An examination of the mediating role of psychological empowerment on the relations between the job, interpersonal relationships, and work outcomes.

By R. Liden, Sandy J. Wayne, Raymond T. Sparrowe. Journal of Applied Psychology, 2000

1,561 citations recorded by the source corpus.

Subfields: Demography, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/318f55aedfea9d2e40b3a0c180e3babb8eef4aa6

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Demography

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Effects of leadership and leader‐member exchange on commitment (2005, background): “) as well as stronger organisational commitment ( Liden et al. , 2000”
Leader-member exchange in a Chinese context: Antecedents, the mediating role of psychological empowerment and outcomes (2006, background): “Much of the research that has examined the work outcomes of LMX quality has adopted a main effect approach in that, this research has failed to explicate how and why LMX quality is related to the work outcomes examined (Liden et al., 2000).”
The effect of management commitment to service quality on employees’ affective and performance outcomes (2003, background): “Specifically, in the services area, studies by Fulford and Enz (1995) and Liden et al. (2000) provide strong empirical evidence regarding the direct impact of empowerment on both job satisfaction and organizational commitment.”
Modeling team knowledge sharing and team flexibility: The role of within-team competition (2014, background): “performance, commitment) (Aryee and Chen, 2006; Liden et al., 2000; Meyerson and Kline, 2008).”
The impact of team‐member exchange, differentiation, team commitment, and knowledge sharing on R&D project team performance (2011, neutral): “Treating TMX as a group-level construct responds to the call of Liden et al. (2000). We found that the quality of team-member exchange is related to increased intention among team members to share knowledge and to increased commitment to the team.”
Antecedents and consequences of job satisfaction in the hotel industry (2010, background): “…and Hazer, 1986; Schriesheim et al., 1992; Podsakoff et al., 1996; Sparks and Schenk, 2001; Schyns and Croon, 2006), social support (Frone, 2000; Liden et al., 2000; Schirmer and Lopez, 2001; Schyns and Croon, 2006), and task characteristics (Seers and Graen, 1984; Williams and Hazer, 1986;…”