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KMID : 0614820010070010145
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Journal of Korean Academy of Nursing Administration
2001 Volume.7 No. 1 p.145 ~ p.163
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A study on Empowerment Related Factors of Clinical Nurses
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Kim Eun-Sil
Lee Myung-Ha
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Abstract
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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 form 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 transformation leadership showed an positive correlation with empowerment(r=.304, p=.00). Regression coefficient between transformational leadership and empowerment was significant (β-.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 empwerment. As for position, age, working experience, and education background showed significant difference with empowerment(F=10.979,11.244, 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 organizational commitment was significant (β=.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 perceive. On the contrary, the higher their empowerment level, the lower their turnover intention. Therefore, in order to increase nurses’ organizational commitment and decrease their turnover intention, their empowerment should be increased. And it is necessary to develop the transformational leadership of head nurses so as to increase empowerment.
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KEYWORD
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empowerment, transformational leadership, equity of reward, organizational commitment, turnover intention
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