distance Orientation and Perceived Organizational Support

机译：墨西哥的心理赋权和员工成果：个体权力距离取向和组织支持感的作用

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摘要

Psychological empowerment has been extensively researched in the European and North American contexts; however, the topic has received scant attention in the Latin American context, such as Mexico. Using a field-based survey of matched pairs of employees and their managers in a manufacturing plant (N=156), we test a model of psychological empowerment and employee outcomes in the Mexico. We propose that perceived organizational support is positively related to psychological empowerment, which in turn, is positively related to employee outcomes, such as job satisfaction, organizational commitment, organizational citizenship behaviors, and in-role behaviors. Further, we examine individual-level power distance as a moderator of these relationships, such that the positive effects of empowerment on individual outcomes are more favorable for employees with low power distance orientation. Moderated-mediated regression analyses with bootstrapping procedures, provide support for most of the hypotheses and offer implications for theory and practice in a global context.
机译：在欧洲和北美背景下，对心理赋权进行了广泛的研究。但是，在墨西哥等拉丁美洲背景下，该主题的关注很少。通过对制造工厂中配对的一对员工及其经理进行现场调查（N = 156），我们测试了墨西哥的心理赋权和员工绩效模型。我们建议，感知到的组织支持与心理授权成正相关，而心理授权又与员工成果成正相关，如工作满意度，组织承诺，组织公民行为和角色内行为。此外，我们将个人级别的权力距离作为这些关系的调节者进行了研究，从而使授权对个体成果的积极影响更适合于权力距离偏低的员工。具有自举程序的中度介导的回归分析可为大多数假设提供支持，并为全球范围内的理论和实践提供启示。

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