A Meta- Analysis of the Antecedents and Consequences of Psychological Empowerment of Employees

The purpose of this study was to identify the antecedents and consequences of psychological empowerment of employees using the meta- analysis approach. The present study was descriptive in terms of purpose, applied in terms of usage, and quantitative in terms of data type. The study population consisted of articles published in scientific journals in the field of psychological empowerment of employees from 2011 to 2019, out of which 53 cases were introduced into the meta-analysis process using a non-random purposive sampling method. The selected studies were analyzed using CMA2 software (Comprehensive Meta-Analysis Software). The reliability of the research was confirmed using the identification reliability (which was obtained through the agreement of the raters in selecting and categorizing the researches), the coding reliability (which was obtained through the agreement of the raters on the use of specific concepts for coding variables), and the reliability of significance level and effect size (which was obtained through the agreement between the two meta-analysts in measuring the effect size). Findings showed that among the antecedents of psychological empowerment of employees, the variables of benevolent leadership (0.877), knowledge management (0.772), social capital (0.616), genuine leadership (0.609), organizational memory (0.603), and spiritual leadership (0.601) had the greatest effect size. In addition, among the consequences of psychological empowerment of employees, the variables of employee voice (0.853), competitive advantage (0.734), job performance (0.724), spirituality at work (0.655), employee creativity (0.630), and innovative atmosphere (0.626) had the greatest effect sizes.