Empowerment is a popular term in practice and science. In organizational psychology, a distinction is made between the structural and psychological empowerment approach. Four work-related cognitions determine the experience of psychological empowerment: meaning, competence, self-determination, and impact. The four empowerment cognitions affect many employee—and organization—relevant variables. These include, for example, job satisfaction, the affective commitment, the work performance, and also mental health. Leaders can influence the experience of psychological empowerment of their employees through targeted personnel selection and development, job design, an adaptation of the team and organizational climate, and through specific leadership practices.