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Background and Purpose: Organizations should implement new findings from the field of human resource management. If an organization wants to have successful and effective employees, they should be satisfied with all aspects of work and at the same time they should be feel commitment towards an organization. To have a full insight in employees, organizations have to take care of psychological side of employees, which manifests in psychological empowerment.Design/Methodology/Approach: The survey was conducted among 409 university lecturers in Austria, Croatia, Czech Republic, Germany, Serbia, and Slovenia. The investigated constructs of psychological empowerment, job satisfaction and organisational commitment were compared. Spreitzer’s PEQ was used for the assessment of the psychological empowerment, Spector’s JSS for job satisfaction, and Allen’s and Meyer’s OCQ for the assessment of organisational commitment.Results: The research showed that the highest level of psychological empowerment can be found among university lecturers from Serbia and the lowest from Germany. Job satisfaction level is the highest in Austria and the lowest in Slovenia. Affective organisational commitment is the highest in Slovenia and the lowest in Germany. Continuance organisational commitment scored the highest in Croatia and the lowest in Czech Republic. Additionally, the outcomes show the highest level of normative organisational commitment in Czech Republic and the lowest in Austria. Only affective organisational commitment was not found as statistically significant.Conclusion: Knowledge of psychological empowerment, job satisfaction and organizational commitment can be helpful for leaders, because with this knowledge they can manage, develop and motivate employees properly.Ozadnje in namen: Organizacije morajo uvajati nova spoznanja s področja upravljanja kadrovskih virov. Če želi imeti organizacija uspešne in učinkovite zaposlene, morajo le-ti biti zadovoljni z vsemi vidiki dela in bodo hkrati čutili večjo pripadnost organizaciji. Za popoln vpogled v zaposlene, morajo organizacije poskrbeti za psihološko stran zaposlen­ih, ki se kaže v psihološkem opolnomočenju.Oblikovanje/Metodologija/Pristop: Raziskava je bila izvedena med 409. visokošolskimi pedagogi iz Avstrije, Hr­vaške, Češke, Nemčije, Srbije in Slovenije. Proučevani konstrukti psihološkega opolnomočenja, zadovoljstva z de­lom in organizacijske pripadnosti so bili primerjani po državah. Spreitzerin PEQ je bil uporabljen za ocenjevanje psihološkega opolnomočenja, Spectorjev JSS za zadovoljstvo z delom ter Allenin in Meyerjov OCQ za oceno orga­nizacijske pripadnosti.Rezultati: Raziskava je pokazala, da je najvišja stopnja psihološkega opolnomočenja med visokošolskimi pedagogi iz Srbije in najnižja med tistimi iz Nemčije. Zadovoljstvo z delom je najvišje v Avstriji in najnižje v Sloveniji. Čustve­na organizacijska pripadnost je najvišja v Sloveniji in najnižja v Nemčiji. Kalkulativna organizacijska pripadnost je najvišje ocenjena na Hrvaškem in najnižje na Češki. Dodatno, rezultati pokažejo, da je najvišja stopnja normativne organizacijske pripadnosti na Češkem in najnižja v Avstriji. Do statistično značilnih razlik ni prišlo le v primeru čust­vene organizacijske pripadnosti.Sklep: Poznavanje psihološkega opolnomočenja, zadovoljstva z delom in organizacijske pripadnosti je koristno za vodje, saj lahko s tem znanjem ustrezno upravljajo, razvijajo in motivirajo zaposlene

Psychological Empowerment, Job Satisfaction and Organizational Commitment Among Lecturers in Higher Education: Comparison of Six CEE Countries