The mediating role of organizational identification in the effect of psychological empowerment on innovative work behavior

In this study, the direct effect of psychological empowerment on innovative work behavior and the indirect effect through organizational identification has been investigated. Social cognitive theory and social identity theory were used in the development of the research hypotheses and the establishment of the research model. In this context, both direct statistical effect of psychological empowerment on innovative work behavior and also indirect statistical effect through organizational identification, have been tested. The studies of Spreitzer (1995) were used to measure psychological empowerment, Mael and Ashforth (1992) to measure organizational identification, and Scott and Bruce (1994) to measure innovative work behavior. The data of the research were collected by reaching the lower level managers and employees working in the companies affiliated to Istanbul Technopark and Yıldız Technopark. Innovative work behavior questionnaire was given to lower-level managers to evaluate their employees, and psychological empowerment and organizational identification questionnaires were given to employees to evaluate themselves. In this context, the number of participants who answered the questionnaires is 278 lower level managers and 278 employees. According to the results of the analysis made by using Andrew Hayes' Process macro plugin, it was seen that psychological empowerment has a direct effect on organizational identification and innovative work behavior. It was observed that psychological empowerment did not have an indirect statistical effect on innovative work behavior through organizational identification.