Organizational Outcomes as Mediating Variables in the Relationship Between Psychological Empowerment and Turnover Intention

DOI: 10.46988/IJIHRM.01.01.2020.005

Abstract

The process through which psychological empowerment affects turnover intention in the banking industry remains unanswered. The main purpose of this paper is to examine the mediating role of organizational outcomes (job satisfaction, organizational commitment, and organizational citizenship behavior) in the relationship between perceived psychological empowerment and turnover intentions. To test the proposed theoretical framework, the data were collected from employees working in several banks in Khartoum State-Sudan. A cross-sectional survey design was used with a non-probability sample (a convenience sample N = 375) with a response rate of 92%. 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 was used to examine the proposed model. To achieve the objectives of the study, a model was designed based on previous studies, self-determination theory, and social exchange theory. Results supported the hypothesized relationships, showing a significant negative effect of psychological empowerment on turnover intention. Also, psychological empowerment has a significant positive effect on organizational outcomes. In addition, the organizational outcomes have mediated the relationship between psychological empowerment and turnover intention. Based on these results, several recommendations, both theoretical and practical, were offered.