Özet:

In this research, it is aimed to examine the mediator role of organizational identification on the relationship between psychological empowerment and job satisfaction within the context of social exchange theory. For this purpose, data was obtained from 134 white-collar private sector employees through convenience sampling method. In the research, Psychological Empowerment Scale (PE-S) was used to measure psychological empowerment. The scale includes dimensions of meaning, competence, autonomy and impact. The Organizational Identification Scale (OI-S) was used for the measurement of organizational identification, and the Job Satisfaction Scale (JS-S) was used for the measurement of job satisfaction. Organizational identification and job satisfaction scales are unidimensional scales. Validity and reliability analyses of the scales were performed. In this context, Cronbach's Alpha values of the scales were determined (α>0,90) and exploratory factor analysis was applied. Research findings show that the meaning and autonomy dimensions belong to psychological empowerment are effective on job satisfaction. In addition, the meaning dimension of psychological empowerment positively affects organizational identification. Organizational identification positively predicts job satisfaction. Finally, it has been determined that organizational identification has a complementary mediating effect on the relationship between psychological empowerment and job satisfaction.

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