Dimensions of the Turkish version of the Psychological Empowerment Scale

The purpose of the present study was to examine the dimensions of Spreitzer's Psychological Empowerment Scale for Turkish-speaking people. The scale was tested with a group of undergraduate students in Turkey (N = 214; M age = 22.6 yr., SD = 1.5, range = 19-27). Cronbach coefficient alpha was .84. By using maximum likelihood analysis with oblique rotation, three factors emerged and were labeled Influence, Meaning, and Competence.     

Employee Empowerment: An Integrative Psychological Approach

An integrative psychological approach to employee empowerment was developed based on the premise that the psychological experience of power underlies feelings of empowerment. This research extends existing perspectives on empowerment by incorporating the empowering effect of valued goals, such as those provided by transformational leadership. Goal internalisation was identified as a major component of the psychological experience of empowerment, in addition to the two traditional facets of perceptions of control over the work environment and perceptions of self‐efficacy or competence. Standard measure development procedures using a sample of employed individuals from Quebec, Canada and subsequent validation with an organisational sample from Ontario, Canada yielded a three‐factor scale of psychological empowerment corresponding to these three dimensions. The implications of defining empowerment as a psychological state and the need for multiple measures of empowerment are also discussed.     

Validation of the Psychological Work Maturity Scale in Chinese employees

Psychological work maturity is an important concept in situational leadership theory. The present research revised the Psychological Work Maturity Scale for use in Chinese organizations. Three samples of full-time employees (Ns = 205, 266, and 283) from different companies and industries participated in the present study. Confirmatory factor analysis showed that a single-factor structure fit the data. The scale had acceptable reliabilities, convergent and criterion-related validities, and was shown to be an appropriate measure of psychological work maturity in Chinese employees. Maturity differences in several demographic variables were not found, but employees with longer tenure in Sample 2 scored higher on maturity, which shows that psychological work maturity may be dependent on personal development in the interaction with the varying situational factors, especially in the work domain. Implications for research and practice on psychological work maturity in China are discussed.     

Measuring the Intrapersonal Component of Psychological Empowerment: Confirmatory Factor Analysis of the Sociopolitical Control Scale

The Sociopolitical Control Scale (SPCS) is a widely used measure of the intrapersonal component of psychological empowerment. Confirmatory factor analyses (CFA) were conducted with data from two samples to test the hypothesized structure of the SPCS, the potential effects of method bias on the measure’s psychometric properties, and whether a revised version of the scale (SPCS-R) yielded improved model fit. Sample 1 included 316 randomly selected community residents of the Midwestern United States. Sample 2 included 750 community residents of the Northeastern U.S. Results indicated that method bias from the use of negatively worded items had a significant effect on the factor structure of the SPCS. CFA of the SPCS-R, in which negatively worded items were rephrased so that all statements were positively worded, supported the measure’s hypothesized two-factor structure (i.e., leadership competence and policy control). Subscales of the SPCS-R were found reliable and related in expected ways with measures of community involvement. Implications of the study for empowerment-based research and practice are described, and strategies to further develop the SPCS are discussed.     

心理授权研究进展

二十多年来,心理授权受到研究者的广泛重视。在以往研究中,研究者提出了心理授权的单维结构说、三维结构说、四维结构说和六维结构说,并在此基础上开发了相应的测量工具。在心理授权的影响因素方面,已有研究主要考察了个体变量和组织变量对心理授权的影响;在后果变量方面,主要探讨的是心理授权与工作满意度、组织承诺、职业承诺、绩效、心理健康等方面的关系。针对现有研究中存在的问题,本文在最后提出了未来研究的一些建议。     

“为癌症患者心理赋能”的临床干预路径

“为患者心理赋能”是近年来医疗健康领域出现的一种新的积极医疗照护理念,其关注点是个体的能力而非缺陷,它强调医疗实践应该为改善健康和生活质量建立患者激励结构。首先梳理了赋能的概念发展与心理结构,随后引证多个实证研究总结出为癌症患者心理赋能的四条临床干预路径,指出医患共同决策、同伴支持、赋能教育以及认知行为压力管理的赋能价值。最后结合已有成果和研究中发现的问题,提出癌症心理赋能干预发展建议,有利于进一步开展临床研究和实践探索。

     

Transforming service employees and climate: a multilevel, multisource examination of transformational leadership in building long-term service relationships

This longitudinal field study integrates the theories of transformational leadership (TFL) and relationship marketing to examine how TFL influences employee service performance and customer relationship outcomes by transforming both (at the micro level) the service employees' attitudes and (at the macro level) the work unit's service climate. Results revealed that, at the individual level, managers' TFL was positively related to employee service performance, which, in turn, positively predicted customers' expressed intention to maintain a long-term service relationship with the service employee and manager-reported number of the employee's long-term customers measured 9 months later. In addition, the relationship between TFL and employee service performance was partially mediated by employee self-efficacy. Furthermore, store-level TFL was positively associated with store-level service climate, and service climate further enhanced the relationship between individual-level TFL and employee service performance.     

心理授权研究的现状

心理授权是授权的个体内心体验的综合体,包含意义、自我效能感、自我决定以及影响四个维度。个体心理授权的影响因素方面包括个体特征、工作特征以及团体和组织特征等三个方面。心理授权不仅能作为自变量对相关工作态度、工作行为及绩效发挥积极的作用,也能作为中介变量对某些因素之间的关系起着中介作用。该文最后在对心理授权的相关研究进行总结的基础上,指出未来的研究有必要加强对心理授权的纵向过程研究等四方面问题的考察     

An examination of linkages between personal characteristics and dimensions of transformational leadership

Recent research in organizational behavior has found that transformational leadership can engender improved employee work outcomes in many types of organizations. Personal characteristics of transformational leaders, however, have not been thoroughly investigated. This paper reports the findings of a study that explored relationships between personal characteristics and dimensions of transformational leadership using sales managers as the population of interest. Findings suggest that a reconceptualization of the proposed linkages may be necessary. Potential explanations for the results obtained are presented along with managerial and research implications.The authors gratefully acknowledge the host company for its participation in the study.     

Mechanisms of Empowerment: Psychological Processes for Members of Power-based Community Organizations

The paper reports a study of participatory experiences among members of power-based community organizations. A path model of psychological empowerment was tested. Perceived relational characteristics of the community organization were hypothesized as exogenous to participation, perceived organizational power and psychological empowerment. An alternative model was reproduced with the strongest relationships between perceived organizational intimacy and psychological empowerment and an inverse relationship between perceived organizational regulation and perceptions of organizational power.     

An examination of the construct validity of the Social Anhedonia Scale

Two studies bearing on the construct validity of the Social Anhedonia Scale (SA) are reported. Study 1 reported convergent validity coefficients between the SA scale and numerous measures of traits reflecting a generalized attitude toward others (e.g., social interest and empathy) as well as several traits reflecting maladjustment without a social component as a test of discriminant validity (e.g., pessimism and rigidity). Study 1 found impressive convergent validity for the SA scale and mixed discriminant validity. Study 2 found that the SA scale was related to two dimensions of striving for security, one of which is strongly influenced by negative interpersonal tendencies, suggesting support for the validity of the SA scale. Implications for the measurement and concept of social anhedonia are presented.     

心理授权、心理氛围与工作绩效的关系

为获低成本、高绩效和高弹性的竞争优势,组织授权员工的重要性日益增加.本文对深圳、上海和长沙的18家企业307名员工的心理氛围、心理授权与工作绩效的关系进行了研究,结果表明:①心理氛围、心理授权与工作绩效两两之间都存在显著正相关关系;②心理授权、心理氛围能有效地预测任务绩效、周边绩效和工作绩效;③心理氛围能有效地预测工作绩效,其中心理授权是心理氛围与工作绩效之间关系的缓冲变量,缓冲作用主要是通过自我效能和自主性两个维度来实现的.     

A Social-Cognitive Moderated Mediated Model of Psychological Safety and Empowerment

This study examines the indirect role of psychological safety in shaping the four cognitions of psychological empowerment (i.e., meaning, competence, self-determination, impact) through three social mechanisms: authentic interactions, spiritual development, and perceived organizational voice. Data were collected from 229 congregation members of a nondenominational church. Preliminary analyses reveal psychological safety is: (a) linked to all four empowerment cognitions, (b) associated with the three proximal social mechanisms, and (c) indirectly predicts three of the four empowerment cognitions through heightened level of authentic interactions, spiritual development, and perceived organizational voice. Moreover, extraversion moderated the relationship of psychological safety with authentic interactions which, in turn, strengthened the size of the indirect effect for the meaning subcomponent of empowerment. Overall, this study suggests empowerment research can draw upon the potential, but frequently untapped, benefits of cultivating a secure space to facilitate member motivation through sincerity, personal development, and perceived voice.     

An examination of gender-moderated test bias on the Levenson Self-Report Psychopathy Scale

In this investigation, we examined the validity of Levenson's Self-Report Psychopathy Scale (LSRP; Levenson, Kiehl, & Fitzpatrick, 1995) in a sample of undergraduate students (n = 403). Utilizing a step-down hierarchical multiple regression procedure (e.g., Arbisi, Ben-Porath, & McNulty, 2002), we used LSRP scores to predict psychopathic personality traits to determine the presence of gender-moderated test bias. Results indicate similar correlational magnitudes for men and women. However, systematic over- and underprediction of scores (i.e., differential intercepts) was found for external criteria measuring key affective (i.e., low empathy) and behavioral (i.e., aggression, antisocial behavior) components of the psychopathic personality, although these effects were generally small.     

The Error-Oriented Motivation Scale: An examination of structural and convergent validity

The current paper describes an analysis of the factor structure and convergent validity of the Error-Oriented Motivation Scale (EOMS). The EOMS is an attempt to validate a context-general and brief measure of error orientations theoretically similar to the Error Orientation Questionnaire (EOQ) written by (Rybowiak, Garst, Frese, and Batinic (1999)). Motivation theory, particularly approach/avoidance motives and goal theory, was chosen as a foundational model for the new EOMS measure, arguing that errors take on properties of goals when they occur by creating a discrepancy, which generates arousal and direction toward a solution. In this article, the factor structure of the EOMS is examined, as well as expected correlations with subscales of the EOQ. The discussion focuses on the advantages of the EOMS measure and suggestions for its further validation and use in applied settings.     

大学生心理压力感量表编制理论及其信、效度研究

本研究在对心理压力感理论维度分析的基础上,编制了大学生心理压力感量表。量表的因素分析结果表明：(1)大学生心理压力主要有两方面,一是个人自身压力包括家庭压力、适应压力、健康压力、恋爱压力、自卑压力和挫折压力：一是社会环境压力包括人际压力、择业压力、情绪压力、学校环境压力和学业压力。(2)通过信、效度检验,大学生心理压力感量表的理论维度结构合理,具有良好的信度,达到心理测量学的相关要求。(3)心理压力感量表的各维度对大学生的心理健康水平具有良好的预测作用,可以作为评估大学生心理压力水平的有效测量工具。     

An examination of the factorial dimensionality of the Marlowe Crowne Social Desirability Scale

Using a sample of 555 undergraduate students, the present study examined the factorial dimensionality of the Marlowe-Crowne Social Desirability Scale (MCSDS). In particular, using confirmatory factor analysis, the study explored the goodness of fit of both one and two factor models, the latter of which were based upon the work of Paulhus and Reid (1989). Findings indicate that while both one and two factor models demonstrate many features of adequate fit, the two factor model emerged as superior. The study concludes with a discussion of the meaning of the results and suggestions for future research.     

Further examination of the Self-efficacy Scale

The purpose of this study was to examine further the factorial validity of the Self-efficacy Scale via component and subsequent correlational analyses. 651 undergraduates enrolled in an introductory psychology course voluntarily completed the Self-efficacy Scale and the Bem Sex-role Inventory. A principal component analysis with an orthogonal rotation produced a two-factor solution which was remarkably similar to the factor structures reported previously. The two factors (General Self-efficacy and Social Self-efficacy) accounted for about 34% of the total variance. Further, the correlation coefficients indicated that General Self-efficacy was more strongly related to masculine traits than to feminine traits, as defined by the Bem Sex-role Inventory.