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This study examines the relationship between psychological empowerment and its antecedents and HR outcomes in a Belgian service voucher company. Psychological empowerment as defined by Spreitzer (1995) consists of four dimensions: meaning, competence, self-determination and impact. In this paper, we suggest that the level of empowerment that employees experience, is influenced by work design characteristics and structural empowerment. In addition, we presume that psychological empowerment on its turn influences HR outcomes like job satisfaction and absenteeism. Based on the social-exchange theory we examined this relationship in a West Flemish service voucher company, namely Makkie. The results show that in the specific sample, psychological empowerment does not mediate the relationship between the previous mentioned antecedents and HR outcomes. The dimension of "self-determination" nevertheless seems to mediate the relationship between the control variable "status" and absenteeism. In a final chapter the limitations of our study and recommendations for future research are discussed.

Absenteeism. --- Job satisfaction. --- Psychological empowerment. --- S189-organisatiewetenschappen. --- S212-bedrijfssociologie. --- S266-bedrijfspsychologie. --- Structural empowerment. --- Work design.