방법 비교

	Psychological Empowerment Scale	Organizational Identification Scale
분야	조직행동론	조직행동론
계열	Latent structure	Latent structure
기원 연도	1995	1992
창시자	Gretchen M. Spreitzer; Kenneth W. Thomas & Betty A. Velthouse	Fred Mael & Blake E. Ashforth
유형	Multidimensional latent-construct measurement model	Unidimensional latent-construct measurement model
원전	Spreitzer, G. M. (1995). Psychological empowerment in the workplace: Dimensions, measurement, and validation. Academy of Management Journal, 38(5), 1442-1465.	Mael, F., & Ashforth, B. E. (1992). Alumni and their alma mater: A partial test of the reformulated model of organizational identification. Journal of Organizational Behavior, 13(2), 103-123.
별칭	Spreitzer Empowerment Scale, Psychological Empowerment in the Workplace, Four-Dimensional Empowerment Measure, Workplace Psychological Empowerment	Mael and Ashforth Identification Scale, OID Scale, Organizational Identification Questionnaire, Social-Identity Organizational Identification Measure
관련	3	3
요약	The Psychological Empowerment Scale is Gretchen Spreitzer's measure of empowerment as an internal motivational state, defined by four cognitions: meaning, competence, self-determination, and impact. It operationalizes the interpretive model of Thomas and Velthouse, who in 1990 recast empowerment not as a managerial act of delegating power but as intrinsic task motivation reflected in how workers experience their roles. Spreitzer's 1995 Academy of Management Journal paper developed and validated a multidimensional scale, using confirmatory factor analysis across two samples to show that the four dimensions combine into a higher-order empowerment construct. She then situated empowerment in a nomological network of antecedents and consequences, linking it to managerial effectiveness and innovative behavior. The scale gave the field a concise, validated instrument and established psychological empowerment as a measurable state distinct from structural or relational notions of empowerment.	The Organizational Identification Scale is Mael and Ashforth's widely used measure of the extent to which people define themselves in terms of their organizational membership. It rests on the social-identity reformulation of identification that Ashforth and Mael advanced in their 1989 Academy of Management Review article, which defined organizational identification as a perceived oneness with an organization and the experience of its successes and failures as one's own. Their 1992 Journal of Organizational Behavior study, using alumni of a college, introduced and validated a concise self-report scale and tested a model of its antecedents and consequences. The scale treats identification as a self-definitional, cognitive construct distinct from organizational commitment, which is more attitudinal and exchange-based. Validated as essentially unidimensional, the instrument links organizational antecedents such as distinctiveness and prestige to outcomes such as support and advocacy. It became the standard measure of organizational identification in the field.