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The IUP Journal of Organizational Behavior

Psychological Empowerment as a Predictor of Affective Commitment Among Employees of Indian Banks

Article Details

Pub. Date	: October, 2021
Product Name	: The IUP Journal of Organizational Behavior
Product Type	: Article
Product Code	: IJOB31021
Author Name	: Neha Gahlawat and Sandeep Kumar
Availability	: YES
Subject/Domain	: Arts & Humanities
Download Format	: PDF Format
No. of Pages	: 10

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Abstract

The study is an attempt to examine the mechanism of enhancing affective commitment by understanding the effects of psychological empowerment on employees' commitment. The respondents included 208 employees from the Indian banking sector, and the regression results confirm a positive relationship between psychological empowerment and affective commitment. On the theoretical front, the study adds to the limited literature on psychological empowerment in the Indian context. On the practical side, the study helps organizations to understand the importance of psychological empowerment among employees to improve their affective commitment. Bank managers should focus on minimizing the elements present in the work environment that might create a feeling of helplessness in employees. They should create a working environment in the organization where employees are encouraged to take part in the decision-making process.

Introduction

A highly dedicated and committed workforce is essential for achieving organizational goals. Several studies have revealed the numerous benefits of affective commitment of employees to the organization. Commitment binds the employees to their organization and makes them more inclined to stay with the organization (Dewettinck and Ameijde, 2011). Affectively committed workforce feels a sense of pride in being members of the organization (Kehoe and Wright, 2013). Affective commitment develops a sense of organizational citizenship behavior among employees and enhances their level of job performance (Cobbinah et al., 2020). Affective commitment among employees makes them more dedicated to contribute in enhancing the performance of the organization (Hadziahmetoviae and Dinc, 2017). Because of these valuable outcomes of affective commitment, organizations feel a strong need to make employees more committed. This