Psychological empowerment, work engagement, career commitment and trust in leaders are
discussed as resources to support the supervisors’ construction of an active and positive work
environment. The social exchange process mentioned from social exchange theory afford the
direction to table out the relationships between the resources. Therefore, based on the social
exchange theory, the study aimed to explore the relationship between psychological
empowerment and career commitment, the mediating effect of work engagement in the social
process between psychological empowerment and career commitment, and the moderating
effect of trust in leaders in both research directions mentioned above. The thesis adopted a
quantitative approach with an online questionnaire that focused on the Taiwanese participants
in Generation Y. The statistics conducted convenience and snowball sampling techniques
having 324 qualified participants. IBM SPSS and SPSS AMOS 20 were made use of the
statistical analysis. The findings from this study indicated that creating a work environment
with high psychological empowerment is one effective method to amplify employee’s work
engagement and career commitment. According to the social exchange process concepts, the
positive work experience built from employee’s work engagement plays an essential role in
enhancing career commitment. Moreover, the findings showed that trust in leaders is
influenced by psychological empowerment, which did not moderate the relationships in this
research. The research tried to advance the application for theoretical research on the social
exchange theory, also make the new direction for management as practical implication.

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