Background and purpose: In recent decades, empowerment of managers has become one of the main concerns of organizations. High workload, working conditions and competitiveness of organizations reveal the need for empowering managers. There are no comprehensive model or theory in that regard. The purpose of this study was to systematically review and identify the dimensions and components of empowerment of managers. Materials and methods: This study was done using a Meta-Synthesis Approach. Systematic review of library studies and articles published in national and international scientific databases, including Migrants, Civilica, Noormags Emerald, ProCost, Science Direct, Google Scholar, Elment, Otad, and Sage (1977-2020) were searched to identify the components of empowerment of managers. Results: In literature, empowerment of managers is defined according to three concepts,comprehensive empowerment, constructive empowerment, and basic empowerment. Comprehensive empowerment includes psychological and structural empowerments. Comprehensive psychological empowerment consists of psychological components, job components, and personality traits. Structural empowerment includes organizational components and educational and learning components. It should be noted that all these components have their primary themes. Conclusion: All organizations are needed to carefully examine managers’,empowerment and benefit from the maximum power and capacity of managers’,talents by recognizing their strengths and weaknesses.