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- W2487555932 abstract "The linking of psychological matters to human capital management was highlighted by W.A.Kahn in 1990. He found that desirable outcome can be expected if there exist psychological meaningfulness and psychological safety, and when the employees themselves were more psychological available. Similarly, Thomas & Velthouse (1990) advocated a multidimensional conceptualisation of psychological empowerment. Their four dimensions of meaning, competence, choice and impact have complemented the work of Kahn (1990). The depth of the above-mentioned studies was further enhanced by Gretchen M.Spreitzer (1995) who developed and validated the multidimensional measure of psychological empowerment in the workplace context. She found that employees need to experience all four psychological dimensions to achieve targeted outcomes such as the talent outcomes. Linking the measures of psychological empowerment to talent engagement could bring about better understanding on the underlying reasons on what drives employees. Thus, this paper attempts to analyse the relationship between psychological empowerment, talent engagement and talent outcomes, and identify possible associations between the dynamics of psychological empowerment and the effects of talent engagement." @default.
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- W2487555932 date "2010-12-01" @default.
- W2487555932 modified "2023-09-27" @default.
- W2487555932 title "The relationships of psychological empowerment, talent engagement and talent outcomes." @default.
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