In this cross-country study we drew on job demands-resources theory to investigate whether psychological empowerment mediates the positive association between structural empowerment and work engagement and, consequently, task performance and intention to quit. A total of 1033 employees working in the service sector in Spain (N = 515) and the United Kingdom (N = 518) participated in the study. Multi-group structural equation modeling analyses revealed that psychological empowerment partially mediated the positive relationship between structural empowerment and work engagement, and that work engagement associated positively with task performance and negatively with intention to quit. Invariance analyses suggested that the positive link between psychological empowerment and work engagement was stronger for employees working in the UK than in Spain, providing support for partial structural invariance of the hypothesized model. These findings suggest that psychological empowerment is an underlying mechanism that may explain why structural empowerment relates positively to work engagement with implications for theory (i.e., extend the nomological network of the investigated constructs) and management practice (e.g., emphasize the role of structural empowerment for work design).

在这项跨国研究中，我们利用工作需求-资源理论来研究心理授权是否在结构授权与工作投入之间的正相关关系中起中介作用，从而在任务绩效和辞职意愿之间起到中介作用。在西班牙（N  = 515 ）和英国（N = 518) 参与了研究。多组结构方程模型分析表明，心理授权在一定程度上调节了结构授权与工作投入之间的正相关关系，工作投入与任务绩效呈正相关，与辞职意愿呈负相关。不变性分析表明，在英国工作的员工的心理授权和工作投入之间的正相关比在西班牙更强，为假设模型的部分结构不变性提供支持。这些发现表明，心理授权是一种潜在机制，可以解释为什么结构授权与工作参与呈正相关，对理论有影响（即，