참여적 의사결정과 직무성과 간 관계에 대한 심리적 임파워먼트의 매개효과 연구

This study not only focuses on the relationship between participative decision making and job performance, but also examines whether psychological empowerment partially mediates the relationship in public sector organizations. In using structural equation modeling(SEM), this study examines the validity of the constructs and model fit indices in measurement models. After conducting a confirmatory factor analysis in measurement models, this study finds that participative decision making does not lead to increases in job performance at the statically significant level. In addition, this study finds that psychological empowerment has not played a mediating role in this model because participative decision making has not statistically related to job performance. In the next step, this study suggests a competing model, which psychological empowerment fully mediates the relationship between the two construct. We find that the three sub-constructs of psychological empowerment, including meaning, competence, and self-determination, fully mediates the relationship between participative decision making and job performance. We discuss the implications of the findings, limitations, and future research issues.