• The Korean Journal of Emergency Medical Services
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• v.10 no.3
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• pp.5-20
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• 2006

Purpose: This study examines the degree of empowerment recognized by the 1st paramedics and the trend of their critical thinking, analyzes correlations between empowerment and critical thinking to reveal whether there is statistically significant difference between them and then is to provide basic materials necessary for research on empowerment and critical thinking. Method: This study distributes 105 structured self-report questionnaires to the 1st emergency medical technicians working at fire fighting police boxes, general hospitals, clinics and emergency medical information centers in G Metropolitan City and J province from April 29 to May 28, 2006, collects their responses directly and analyzes results with t-test, F-test(ANOVA) and Pearson's Correlation Coefficient. Result: 1. First, average score of empowerment of subjects was 4.68 out of 6 and according to scores by area, capacity 5.98 was highest, followed by significance 5.41, self- determination 4.44 and effectiveness 3.79. 2. degree of empowerment according to general characteristics of subjects showed statistically significant differences in final education(F=2.714, p= .049), level of salary (F=3.298, p= .014) and satisfaction of current job (F=5.399, p= .001). 3. average score of critical thinking of subjects was 3.28 out of 7 and according to areas, no bias 3.95 was highest, followed by maturity 3.68, structure 3.35, inquisitiveness 3.11, pursuit of truth 3.07, critical thinking and self-confidence 3.00, analyticity 2.98. 4. degree of critical thinking by general characteristics of subjects showed statistically significant differences in age(F=2.577, p= .041), final education (F=7.877, p= .000), current workplace (F=3.513, p= .018), level of salary(F=4.628, p= .002), satisfaction with current job(F=6.879, p= .000) and intention to transfer current job(t=15.21, p=.000). 5. as a result of correlations between empowerment and critical thinking of subjects, Pearson correlation coefficients between whole empowerment and critical thinking were r= .21, p=.013. Conclusion: It is considered that the 1st paramedic managers must seek how to keep and manage empowerment and development of education and training program which can enhance critical thinking is needed. Further, emergency educators must develop educational program based on the concept of empowerment to establish early awareness of a desirable organization culture and increase understanding of empowerment in the process of education.

• Child Health Nursing Research
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• v.18 no.1
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• pp.1-8
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• 2012

Purpose: The purpose of this study was to identify the effects of an empowerment program on nicotine dependency, temptation, self-esteem, and depression for adolescents who smoke. Methods: The study design was a quasi-experimental study with a nonequivalent control group, pre-post design. The participants were 49 adolescents who smoked. Twenty-six adolescents were assigned to the experimental group and 23 to the control group. The intervention was conducted twice a week for 6 weeks. Chi-square test, t-test, paired-test, Wilcoxon rank sum test and Wilcoxon signed rank test were used to analyze the data. Results: After program, scores for self-esteem (t=5.560, p=.014), were significantly higher and scores for depression (t=-2.111, p=.040) were significantly lower for adolescents in the experimental group compared to adolescents in the control group. Conclusion: The finding indicate that the empowerment group training program was effective in improving self-esteem, and decreasing depression and could be considered as a positive program for smoking cessation for adolescents who smoke.

• Journal of The Korean Society of Agricultural Engineers
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• v.61 no.4
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• pp.43-54
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• 2019

The present study aims to monitor three of the community empowerment projects implemented as part of the community central revitalization projects in Yeongwol. We used an established indicator (i.e., quantitative evaluation) as well as an interview (i.e., qualitative evaluation) throughout the monitoring process. The PM (project manager) committee members, consisting of six interdisciplinary experts, carried out the monitoring from $24^{th}$ of October until the $26^{th}$ of November 2018. We categorized the results of the monitoring into the aspects of needs, software, and hardware, and analyzed them as follows: First, although the locals were willing to take part in programs, they were in overall not well informed about the ongoing programs and the program that suits their needs the most. The service organization should therefore actively publicize the program and provide sufficient information about it .Second, instead of a one-off program, the locals should be empowered to take over the program eventually and develop it as a local business model. Last, the locals from the center as well as the outskirts of Yeongwol should organize a learning net, collaboratively develop a further program, and assess its effectiveness by employing a thorough monitoring system.

• The Korean Journal of Emergency Medical Services
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• v.12 no.3
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• pp.115-127
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• 2008

Purpose : This study aimed to examine the effects of empowerment of the paramedics on critical thinking and provide the basic materials for the qualitative improvement of emergency medical service. Methods : This study collected data with the paramedics working at general hospital and hospital emergency room in G metropolitan city, B metropolitan city, U metropolitan city, D metropolitan city and J province from July 1 to 31, 2008. Total 180 questionnaires were collected and 152 were used for final analysis, and the following results were obtained through statistical analysis using SPSS 12.0 program. Results : 1) Average score of empowerment was 4.44 out of 6 and according to average score by areas, significance was 4.94, capacity 4.92, self-determination 4.28, and effective-ness 3.62. 2) Empowerment by general characteristics was statistically significant in age (F = 3.313, p < 0.05), the final scholastic attainments(F = 2.436, p < 0.05), and salary(F = 1.695, p < 0.01). 3) Average score of critical thinking was 3.12 out of 7 and according to scores by areas, maturity was highest as 3.71, followed by no prejudice as 3.70, systemicity as 3.14, pursuit of truth as 3.05, much curiosity as 2.93, critical thinking and self-confidence as 2.92, and analysis as 2.91. 4) Critical thinking by general characteristics was statistically significant in marital status (F = 15.695, p < 0.01) and the final scholastic attainments (F = 2.606, p < 0.05). 5) Correlations between empowerment and critical thinking showed positive correlations as Pearson's correlation coefficient r = 0.400 and positive correlation in all areas including empowerment and critical thinking were found (r = 0.116-0.710). 6) The effect of empowerment on critical thinking was statistically significant in p < 0.01 and was explained as $R^2=0.155$. In the effects of empowerment on critical thinking, significance, capacity and self-determination were statistically significant in p < 0.01, effectiveness in p < 0.05 and were explained as R2 = 0.244. Conclusion : From the above results, it was found that empowerment had the influence on critical thinking, so it was considered that hospital managers and emergency room chiefs must develop and operate education and training program based on the concept of empowerment, maintenance and management strategies.

• Korean Journal of Occupational Health Nursing
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• v.21 no.3
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• pp.258-265
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• 2012

Purpose: The purpose of this study is to identify the influence of job stress and empowerment on nursing performance of clinical nurses working in small and medium hospital. Methods: The empirical data were collected from a self-administered survey using a structured questionnaire with 404 nurses working in 4 medium-sized hospitals (less than 300 beds), located in I-city. The data were analyzed using stepwise multiple regression with the SPSS/WIN 17.0 program. Results: There were significant differences in nursing performance depending on general characteristics (age, marital status, religion, shift work, education level, position, clinical experience, department, and monthly salary). Empowerment correlated with nursing performance. Factors influencing on nursing performance were empowerment, clinical experience, job stress, and marital status with $R^2$ value of 36.3%. The most influencing factor was empowerment (${\beta}$=.47), followed by clinical experience (${\beta}$=.24), job stress (${\beta}$=.20), and marriage (${\beta}$=.12). Conclusion: It is needed to implement specific empowerment strategy, control job stress, and reward experienced and married nurses working in medium-sized hospital for improving nursing task performance.

• The Korean Journal of Emergency Medical Services
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• v.18 no.2
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• pp.59-71
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• 2014

Purpose: This study aimed to examine the degree of paramedics' professional self-concept, empowerment, and burnout and to verify the effects of empowerment and burnout on their professional self-concept. Method: The study subjects were 116 in-hospital paramedics who completed a structured questionnaire. Data were collected between June 18 and 25, 2013. Results: The results were as follows. First, the paramedics' mean score for professional self-concept was 2.93 (range: 1-4), and the mean scores for empowerment and burnout were 2.87 (range: 1-4) and 2.48 (range: 1-5). Second, in terms of the general characteristics of the paramedics, professional self-concept showed significant differences based on sex, religion, work experience, and medical institution classification. Third, professional self-concept had a positive correlation with empowerment, and professional self-concept and empowerment had negative correlations with burnout. Fourth, the main variables affecting paramedics' professional self-concept were gender and total years of work experience. Conclusion: It is necessary to develop program to reduce paramedics' burnout and qualitatively improve paramedic services.

• Journal of Korean Academy of Nursing Administration
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• v.17 no.1
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• pp.88-95
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• 2011

Purpose: This study was done to identify the effect of nursing organizational culture on empowerment as perceived by new clinical nurses. Method: For the objective a sample of 175 new nurses from secondary/tertiary hospitals having not less than 250 beds located in B city was selected to complete a questionnaire. The collected data were analyzed using descriptive statistics, t-test, One-way ANOVA, Scheffe's test, Pearson correlation coefficients and simultaneous multiple regression with the SPSS 14.0 software program. Results: As for nursing organizational culture as perceived by the respondent, relation-oriented culture had the highest average score ($3.60{\pm}.63$) out of a possible 5 points followed by hierarch-oriented culture, innovation-oriented culture and task-oriented culture with $3.45{\pm}.30$, $3.19{\pm}.53$ and $3.05{\pm}.46$, respectively. The respondents' level of perceived empowerment was $3.06{\pm}.41$. The factors influencing empowerment according to nursing organizational culture were innovation-oriented and relation-oriented culture in that order. These 2 variables were statistically significant predictors and explained 48.6% of the variance in empowerment. Conclusions: The results of this study indicate that emphasis should be given to nursing organizational culture strengthened by innovationoriented and relation-oriented culture, rather than task-oriented and hierarch-oriented culture, in order to foster harmonious empowerment among nurses at all levels.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.1
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• pp.1031-1040
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• 2021

The purpose of this research is to analyze the influence of job enrichment and empowerment on organizational commitment. In addition, the role of work motivation and job satisfaction in mediating the influence of job enrichment and employee empowerment on organizational commitment has also been examined in this study. The sample population consists of all the employees in the regional office of DJKN Bali and Nusa Tenggara, who hold executive positions and have served the office for ≥ 4 years. This study adopts the second-order Partial Least Square (PLS) model and the Smart PLS Version 3.0 program which is used as the analysis tool. The results revealed that: job enrichment has a significant influence on organizational commitment; employee empowerment has an insignificant influence on organizational commitment; work motivation and job satisfaction partially mediate the influence of job enrichment on organizational commitment; work motivation and job satisfaction fully mediate the influence of employee empowerment on organizational commitment. The findings can be used as organizational considerations in developing policies related to job enrichment and employee empowerment, which is expected to motivate and provide satisfaction for employees and improve their organizational commitment.

• Journal of Distribution Science
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• v.20 no.5
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• pp.129-135
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• 2022

Purpose: This study aims to establish the effects of psychological empowerment on retail sales employees. It further investigates how psychological empowerment can be used to mitigate the factors that affect sales workers in addition to meeting the feelings and emotional wellbeing of sales workers to improve their productivity and the success of their organizations. Research design, data, and methodology: The current author conducted SPSS statistical analysis program to gauge the statistical association between two main constructs (Psychological Empowerment and Job performance) using 217 respondents. The main statistical tool was selected by a multiple regression methodology. Results: The statistical test from the analysis is presented in the finding section and shows that β values and P-values are greater than 0 and less than 0.05 respectively and thus, this research could reject null hypotheses which mention that psychological empowerment cannot be associated with job performance. Conclusions: All in all, this research could conclude that it will improve the attitudes of retail sales workers towards their job, making them self-committed to the tasks assigned through significant psychological empowerment factors. The retention of these workers would be enhanced because they would attain job satisfaction through a positive perception of the tasks assigned to them.

• 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.