• Journal of Global Scholars of Marketing Science
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• v.16 no.2
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• pp.109-132
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• 2006

A Major aim of this study is to test the hypothesis that there is an association between empowerment, organizational memory, and new product creativity. In addition to exploring these relationships, this study examines the effect of new product creativity on new product performance, and identify the moderating effects of market uncertainty in the relationships between new product creativity and performance. For this purposes, we developed a research model based on the literature reviews of empowerment, organizational memory, market uncertainty, and new product creativity. A total of 121 usable survey responses has been used in the empirical research for foods manufacturing industry. The findings indicate that (1) Empowerment has a positive effect on new product creativity, (2) Organizational memory has a positive effect on new product creativity, (3) New product novelty has a positive effect on new product performance, and (4) Only competition uncertainty has a moderating effects between the new product meaningfulness and performance. The findings have implications for managers wishing to acquire the new product creativity and to better the new product development performance.

• The Journal of the Korea Contents Association
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• v.13 no.7
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• pp.214-227
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• 2013

The primary objectives of this study are twofold. One is to examine the psychometric properties of Family Empowerment Scale(FES) developed by Koren, DeChillo and Frisen(1992). The other is to develope a short-form FES. Data collected from 337 members of Parents' Solidarity of Children with Disabilities were used. FES had good internal consistency, but the results of confirmatory factor analysis(CFA) did not support the theoretical factor structure of the scale. Basic analyses such as correlation and descriptive analysis were performed to examine the characteristics of individual items and identify the limitation of the orignal FES. In addition, a series of CFA were carried out to develop a short-form FES. Finally 15 items were selected based on theoretical rationale and the results of CFA. Cronbach's ${\alpha}$ and the model fit indices for the short-form FES indicated that this measure has good construct validity as well as internal consistency. In discussion, usefulness and potential contribution of this study were explored in relation to content development in the area of measuring instruments.

• Journal of Home Health Care Nursing
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• v.24 no.3
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• pp.306-315
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• 2017

Purpose: This study was conducted to examine psychological empowerment and awareness and performance of Healthcare-Associated Infections(HAIs) control among Intensive Care Unit (ICU) nurses. Method: The data for this study were collected using structured questionnaires from 178 nurses working in the ICUs of four hospitals with more than 500 beds. Results: The subjects'psychological empowerment, awareness and performance of HAIs control were mean over. The subjects'psychological empowerment showed statistically significant differences depending on age, marital status, academic background, clinical career, ICU career, and position and experience in infection control among their general characteristics. Awareness of HAIs control showed statistically significant differences depending on age, gender, marital status, clinical career, and ICU career. Performance showed statistically significant differences depending on age, gender, marital status, and, ICU career. Regarding the subjects' performance of HAIs control, there was a statistically significant positive correlation between psychological empowerment and awareness. Conclusion: It was found that it is necessary to strengthen differential customized training according to the subjects'characteristics for effective HAIs control, and to strengthen the nurses'awareness of HAIs control through systematic evaluation, monitoring, and feedback, as well as continuous education and training.

• Journal of Home Health Care Nursing
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• v.15 no.1
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• pp.14-21
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• 2008

Purpose: The aim of this study was to analyze the effects of job characteristics on emotional empowerment in visiting health personnel. Methods: Subjects were recruited in ten community health care centers in one directorial area. Data collection was done using a self-report questionnaire. Job characteristics of visiting healthcare personnel were measured using the questionnaire developed by Kang (2006), based on Hackman & Oldham (1975). Emotional empowerment was measured using the questionnaire developed by Kang (2006), based on Spreitzer (1995). Results: First, the score of job characteristics was revealed to be 3.51 points the task significance was high, and the feedback was low. Second, the level of emotional empowerment was revealed to be 3.78 points the meaning was high, and the impact was low. Third, the prediction power of job characteristics on emotional empowerment was 34% autonomy, task identity, and task significance were identified as statistically significant predictive factors. Conclusion: The job characteristics of visiting healthcare personnel are highly correlated with emotional empowerment. Autonomy, task identity, and task significance are predictive factors of emotional empowerment. These results can be used to develop more effective job planning for increasing organizational effectiveness in visiting healthcare personnel.

• 한국노년학
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• v.32 no.3
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• pp.729-745
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• 2012

The purpose of this study is to review person-centered care models and the scientific evidence for the impact of person-centered care in U.S. nursing homes, and to analyze the applicability of person-centered care for Korean long-term care system. The most commonly recognized person-centered care models were Eden Alternative, Green House, and Wellspring model. The core components of the three models were autonomy, close relationships, homelike environment, and staff empowerment. Thirty eight empirical studies including 10 model testing studies and 28 studies to examine the impact of person-centered care interventions indicated generally positive outcomes in terms of residents, family, and staff/organization level. The authors analyzed the current situation in the Korean long-term care system with respect to the specific core constructs of person-centered care, and proposed applicable models and practical suggestions in consideration of Korean context. Lastly, future considerations regarding policy and research were discussed.

• 한국벤처창업학회:학술대회논문집
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• 2006.04a
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• pp.167-201
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• 2006

Korean corporations are transforming their vertical operational structure to a team-based structure to compete in the rapidly changing environment and for improved performance. However, a high percentage of the respondents in KBS said that despite the appearance of the present team structure, the organization operates much like a vertically-structured organization. This result can be attributed to the lack of study and implementation toward the goal of empowerment, the key variable for the success of the team-based structure. This study aims to provide policy suggestions on how to implement the process of empowerment, by investigating the conditions that hinder the process and the attitude of the KBS employees. For the cross-sectional study, this thesis examined the domestic and international references, conducted a survey of KBS employees, personal interviews and made direct observations. Approximately 1,200 copies of the Questionnaire were distributed and 474 were completed and returned. The analysis used SPSS 12.0 software to process the data collected from 460 respondents. For the longitudinal-study, six categories that were common to this study and "The Report of the Findings of KBS Employees' View of the Team Structure" were selected. The comparative study analyzed the changes in a ten-month period. The survey findings showed a decrease of 24.2%p in the number of responses expressing negative views of the team structure and a decrease of 1.29%p in the number of positive responses. The findings indicated a positive transformation illustrating employees' improved understanding and approval of the team structure. However, KBS must address the issue on an ongoing basis. It has been proven that the employee empowerment increases the productivity of the individual and the group. In order to boost the level of empowerment, the management must exercise new, innovative leadership and build trust between the managers and the employees first. Additional workload as a result of shirking at work places was prevalent throughout all divisions and ranks, according to the survey data. This outcome leads to the conclusion that the workload is not evenly distributed or shared. And the data also showed the employees do not trust the assessment and rewards system. More attention and consideration must be paid to the team size and job allocation in order to address this matter; the present assessment and rewards system need to be complemented. The type of leadership varies depending on the characteristics of the organization's structure and employees' disposition. KBS must develop and reform its own management, leadership style to suit the characteristics of individual teams. Finally, for a soft-landing of KBS team structure, in-house training and education are necessary.

• The Journal of the Korea Contents Association
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• v.19 no.9
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• pp.601-613
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• 2019

Today's elderly people is no longer dependent, but is being transformed into learning, serving, producing and contributing. Therefore, the importance of lifelong education for the elderly people to overcome the social and psychological anxiety of the elderly people and improve the quality of life is increasingly emphasized. In addition, the starting point of lifelong education for the elderly people is getting faster and faster to prepare for the post-aged society. The purpose of this study is to examine how lifelong education for the elderly people affects self-esteem and self-integration, and how empowerment mediates between lifelong education for the elderly people and self-esteem, lifelong education for the elderly people and self-integration. To this end, 220 members over 50 years of age who participated in lifelong education responded to the survey, and statistical analysis was conducted by SPSS and AMOS. The results of this study proved that lifelong education for the elderly people improves self-esteem, self-integration and empowerment, and empowerment plays a mediating role in the between lifelong education for the elderly people and self-esteem, and in the between lifelong education for the elderly people and self-integration. As a result of this study, the importance of lifelong education for the elderly people was confirmed and the practical plans were found. Finally, the direction of lifelong education for the elderly people and the limitations of this study were discussed.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.12
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• pp.401-410
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• 2020

The purpose of this study is to reveal the magnitude of the correlation effect between variables related to empowerment of social workers. To this end, 30 studies published in Korea were analyzed through meta-analysis. The results are as follows. First, the overall effect size of the variable group was the median effect size; the job-related positive variables showed the largest effect size among the variable groups, and then came the organization-related variables, the personal psychology-related variables, the job-related negative variables, and the personal background variables in that order. Second, among the factors related to personal background variables, all factors except position were found to have a small effect size, or close to a small effect size. Self-esteem, which is an individual psychologically related variable, showed a medium effect size close to a large effect size. Among the organizationally related variables, organizational commitment and transformational leadership showed a large effect size, and organization culture showed a medium effect size. In addition, job satisfaction, which is a positive job-related variable, showed a large effect size, while burnout from job-related negative variables showed a large effect size, and turnover intention showed a medium effect size.

• Korean Journal of Social Welfare
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• v.61 no.4
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• pp.61-84
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• 2009

This study is to analyze the nature of mentoring network of single mothers with dependent children and to show the mentoring network effect on mentoring function and empowerment applying social network approach. 439 single mothers with dependent children in Busan and Gyeongsangnam-do have been surveyed about mentoring network properties. The results are 1. The mentoring relationships between single mothers have been shown in various size and relationship characters. The out-degree of Their network is low, the range is narrow, and the tie-strength is weak. 2. When the effect of mentoring network characteristics on mentoring function has been analyzed, in career functions, the range of network and the strength of relationships are represented as significant variables among the mentoring network characteristics, in psychosocial functions, the size of network and the strength of relationships are shown as significant variables, and the inverted-U-shaped relationship according to the size of network has not been revealed. In role modeling function only the size of network is represented as a significant variable. 3. The direct effect of mentoring network of single mothers with dependent children has not been much on empowerment and the career related function among mentoring functions has been revealed as the variable, which affect on empowerment. Based on these results the suggestions and implementations are mentioned in this paper.

• The Journal of Industrial Distribution & Business
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• v.8 no.5
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• pp.65-75
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• 2017

Purpose - The purpose of this study is to verify a role of organizational culture as antecedents to influence psychological empowerment of organizational members, focusing on service workers of casino companies. Therefore, this study sought to examine the question of each clan, adhocracy, market, and hierarchy culture that the workers perceive to influence their psychological empowerment. Thus, the current study examined the relationship between organizational culture and the psychological empowerment by empirical analysis. Research design, data, and methodology - This study chose four domestic casino companies that are run only for foreigners. Using an offline survey, it analyzed the questionnaire data of the 249 surveys collected from employees working in the sales and service sectors. Independent variables were four types of organizational culture: clan, adhocracy, market, and hierarchy. Dependent variables were four subcategories of psychological empowerment: meaning, competence, self-determination, and impact. As research methods, the study applied descriptive statistics, factor analysis, reliability analysis, correlation analysis, and multiple regression analysis, using SPSS 21.0 statistical program. Results - Among the organizational culture types, the clan and adhocracy cultures, which emphasize flexibility and autonomy, were relatively more important for the psychological empowerment of workers than the hierarchy and market cultures. Clan culture was the most important factor in terms of meaning and competence, and adhocracy culture was the most important factor in self-determination and impact. However, the hierarchy and market cultures that pursue control and stability were also cultural types that positively affected psychological empowerment of the workers. Hierarchy culture showed positive effects on meaning, competence, and impact except self-determination, and market culture had positive effect only on competency. Conclusions - The study found that organizational culture is an important predictor of psychological empowerment of the employees in casino companies and that important organizational culture types may be different for each sub-factor of psychological empowerment. It suggests that casino companies have to try to recognize and secure diverse organizational culture in order to activate psychological empowerment of their employees because they can provide quality service for customers. Therefore, it is necessary to create a harmonious and balanced culture between promoting flexible and autonomous organizational atmosphere, and stably controlling and operating the organization.