The Correlation of “Psychological Empowerment’, with “Job Satisfaction” and “Organizational Commitment” in University Employees

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 The relationship of different dimensions of “Psychological empowerment” (meaning full ness, impact, self-determination and competence) with “Job satisfaction” and “Organizational commitment” was studied among university employees. For this purpose, 156 employees (72 males and 84 females) were selected through classified random sampling and based on “Kokran” formula. The instruments were “Spritzer’s psychological Empowerment Measure” “Kendal, Smith and Hulin’s Job Descriptive Index” and “Allen and Meyer’s Organizational Commitment Scale”, the reliability of which were explored and confirmed through Cronbach’s alpha. Pearson’s correlation coefficient and Multiple Regression Tests were used to analyze the data gathered from the employees of Tehran University. The results indicated that the “Psychological empowerment” and its subscales had positive correlation with organizational commitment (p < 0.01). In addition, significant relationship was found between “psychological empowerment” and the two organizational commitment factors, i.e, affective commitment and normative commitment. (p < 0.01). However, no significant difference was observed between “Psychological empowerment” and “Continuance commitment”. The findings of multiple regression test revealed that the subscales of meaningfulness (0.45), self-determination (0.36) and competence (0.23) contributed significantly to the prediction of job satisfaction. Moreover, meaningfulness (0.30) and self-determination (0.31) predicted the organizational commitment. 

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