• Journal of Korean Academy of Nursing Administration
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• v.13 no.4
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• pp.445-454
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• 2007

Purpose: This study was to explore the empowerment experienced by hospital nurses. Methods: Focus group was used to gather data and open coding method suggested by Strauss and Corbin was used to analyze the data. Thirty-four nurses who have clinical experience of more than three years at three university hospitals were participated in this study. Results: Five categories were identified: Getting chances of opportunities to show personal capabilities and motivations, acknowledgement, support, recognition and delightfulness. The major sources of empowerment were the acknowledgement of patients and family, colleagues, supervisors. doctors, and other personnels in hospital. Conclusion: Focus groups could be an useful tool for empowerment research in nursing. Further research will be needed to clarify the relationship among individual, group and organization.

• Journal of Korean Academy of Nursing Administration
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• v.17 no.4
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• pp.391-401
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• 2011

Purpose: The purpose of this study was to explore the effect of empowerment on nursing performance, job satisfaction, organizational commitment and turnover intention in hospital nurses. Method: The subjects were 345 nurses at a general hospital in D city. Data were collected by structured questionnaire from January 10 to February 15, 2009. Data were analyzed by using descriptive statistics, ANOVA, Scheffe's test, and Pearson correlation coefficient, multiple regression by SPSS win 17.0 program. Results: The mean scores were 3.60(${\pm}.43$) of empowerment, 3.80(${\pm}.38$) of nursing performance, 3.49(${\pm}.55$) of job satisfaction, 4.70(${\pm}.74$) of organizational commitment, and 2.34(${\pm}.84$) of turnover intention. Empowerment was correlated with nursing performance, job satisfaction, and organizational commitment positively, but correlated with turnover intention negatively. As a result of multiple regression, empowerment has 34.3% of the explanatory power on nursing performance, 24.0% on job satisfaction, 30.7% on organizational commitment, and 15.6% on turnover intention. Conclusion: Empowerment was a critical variable affecting nursing job performance, job satisfaction, organizational commitment, and turnover. Also, if various variable - active and adequate child-care support system, provided conditions continue to study, and adequate and appropriate compensation for nursing performance - affecting empowerment are managed, nurses' empowerment level will rise at the same time.

• Journal of Korean Academy of Nursing Administration
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• v.20 no.2
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• pp.206-214
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• 2014

Purpose: In this study factors affecting job satisfaction and turnover intention of nurses were explored in the context of organizational culture, self- leadership, and empowerment. Methods: Participants were 286 nurses drawn from 3 general hospitals. Data were analyzed using t-test, one-way ANOVA, Pearson correlation, and hierarchial multiple regression with the SPSS/WIN 18.0 program. Results: Significant differences in job satisfaction and turnover intention were found according to organizational culture types. Significant positive correlations were found between self-leadership, empowerment, task oriented organizational culture, relationship oriented organizational culture, innovation oriented organizational culture and job satisfaction. On the other hand, significant negative relationships were found between empowerment, relationship oriented organizational culture, innovation oriented organizational culture and turnover intention. The factors that enhance job satisfaction were found to be higher innovation-oriented organizational culture. Lower turnover intention was shown to be positively associated with relationship- or innovation oriented organization culture. Conclusion: Innovation oriented organizational culture is needed in order to raise job satisfaction and reduce turnover intention of nurses.

• Korean Journal of Occupational Health Nursing
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• v.20 no.2
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• pp.130-142
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• 2011

Purpose: The purpose of this study was to identify the relationships among emotional labor, empowerment, job burnout, and turnover intention. Methods: The design of this study was a cross-sectional descriptive study. The subjects of this study were 358 nurses working for over 6 months in Seoul and Gyeonggi-do. The data were collected from 4th to 30th of September, 2009 through one-to-one interviews. Survey data were analyzed using t-test, one-way ANOVA, Pearson's correlation coefficient, and hierarchical regression. Results: We find the positive correlation of turnover intention with emotional labor and with job burnout, but the negative correlation of empowerment with job burnout and with turnover intention. The nurses' turnover intention scores were relatively low with 1.30. Job burnout, shift work, and frequency of turnover were predictors of turnover intention. The most powerful predictor variable was job burnout (${\beta}$=.420, p<.001). We find that emotional labor and empowerment as determinants of turnover intention are not significant. Conclusion: These results suggest that manager should consider shift work of nurses and job burnout in order to manage nurse organization and resource effectively.

• Journal of Korean Academy of Nursing
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• v.36 no.2
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• pp.244-254
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• 2006

Purpose: This study was performed to analyze effects of the power and empowerment on job satisfaction and organizational commitment. This study was based on the Kanter's theory of organizational empowerment. Method: A predictive, non-experimental design was used to test the model in a sample of 688 nurses working in 7 university hospitals that have over 500 beds in Seoul, Kyunggi and Kangwon provinces. The data were collected from December, 2003 to January, 2004. It was analyzed with descriptive statistics and Pearson correlation of SPSS and with path analysis of LISREL. Result: The formal and informal power had direct effects on empowerment. Formal power also had direct effects on informal power. Empowerment had direct effects on job satisfaction and organizational commitment. Organizational commitment had direct effects on job satisfaction. There was positive effects in all of the variables. Conclusion: The positive changes show on personal behaviors and attitudes when the nurses who have formal and informal power are empowered. These findings would be important resource to nurse administrators for clinical implication.

• Korea Journal of Hospital Management
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• v.8 no.2
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• pp.5-23
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• 2003

To survive in the competitive environment, hospitals pay more attention to patient satisfaction than ever before. Nurses are the employee that have frequent interactions with patients in a hospital, and therefore, the effective management of nursing staff is crucial to maintain high level of patient satisfaction. Searching for a way to an effective human resource management in nursing, this study attempted to investigate the pre-dispositional factors of customer orientation of registered nurses in a hospital. The customer orientation concept is originated from marketing literature and defined as the attitude of employee that focus on establishing a long term relationship rather than short term gains in dealing with customers. The study hypothesized that the personal trait of individual and the perceived level of empowerment affect the level of customer orientation of nurses. We tested the hypothesis 10 a teaching hospital. Three-hundred seventy two nurses were surveyed and 235 responses were collected. Out of the 235 responses, 24 responses were discarded due to the incomplete answers to the questionnaire and 211 responses were analyzed. The data were analyzed using factor analysis and multiple regression analysis. The results showed that the enjoyment dimension of customer orientation was affected by the agreeableness, consciousness, and openness of personal traits and the need dimension of customer orientation was affected by the agreeableness and level of empowerment. Based on the results the research and nursing resources management implications were discussed.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.3
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• pp.2038-2046
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• 2015

The objective of this study was to the effects of emotional labor and nursing organizational culture on the empowerment among psychological nurses. The subjects of this study were the psychological nurses working at 3 mental hospitals in C city. The self-reported questionnaires were administered to 162 psychological nurses and data were analyzed with SPSS 19.0. The result was following: There was a significant relationship between empowerment and nursing organizational culture(r = .38, p = .001). Nursing organizational culture(${\beta}=0.32$, p < .001), age(${\beta}=0.21$, p < .05), education level (${\beta}=0.94$, p < .05) and type of duty(${\beta}=2.11$, p < .05) had an influence on empowerment. The explanation power was shown to be 23.1%. The findings suggested that the empowerment intervention program should be developed in order to improve psychological support, manage nursing organizational culture among psychological nurses.

• Journal of the Korean Applied Science and Technology
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• v.41 no.1
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• pp.119-127
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• 2024

The purpose of this study is a descriptive research study to identify the factors affecting the performance of infection control by general hospital nurses' empowerment and job burnout. The subjects collected data from September 15 to October 31, 2023 from a total of 210 nurses at a general hospital located in D city. The collected data were analyzed using descriptive statistics, t-test, ANOVA, Sheffe, Pearson's correlation, and multiple regression using the SPSS/WIN 25.0 program. As a result of the study, empowerment and infection control performance showed a positive correlation, and empowerment was analyzed as the most influential factor in infection control performance with 14.8% of explanatory power. Therefore, it is necessary to reflect programs and policies to efficiently perform infection control that can improve the empowerment of nurses.

• Journal of Korean Academy of Nursing Administration
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• v.14 no.3
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• pp.268-277
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• 2008

Purpose: The purpose of this study was to identify the effects of self-efficacy and empowerment on perceived organizational support and organizational citizenship behavior of nurses. Method: The subjects of this study were 327 nurses who were working at seven hospitals. The data were collected by structured questionnaire from Feb. 12 to Mar. 5 of 2006. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient, and Stepwise multiple regression on SPSS/PC 12.0 program. Results: The mean score of self-efficacy was 3.75, empowerment was 3.68, perceived organizational support(POS) was 2.87, and organizational citizenship behavior(OCB) was 3.64. The POS had statistically significant differences according to position(F=3.207, p=.013). The self-efficacy and empowerment were positively correlated with POS and OCB. The self-efficacy(7.0%), meaning(8.5%), competency(12.4%), self-determination(1.9%), and impact(4.8%) explained 34.6% of the variance for POS. The self-efficacy(17.1%), meaning(1.0%), competency(2.8%), self-determination(3.2%), and impact(13.2%) explained 37.3% of the variance for OCB. Conclusion: The findings showed that self-efficacy and empowerment were important factors for enhancing POS and OCB in nursing organization. Therefore, the nurse manager must establish the strategies to improve the self-efficacy and empowerment of the nurses in order to promote the POS and OCB.

• Journal of Korean Academy of Nursing
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• v.40 no.6
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• pp.882-891
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• 2010

Purpose: This study was designed to identify burnout and factors influencing burnout in contingent nurses. Methods: A cross-sectional design was conducted with a sample of 228 contingent nurses randomly selected from 25 general hospitals in Korea. The tools used for this study were scales measuring burnout (8 items), job stress (8 items), job satisfaction (9 items), self efficacy (9 items), organizational commitment (9 items), empowerment (9 items), autonomy (7 items) and social support (8 items). The data were analyzed using SPSS 15.0 employing Pearson correlation coefficients and multiple regression analysis. Results: The mean score for burnout in contingent nurses was 3.05 points. Factors influencing burnout in contingent nurses were identified as job stress (${\beta}$=.40), satisfaction level with current ward (${\beta}$=-.25), organizational commitment (${\beta}$=-.21), job satisfaction (${\beta}$=-.19) and empowerment (${\beta}$=-.16). These factors explained 65.0% of burnout reported by contingent nurses. Conclusion: The results indicate which factors are major factors influencing burnout in contingent nurses in general hospitals. Therefore, these factors may serve as predictors of burnout in contingent nurses.