The purpose of this paper is to explore the mechanism through which perceived empowerment practices in a firm influence employees’ organizational identification. Specifically, the authors posit the mediating role of leader‒member exchange (LMX) and the moderating role of leader trustworthiness in the relationship.,Data were collected through survey from 236 white-collar employees working in 20 private companies in Turkey. The authors tested the model using hierarchical regression and conditional process analysis.,Findings of this study are as follows: first, LMX mediates the relationship between empowerment practices and organizational identification, second, leader integrity, a dimension of trustworthiness, moderates the relationship between empowerment practices and LMX and the relationship between LMX and organizational identification and, third, leader integrity moderates the indirect effect of empowerment practices on organizational identification via LMX. These direct and indirect effects are stronger when leaders have higher integrity than when they have lower integrity.,This study enhances the understanding of the mechanism through which empowerment practices influence employees’ organizational identification.

中文翻译：

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授权和组织认同

本文的目的是探索一种机制，通过这种机制，企业中的授权实践会影响员工的组织认同感。具体来说，作者假设了领导者成员交换（LMX）的中介作用和领导者信任度在关系中的调节作用。通过调查，从土耳其20家私营公司的236名白领雇员中收集了数据。作者使用层次回归和条件过程分析对模型进行了测试。研究的结果如下：首先，LMX调解了授权实践与组织认同之间的关系；其次，领导者诚信，信任度，协调了授权之间的关系。惯例和LMX，以及LMX与组织标识之间的关系，第三，领导者的廉正减轻了赋权实践对通过LMX进行组织识别的间接影响。当领导者具有较高的廉正性时，这些直接和间接的影响要强于领导者具有较低的廉正性。本研究增强了对授权实践影响员工组织认同的机制的理解。