Sonja de Klerk, Marius W. Stander

DOI: http://dx.doi.org/10.12775/JPM.2014.018


Research purpose: The purpose of this study was to investigate the relationship between leadership empowerment behavior, psychological empowerment, work engagement and turnover intention. The study further investigated whether psychological empowerment mediates the relationship between leadership empowerment behavior and turnover intention and work engagement respectively.

Research design, approach and method: A cross-sectional survey design was used with a convenience sample (N = 322). Confirmatory factor analysis was used to test whether the measures of the constructs were consistent with the understanding of the nature of the constructs and to test whether the data fitted the hypothesized measurement model. Structural Equation Modeling (SEM) was used to examine the structural relationships between the constructs.

Measuring instruments: The Leader Empowering Behavior Questionnaire, Measuring Empowerment, Work Engagement and Turnover Intention scales were administered.

Main findings: The results showed significant positive relationships between leadership empowerment behavior, psychological empowerment, work engagement and a negative correlation with turnover intention. Leadership empowerment behavior affected work engagement through psychological empowerment.

Practical implications: It is recommended that leadership discussions, training programs and individual coaching about leadership empowering behavior takes place.


talent management; leadership empowerment behavior; psychological empowerment; work engagement; turnover intention; positive organizations

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Action funded by the Ministry of Science and Higher Education under the contract number 916/P-DUN/2019 by funds dedicated to dissemination of research findings. Preparing for publication papers in English and employing reviewers affiliated in research institutions abroad in 8 issues of the Journal of Positive Management in 2019-2020: Vol. 10, No. 1-4, Vol. 11, No. 1-4.

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