本研究聚焦於賦權與績效兩者之相關，本研究對790位印度籍銷售員進行施測，目的在解釋透過賦權領導行為、心理賦權、創造力過程投入以及彈性如何影響賦權與員工績效的關係。資料分析採用結構方程模型-最小平方法（SEM-PLS），結果顯示所有假設皆成立，在有架構、有激勵性的賦權結構解釋下，賦權領導行為對心理賦權有正向影響，因此，心裡賦權對於創造力過程投入與彈性有正向的影響，創造力過程投入對於彈性有正向的影響，最後，結果顯示創造力過程投入與彈性的增加對於員工績效有正向的影響，即賦權在促進績效上是個有效的管理策略。

This study focuses to investigate the relation of empowerment and performance. The study provides an empirical examination of 790 Indonesian salespeople in a purpose to explain the linkage of empowerment and employee performance through the use of leadership empowerment behavior, psychological empowerment, creative process engagement, and adaptability. Data analysis using Structural Equation Modelling-Partial Least Squares (SEM-PLS) shows supported findings to all of the hypotheses. A positive influence of leadership empowerment behavior on psychological empowerment is founded in the exploration of structural and motivational approaches of the empowerment construct. Accordingly, psychological empowerment positively affects creative process engagement and adaptability. Creative process engagement influences adaptability behavior positively. Lastly, results indicate that the increased of creative process engagement and adaptability positively contribute to employee performance. The findings show that empowerment is an effective managerial strategy to boost performance.

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