Özet:

The purpose of this research is to determine the psychological empowerment practices at work perceived by employees on their multidimensional organizational identity levels. In line with the stated purpose, the development of identification from the individual level to the organizational level is explained on the basis of the Social Identity Theory (Tajfel, 1978) and the psychological empowerment applications are based on the empowerment classification of Spreitzer (1995). The sample of the research in which the relational screening model is used is the 161 senior officers working in a public institution in Konya, which is affiliated to the Ministry of Finance from Public Service Institutions. The "Personnel Empowerment Scale" developed by Spreitzer (1995) to determine the level of employees' perceptions of empowerment practices and the multidimensional structure of organizational identity to determine the level of organizational identity are based on van Dick et al. "Multi-Dimensional Organizational Identity Scale" based on four dimensions and focus and developed by Emeksiz (2015) are used. The analysis of the data for the findings of the study is utilized in the course of the SPSS Program. For both scales, factor analysis and validity-reliability analyzes are performed, as well as correlation and regression analyzes to measure the level of relation and interaction between so-called variables. As a result of the research, it is found that the scales used are valid and reliable in accordance with the originals; there is a meaningful, positive, and moderate relationship between psychological empowerment and organizational identity; it has been revealed that the level of impact on the organizational identity of the psychological empowerment practices applied in the workplace is 15%. Considering that employees may be "representatives of intra-organizational identity", the importance of psychological empowerment practices has been emphasized, and it has been made suggestions to authorities in this context.

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