Relationship between psychological empowerment and organisational citizenship behavior and a research

Rapid change and high-quality expectations of the contemporary business environment forced organizations to target the better and excellence and not to compromise with the mediocracy. Organizational citizenship behavior, which human resources in the organization engage as an extra role behavior that is not a part of their job definition, with no expectations of reciprocity and self-started in nature; and perceptions of empowerment which makes employees fell their jobs more meaningful, having more impact and being more competent in their jobs, each day became more and more important for the competitive advantage of the organizations. Increasing difficulty of forming inclusive and long-lasting job definitions in modern organizations also supports this situation. This research investigated the relationship between the aforementioned concepts and hypothesized psychological empowerment as an antecedent for organizational citizenship behavior. Research was conducted with 159 participants which are working in Information Technologies (IT) sector where these factors evolve as more critical elements with rapidly changing dynamics in the job environment and high complexity. Results of correlation and regression analysis supported the hypothesized relationship between psychological empowerment and organizational citizenship behavior.