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Individual performance at work, the keystone of organizations, conditions their existence, their growth and their durability. In search of a global performance that goes beyond the strict domain of the task, the empowerment of individuals and teams is studied and applied. Our work examines the impact of empowering leadership on overall individual performance at work in four dimensions: task performance, contextual performance, adaptive performance and deviance. Moreover, in a context of empowerment and individual responsibility, the study of the effects of empowerment on individual performance must not be done independently of the worker's individual and personal variables, particularly intrinsic motivation. After identifying the key concepts of the study, namely empowerment and individual performance at work and intrinsic motivation, the study of the links between empowerment, performance and intrinsic motivation enabled us to develop hypotheses and present a conceptual model for theoretical research.