The Role of Learning and Performance Orientation Practices in Predicting the Employees’ Psychological Empowerment of an Industrial Organization

The goal of this study was to determine the role of learning and performance orientation practices in predicting psychological empowerment. Participants included 287 employees from an industrial organization who were chosen by stratified random sampling method. They filled out the related self-reported scales including the learning and performance orientation practices Scale (Brett, & VandeWalle, 1999), and the psychological empowerment scale (Spreitz, 1995). The results showed that there are positive relationships between learning orientation practices and meaning (.62), competence (.43), self-determination (.79) and impact (.33). The relationships between performance orientation practices and subscales of psychological empowerment were negative (meaning, -.45; competence, -.38; self-determination, -.56; and impact, -.28). In addition, the results of multiple regression analysis showed that 41% of the variance of meaning, 23% of the variance of competence, 67% of the variance of self-determination, and 11% of the variance of impact were explained by learning and performance orientation practices.