• Journal of Korean Academy of Nursing Administration
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• v.20 no.5
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• pp.558-566
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• 2014

Purpose: This study was done to measure the level of social support, self-esteem, and empowerment and to identify any effect of social support and self-esteem on the empowerment of nurses. Methods: The study design was a descriptive survey using questionnaires which were given to 381 nurses in C province. The collected data were analyzed using descriptive analysis, t-test, ANOVA, Pearson correlation coefficient, and multiple regressions. Results: The mean score for nurses' empowerment was $2.83{\pm}0.66$. Seven individual characteristics, social support(family, meaningful persons, supervisors, and co-workers) and self-esteem accounted for 23.3% of the variance in nurses' empowerment. Prediction elements influencing empowerment of nurses were salary per month, self-esteem, and social support(supervisors). Conclusion: The results indicate that it is necessary to increase nurses' empowerment. Social support by supervisors and self-esteem were confirmed as important factors to increase nurses' empowerment. In addition, raising the monthly average income would increase empowerment of nurses.

• Journal of Korean Academy of Nursing Administration
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• v.7 no.1
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• pp.145-163
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• 2001

The purpose of this research is to identify antecedent variables and outcome variables of the empowerment in clinical nurses, and to suggest managerial strategies for increasing their empowerment. Data were collected from October 12 to 18, 2000 through questionnarie taken by 566 nurses in 3 general hospitals. The 5 structured instruments were used for collecting the data : Spreitzer's Items Measuring Empowerment, Bass's Multifactor Leadership Questionnaire-1, Moorman's Equity of rewards scale, Mobley's turnover intention scale, and the Organizational Commitment Scale developed by Mowday, Porter & Steers. The data obtained were analyzed using frequency, percentage, mean, standard deviation, t-test, one-way ANOVA, Scheffe' test, Pearson's Correlation Coefficients, Factor Analysis, Cronbach's alpha Coefficients, Multiple Regression. The results were as follows; 1. Head nurse's transformational leadership showed an positive correlation with empowerment(r=.304, p=.00). Regression coefficient between transformational leadership and empowerment was significant(${\beta}=.326$, p=.00), However, there was no a correlation between equity of rewards and empowerment. 2. The general characteristics of nurses were significant differences with empowerment. As for position, age, working experience, and education background showed significant difference with empowerment(F=10.979, 11.224, 6.812, 5.411, p<.01). 3. Empowerment showed a positive correlation with organizational commitment and a negative correlation with turnover intention (r=.387, -.274, p=.00). Regression coefficient between empowerment and organization commitment was significant(${\beta}=.365$, p=.00). In conclusion, the more head nurse took the transformational leadership, the higher nurses perceived empowerment. The higher their empowerment level, the higher organizational commitment they perceived. On the contrary, the higher their empowerment level, the lower their turnover intention. Therefore, in order to increase nurses' organization commitment and decrease their turnover intention, their empowerment should be increase. And it is necessary to develop the transformational leadership of head nurses so as to increase empowerment.

• Journal of Korean Academy of Nursing Administration
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• v.12 no.4
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• pp.587-596
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• 2006

Purpose: This study aimed to understand the empowerment in clinical nurses and to analyze the influences of job characteristics and professionalism on empowerment. Method: Subjects were 386 nurses in 8 general hospitals at G city and Seoul. Data were collected with self-administered questionnaires and analyzed using SAS 8.1 by applying ttest, ANOVA, Pearson correlation coefficient, and Stepwise multiple regression. Results: Empowerment was $3.58{\pm}0.63$ and among the subscale scores meaningfulness $(3.83{\pm}0.74)$ was the highest and Impact $(3.23{\pm}0.86)$ was the lowest. The level of empowerment was different significantly by age, marital state, education, clinical careers, position, job satisfaction(p<.00). Job characteristic score was $3.60{\pm}0.45$ and Professionalism score was $3.65{\pm}0.52$. Empowerment was positively correlated with job characteristics and professionalism(r= .63, .81, p<.01). Major factors that affect to empowerment in clinical nurses was professionalism, which had an explanation of 66.9%. Conclusions: The more clinical nurses took the professionalism, the higher nurses perceived empowerment. Therefore, empowerment and professionalism in nurses should be generally screened and other factors should be looked into. And if the specified nursing intervention program which increase their empowerment would be developed, it may contribute to qualify the nursing services.

• Journal of Korean Academy of Nursing Administration
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• v.12 no.1
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• pp.23-31
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• 2006

Purpose: The purpose of this study was to test the empowerment structural model based on Kanter's work empowerment theory. Method: A predictive, nonexperimental design was used in a sample of 279 nurses from 3 university affiliated hospitals. Data were collected with self-administered questionnaires and analyzed using mean, standard deviation, pearson correlation coefficient and path analysis. Results: The results showed that the overall fitness of the hypothethical model to the data was good(chi-square=.7751, df=4, p=.942, GFI=.999, AGFI=.996, RMSEA=.000). Both formal power and informal power directly influenced on nurses' perceived empowerment level and empowerment directly influenced on nurses' organizational commitment and indirectly influenced on nurses' intent to stay. Conclusion: The results imply that hospital and nurse managers should provide the empowering working condition for nurses to be stayed in hospitals.

• Journal of Korean Academy of Nursing Administration
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• v.15 no.3
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• pp.365-371
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• 2009

Purpose: The purpose of this study was to identify the influence of justice on empowerment perceived by nurses. Method: The subjects of this study were 388 nurses who were working at seven general hospitals in Seoul. The data were collected by structured questionnaires from April 1st to April 30th in 2007. Data were analyzed using descriptive statistics, mean, Pearson correlation, and stepwise multiple regression on SPSS/pc 14.0 program. Results: The mean score of procedural justice was 2.64(0.48), distributive justice was 2.45(0.51), and empowerment was 2.80(0.43). The result of correlation among the study variables, the procedural justice were positively correlated with empowerment(r=.462, p=<.001) and distributive justice(r=.563, p=<.001). The procedural justice explained 24.9% of the empowerment and distributive justice explained only 2.9% of the empowerment and both explained 27.8% of the empowerment when the variables run hierarchial regression. Conclusion: The findings showed that procedural justice was the most important factor for nurses' empowerment therefore nursing organizations must establish the strategies to improve procedural justice in order to promote nurses empowerment.

• Journal of Korean Academy of Nursing Administration
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• v.7 no.1
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• pp.65-84
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• 2001

This descriptive study was designed to find out the relation between nurses' perceptions of job-related empowerment, job satisfaction and organizational commitment. The data was collected from 390 staff nurses in a tertiary hospital located in Seoul during the period of 2 weeks from October 6 to October 19, 2000 by means of structures questionnaire. Five instruments were used in this study included the Job Activity Scale(Laschinger et al., 1994, 1999), the Organizational Relationship Scale(Laschinger et al., 1994, 1999), The Conditions of Work Effectiveness Questionnaire(Chandler, 1986), the Minnesota Satisfaction Questionnaire(Weiss et al., 1967) and the Organizational Commitment Questionnaire(Mowday et al., 1979). The results were summarized as follows: 1) The mean of the CWEQ was 49.56percentile, and the support was perceived higher(56 percentile) than the other subscales, opportunity, information and resources. The mean of the MSQ was 49.4 percentile and the OCQ was 54.02 percentile. 2) Nurses' perception of job related empowerment was significantly related to job satisfaction(r=.650, p<.001), and organizational commitment(r=.458, p<.001). And the job satisfaction was related significantly to organizational commitment(r=.426, p<.001). Job satisfaction(r=.583, p<.001) and organizational commitment(r=.426, p<.001)have higher relation with the opportunity subscales of the CWEQ than the others. 3) The significant difference was found in the nurses' perception of the empowerment, job satisfaction and organizational commitment according to the age group, length of nursing career and ward. 4) Results of the stepwise multiple regression shows that the nurses' perception of the empowerment and organizational commitment explained 52% of job satisfaction, and also, the nurses' perceptions of the empowerment and job satisfaction explained 35% of organizational commitment. In conclusion, nurses' perception of the empowerment, job satisfaction and organizational commitment have a strong relationship. The finding suggests the importance of the empowering nurses to increase job satisfaction and organizational commitment.

• Journal of Korean Academy of Nursing
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• v.38 no.4
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• pp.603-611
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• 2008

Purpose: This study was to determine the mediator or moderator role of empowerment in the relationship between the head nurse's transformational leadership and organizational commitment as perceived by staff nurses. Methods: Data was collected from 451 nurses in a tertiary hospital located in B city by means of structured questionnaires. Data was analyzed with descriptive statistics, Pearson's correlation coefficient and hierarchial multiple regression using the SPSS program. Results: Empowerment showed mediating effects between the head nurse's transformational leadership and organizational commitment as perceived by staff nurses. However, empowerment did not show moderating effects. Conclusion: Nurses' perception of empowerment, the head nurse's transformational leadership and organizational commitment have a strong relationship. This finding suggests the importance of empowering nurses to increase organizational commitment.

• Journal of Korean Academy of Fundamentals of Nursing
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• v.16 no.4
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• pp.412-420
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• 2009

Purpose: The purpose of this study was to identify the relationship between empowerment and performance of infection control by emergency department nurses. Method: Participants were 190 nurses working in emergency departments in 14 hospitals located in Busan. Descriptive statistics, t-test, ANOVA, and Pearson's correlation coefficients with SPSS PC+ WIN 12.0 were used to analyze the data. Results: There were significant differences in empowerment by years in ED (emergency departments) and position. There was a significant differences in performance of infection control by position. There were significant differences in empowerment by infection control-related characteristics and by regular conference for infection control. There was a significant and positive relationship between empowerment and performance of infection control in ED nurses. Conclusion: The results of this study indicate that improvement in the level of ED nurse's empowerment would lead to an increase in the performances of infection control.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.2
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• pp.178-188
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• 2016

Purpose: This study was performed to investigate the effect of work environment on nursing performance and the effect of job satisfaction and empowerment on nurses performance in hemodialysis units. Methods: Participants in this study were 206 nurses from 22 hemodialysis units in local clinics, general and university hospitals in two metropolitan areas. The work environment, nursing performance, job satisfaction and empowerment of the participants were measured using four self-report questionnaires. Data were analyzed using SPSS/WIN 18.0. Results: Nursing performance correlated significantly with work environment, job satisfaction, and empowerment in the participants. Predictability of work environment for nursing performance was 28%. Job satisfaction and empowerment showed complete mediating effects, but not moderating effects in the relationship of work environment and nursing performance in the participants. Conclusion: Findings indicate that work environment is an important variable affecting nursing performance in nurses in hemodialysis units and that job satisfaction and empowerment are mediating variables in the relationship of work environment and nursing performance in nurses in hemodialysis units. Improvements in the work environment are needed to induce the high job satisfaction and empowerment that can lead to improvement of nursing performance.

• International Journal of Advanced Culture Technology
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• v.7 no.3
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• pp.35-45
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• 2019

The aims of the study to investigate the relationship between awareness, empowerment and performance of healthcare associated infections (HAIs) control and to identify factors influencing performance of HAIs among general hospital nurses. Data were collected from 230 nurses in two general hospitals in B city, with the questionnaire of an empowerment, awareness and performance of infection control tool. The data were analyzed by t-test, one-way ANOVA, Pearson's correlation coefficient and multiple regressions. The performance of infection control was significantly correlated with empowerment and awareness of infection control. The empowerment had a positive correlation with an awareness of infection control (r= .233, p <.001) respectively. The infection control performance was influenced by infection control awareness, empowerment and number of annual job training, which explained 42.2% of the performance of infection control. Infection management performance of general hospitals nurses is affected not only by infection awareness but also by empowerment and job education. Therefore, it suggests that HAIs management program could develop for the nurses and provide empowerment with job training to improve the management and performance of HAIs, also to reinforce via constant support by the hospital.