This thesis is attempted to ananlyze the relationship between the empowerment in the nursing work environment, the job-related personal charateristics and the nursing job performance according to the individual variables of hospital, age, experience. education, position, practice area, number of nurses in the practice area, number of beds. Opportunity", "support". "informantion", ~resource" are used as structural factors of empowerment suggested by Kanter"s theory of structural power in organization. and "self-efficacy", "burnout", ´motivation". "organizational commitment" are defined as four job-related personal charateristics. The ultimate goal of this study is. to find out the work effectiveness of the structural factors of empowerment and the job-related personal charateristics.
The basic data consists of two sets of questionaires. One is the self-reporting quetionaires for the staff nurses and the other one is questionaiies answered by nursing managers. The latter is designed to objectively measure the job performance. A total of 523 items of data are collected randomly from nursing population of 7 different university teaching hospitals in Seoul metropolitan area.
The data were analyzed mainly using descriptive statistics, correlation analysis, ANOVA, and Dunc,~n test according to the various purposes of the a:~alysis.
The main results of this study are as follows :
1. The mean score of four structural empowerment factors are ranked by support, opportunity, resowce, and information. And among the four job-related personal charateristics self-efficacy factor show:; especially high score.
2. The results of the correlation analysis between the Empowerment factors and the .job-related personal charateristics are as follow 1) The "opportunity" factor is correlated with "organizational commitment" (r=.37), "motivation" (r=.36). "burnout" (r=-.17), and "self-efficacy ~r=.09). 2) The "information" factor is correlated with ~orga-n izational commitment" (r=.44), "motivation" (r=.~39), "burnout" (r=-.2~1), and "self-efficacy" (r=.17). 3) The "support" factor is correlated with "organizational commitment" (r=.~k7), "motivation" (r=.42), "burnout" (r=-.2~t), and "self-efficacy" (r=.20). 4) The "resource" factor is correlated with "burc.out~ (r=-.28), "organizational commitment (r=.267, and "motivation" (r=.26).
3. The job performance are correlated with "motivation (r=.24), "self-efficacy" (r=.16), "burnout" (r=-.16) and "organizational commitment"
4. The job performance are correlated with´ support" (r=.17), "information" (r=.12) "opportunity" (r=.a0).
5. The result of ANOVA for analysing the relationship between the structural factors of empowerment and individual variables shows that the level of empowerment are significantly different by the variables such as ´hospital´ and ´the number of beds in the practice area.
In summary, there were several findings in this study. First, the structural factors of empowerment defined as opportunity, support, information are significantly correalted with the job-related personalcharateristics that are supposed to relate to the level of job performance. These results support the basic hypothesis suggested by Kanter"s theory and implies that for improving the job performance of nurses, hospital has to have more concern about the structural factors of nursing environment.
|