Marius W. Stander|Sebastiaan Rothmann
Psychological empowerment, job insecurity and employee engagement
North-West University|North-West University
orientation psychological empowerment employees might affect engagement however psychological empowerment employee engagement might also influenced job insecurityresearch purposes objective study examine relationship psychological empowerment job insecurity employee engagementmotivation study employee engagement results positive individual organisational outcomes research information antecedents provide valuable information purposes diagnosis interventionresearch design approach method correlational design used survey design conducted among 442 employees government manufacturing organisation measuring instruments included psychological empowerment questionnaire job insecurity inventory utrecht work engagement scalemain findings statistically significant relationships found psychological empowerment job insecurity employee engagement multivariate analysis variance showed affective job insecurity main effect three dimensions psychological empowerment viz competence meaning impact employee engagement affective job insecurity moderated effect psychological empowerment employee engagementpractical implications implication results interventions focus psychological empowerment employees viz meaningfulness competence selfdetermination impact contribute engagement vigour dedication absorption employees job insecurity high crucial attend psychological empowerment employeescontribution study contributes knowledge conditions precede employee engagement shows dimensions psychological empowerment namely experienced meaningfulness competence impact selfdetermination play important role regard