• Journal of Korean Biological Nursing Science
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• v.24 no.2
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• pp.113-121
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• 2022

Purpose: The purpose of this study was to identify influence of health behavior in patients with coronary artery disease. Methods: A cross-sectional descriptive design included 150 patients treated with percutaneous coronary intervention in S hospital in S city. Data were collected by using self-questionnaires July 5-August 26, 2021 and were analyzed by descriptive statistics, t-test, ANOVA, Scheffé test, Pearson's correlation coefficients, and multiple regression with SPSS 23.0. Results: Factors significantly influencing health behavior in patients with coronary artery disease were health empowerment (β = .48, p< .001), and post-traumatic growth (β = .20, p= .013). The explanatory power of related variables was 39%. Conclusion: Based on the this study, it was found that health empowerment and post-traumatic growth had a significant effect on the health behavior of patients with coronary artery disease. Thus, it is necessary to promote the health behavior of patients with coronary artery disease through the development of intervention programs to improve health empowerment and post-traumatic growth.

• Research in Community and Public Health Nursing
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• v.12 no.2
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• pp.317-328
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• 2001

The purposes of this study were to develop the empowerment education program, to describe the experiences of diabetes patient's empowerment process and to develop a theoretical model of the diabetes patient's empowerment process. Method 1. : The development of the empowerment program for the diabetes patients: The strategies of the empowerment education program were enhancement of problem - solving, decision making, self-efficacy, self-control. participation and mutual support. Method 2. : According to the grounded theory methodology of Strauss and Corbin, the qualitative data was collected with in depth interviews and participants observations until its saturation when the 25 consented subjects were participating and interacting with the other subjects in the empowerment education program. Results: With the analysis of the data, 29 categories were generated. The core category generated, which was a central phenomenon of the empowerment process, was named powerlessness. The intervening conditions facilitating or impeding the empowerment process were discovered as supportive systems through the participation of group meeting, problem solving dialogue, and the knowledge deficit of self-care. The action/interaction strategies were developed as the paricipating, dialoguing, questioning, supporting system, self-controlling, self efficacy, enhancing self-esteem. stress relaxing and instillation of hope.

• Journal of Korean Academy of Nursing Administration
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• v.19 no.5
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• pp.599-612
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• 2013

Purpose: To synthesize and identify the studies that delineated the relationship between empowerment and job satisfaction in clinical nurses in Korea. Methods: Electronic databases were searched, including KmBase, KoreaMed. riss4u, National Assembly Digital Library and National Discovery for Science Leaders (NDSL) The search terms included nurse, satisfaction and empowerment. Only papers published in Korean were included. Results: Twelve studies, from 156 references screened, were included the final analysis. All studies were non-experimental and used correlational analysis. A significant positive relationship between structural or psychological empowerment and job satisfaction was found. Older nurses with longer clinical experience and higher education background were more likely to have high level of structural and psychological empowerment and job satisfaction. Conclusion: The study results indicate that to produce an empowering work environment, nurse managers have to create a supportive organizational culture, and provide access to resources and opportunity as well as to strengthen emotional support.

• 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 Korean Academy of Nursing Administration
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• v.8 no.2
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• pp.249-259
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• 2002

Purpose: This study was to identify the relationship between transformational leadership of nurse managers and autonomy, empowerment of nurses. Method: The subjects were 468 nurses and 19 head nurses were working at the 3 general hospitals in seoul. The data were collected from July 6 to September 14, 2001 by the structured questionnaires. For data analysis, descriptive statistics, ANOVA, Pearson correlation coefficient, and stepwise multiple regression with SAS package were used. Result: 1) 'Autonomy' and 'Empowerment' were positively related to 'Total Transformational Leadership', 'Charisma', 'intellectual stimulation', 'individual consideration'($r=.18{\sim}24$, $r=.26{\sim}36$, p<.001). 2) 'Transformational leadership' showed a significant difference according to major field of practice(F=4.47, p<.001). 3) 'Autonomy' showed a significant difference according to age, education level, total numbers of years in nursing practice, and position in present(F=3.68, 3.27, 3.13, 4.34, p<.05). 4) 'Empowerment' showed a significant difference according to age, marital status, education level, major field of practice, total numbers of years in nursing practice, and position in present(F=16.02, t=9.04, F=6.97, 1.86, 15.71, 11.38, p<.05). 5) As a result of regression analysis, the key determinants of 'autonomy' were 'Charisma' and this explained 10.61% of the total variance of it. And the key determinants of 'empowerment' were 'intellectual stimulation' and this explained 16.01% of the total variance of it.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.5
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• pp.2304-2314
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• 2013

The purpose of this study is to explore the relationships between the empowerment, nursing performance, job satisfaction and turnover intention of long-term care hospital nurses. The subjects were 258 nurses at a long-term care hospital in B and U city. The data were collected from November 23, 2012 to January 21, 2013. Data were analyzed by SPSS win 20.0 program. The mean score of empowerment was 3.22, nursing performance was 3.78, job satisfaction was 3.25 and turnover intention was 2.87. Empowerment was correlated with nursing performance and job satisfaction positively, but correlated with turnover intention negatively. As a result of multiple regression, empowerment has 50.3% of the explanatory power on job satisfaction, 13.4% on nursing performance, and 21.9% on turnover intention. The significant predictive factors of nursing performance and job satisfaction were information and support in empowerment. In addition, turnover intention was resources in empowerment. These results suggest that empowerment improvement programs should be focused on developments to improve the quality of nursing.

• Journal of Korean Academy of Nursing Administration
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• v.5 no.1
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• pp.39-61
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• 1999

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 questionaires 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 Duncan test according to the various purposes of the analysis. The main results of this study are as follows : 1. The mean score of four structural empowerment factors are ranked by support, opportunity, resource, and information. And among the four job-related personal charateristics self-efficacy factor shows 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 (r=.09). 2) The 'information' factor is correlated with 'organizational commitment' (r=.44), 'motivation' (r=.39), 'burnout' (r=-.24), and 'self-efficacy' (r=.17), 3) The 'support' factor is correlated with 'organizational commitment' (r=.47). 'motivation' (r=.42), 'burnout' (r=-.24), and 'self-efficacy (r=.20), 4) The 'resource' factor is correlated with 'burnout' (r=-.28), 'organizational commitment' (r=.26), and 'motivation' (r=.26), 3. The job performance are correlated with 'motivation' (r=.24) , 'self-efficacy' (r=.16), 'burnout' (r=-.16) and 'organizational commitment' (r=.12), 4. The job performance are correlated with' support' (r=.17), 'information' (r=.12) 'opportunity' (r=.10), 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 personal charateristics 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.

• Women's Health Nursing
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• v.14 no.1
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• pp.20-27
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• 2008

Purpose: This study was conducted to evaluate the relationship between breastfeeding empowerment and self-confidence in the maternal role of breastfeeding mothers. Method: Breastfeeding empowerment was measured on a scale of 5 developed by Kim & Park(2004), while self-confidence was measured on a scale of 4 by Lederman et al.(1981). Data was collected during a Breastfeeding Infant Contest held in September 2006 and 2007 in Changwon-si, Gyeongsangnam-do. The subjects were 278 breastfeeding mothers. The collected data was processed with the SPSS win 12.0 version. Result: Breastfeeding empowerment scored 4.21 on average (5.0 full score). The score showed a statistical difference only in breast milk quantity and breastfeeding knowledge. On the otherhand self-confidence in the maternal role showed a statistical difference only in breastfeeding frequency and know ledge. Self-confidence in the maternal role showed a statistically significant relationship with breastfeeding skill(${\gamma}=0.50$), with breastfeeding will(${\gamma}=0.45$), with adherence to exclusive breastfeeding(${\gamma}=0.35$) and with group empowerment(${\gamma}=0.39$). Conclusion: The positive relationship between breastfeeding empowerment and self-confidence in the maternal role implies that breastfeeding empowerment may be utilized to promote self-confidence in the mother's role.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.7
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• pp.93-101
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• 2019

The purpose of this study is to identify the control effect of empowerment from the effect to the task satisfaction of the nursing staff of the manager of followership, to study the relationship between the followership of nursing manager, task-satisfaction and empowerment that the nurse recognized. The data collection was conducted for nurses working at four general hospitals with 500 beds or more in Jeollanam-do from March 2 to March 17, 2019. The data were analyzed with the general characteristics of the subjects, and the degree of measurement variables were determined by frequency analysis and technical statistical analysis. The differences in the relevant factors according to the general characteristics were analyzed by t-test and ANOVA, and the correlation and multicollinearity among the measurement variables were analyzed as Pearson's correlation coefficiency, and Moderator regression analysis was performed to verify the adjustment effect of the empowerment. The results of the study showed significant results nursing managers' followership, empowerment and job satisfaction by the educational level. In addition, difference from work experience has shown statistically significant differences in job satisfaction. It has been shown that there is a static correlation between the followership of nursing manager that the subject recognized, empowerment and task satisfaction, the influence between followership and job satisfaction has been found to act as adjustment variables on empowerment. The conclusion of this study is meaningful in that it has verified its influence by applying recently emerging followership to nursing field. From now on, extensive research is important for the members to develop the leadership of members and followership.

• Journal of Korean Academy of Nursing Administration
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• v.7 no.1
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• pp.65-84
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• 2001

This descriptive study was designed to find out the relation between nurses' perceptions of job-related empowerment, job satisfaction and organizational commitment. The data was collected from 390 staff nurses in a tertiary hospital located in Seoul during the period of 2 weeks from October 6 to October 19, 2000 by means of structures questionnaire. Five instruments were used in this study included the Job Activity Scale(Laschinger et al., 1994, 1999), the Organizational Relationship Scale(Laschinger et al., 1994, 1999), The Conditions of Work Effectiveness Questionnaire(Chandler, 1986), the Minnesota Satisfaction Questionnaire(Weiss et al., 1967) and the Organizational Commitment Questionnaire(Mowday et al., 1979). The results were summarized as follows: 1) The mean of the CWEQ was 49.56percentile, and the support was perceived higher(56 percentile) than the other subscales, opportunity, information and resources. The mean of the MSQ was 49.4 percentile and the OCQ was 54.02 percentile. 2) Nurses' perception of job related empowerment was significantly related to job satisfaction(r=.650, p<.001), and organizational commitment(r=.458, p<.001). And the job satisfaction was related significantly to organizational commitment(r=.426, p<.001). Job satisfaction(r=.583, p<.001) and organizational commitment(r=.426, p<.001)have higher relation with the opportunity subscales of the CWEQ than the others. 3) The significant difference was found in the nurses' perception of the empowerment, job satisfaction and organizational commitment according to the age group, length of nursing career and ward. 4) Results of the stepwise multiple regression shows that the nurses' perception of the empowerment and organizational commitment explained 52% of job satisfaction, and also, the nurses' perceptions of the empowerment and job satisfaction explained 35% of organizational commitment. In conclusion, nurses' perception of the empowerment, job satisfaction and organizational commitment have a strong relationship. The finding suggests the importance of the empowering nurses to increase job satisfaction and organizational commitment.