Perceived organizational support and psychological empowerment

Relationship of perceived organization support and employee psychological empowerment has not been discussed in management literature. Therefore, objective of current study is to explore the possible relationships of perceived organization support and employee psychological empowerment. Authors tried to explore and develop theoretical relationships of both concepts by highlighting key theories (e.g. organizational support theory and social exchange theory) and available literature on these concepts. Construct of these concepts revealed that employees perception about organizational support would psychological empowers him at their work settings. When employees feel organizational support they would be more confident that they have required resources (informational, financial, managerial and administrative), rewards for their efforts and organizational affiliation for their actions. This support, consequently, enables them to develop their self-efficacy, maintain impact at workplace and be confident (self-determine) while performing organizational task.