How Psychological Empowerment Enhances Innovative Work Behaviour Among Non-Permanent Employees in Higher Education Institutions: The Moderating Role of Psychological Safety

SAGE Open

卷:16

Yuanzhi Yang¹  Xinwei Su^1,2,3 

[1] Organization Department of the Party Committee, Liming Vocational University, Quanzhou, China

[2] School of Tourism, Liming Vocational University, Quanzhou, China

[3] Faculty of International Tourism and Management, City University of Macau, China

关键词: non-permanent employees;    psychological empowerment;    perceived organizational status;    organizational identification;    psychological safety;    work engagement;    innovative behavior;   

DOI  :  10.1177/21582440251412048

来源: Sage Journals

【 摘 要 】

This study focuses on non-permanent employees in higher education institutions and develops a theoretical model incorporating psychological empowerment, perceived organizational status, organizational identification, work engagement, and innovative behavior. It investigates the mechanism through which psychological empowerment influences the work behavior of non-permanent employees, with psychological safety introduced as a moderating variable. The findings reveal that: (a) psychological empowerment significantly enhances non-permanent employees’ perceived organizational status and organizational identification, thereby promoting their work engagement and innovative behavior; (b) the mediating role of psychological contract in the relationship between psychological empowerment and perceived organizational status and organizational identification is not significant; and (c) psychological safety plays a complex moderating role in the effects of perceived organizational status and organizational identification on work engagement and innovative behavior. This study provides theoretical support and practical guidance for effectively motivating non-permanent employees, enriching organizational behavior research on this group, and refining the formation mechanisms of work behavior. Based on these findings, this study suggests that higher education institutions adopt dual management strategies that integrate psychological empowerment and psychological safety to effectively motivate non-permanent employees.

【 授权许可】

CC BY-NC   
© The Author(s) 2026

【 图 表 】

Fig. 5