impact of the reward system and of the access to information on individual performance in psychological empowerment and its effect on the management effectiveness of a multinational company

The goal of this study is to investigate the impact of the variables reward system and access to information on individual performance (background) in the psychological empowerment according to the model of Spreitzer (1995), and its effect on managerial effectiveness (consequent) as measured by the achievement of goals set out in the reward system in a multinational company. The study is based on the psychological empowerment conceptual model of Spreitzer (1995) and its structure uses two independent variables (reward system and access to information) as input and a consequent variable (managerial effectiveness) as output. The construct of the research is consists of operationalizations done by Spreitzer (1995) and Lawler III (2003). A descriptive research with quantitative approach was performed on a multinational company of American origin, with a factory plant located in southern Brazil. The questionnaire sent to employees of this plant was adapted from Spreitzer (1995), and contains 24 multiple choice questions of seven points in Likert scale. In the data analysis, the statistical technique of linear regression was applied using the Statistical Package for Social Sciences (SPSS). The survey results show the presence of dimensions of the competence, meaning, impact and self-determination of psychological empowerment. The company's managerial effectiveness, as measured by the achievement of goals established in the reward system, showed no significant relationship with the psychological empowerment dimensions. It was conclude that the reward system and the access to information on individual performance impact on the psychological empowerment and are reflected partly in the company's managerial effectiveness.