• Title, Summary, Keyword: Empowerment Leadership

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Relationships of Nursing Professionalism, Self-Leadership and Empowerment of Nursing Students (간호대학생의 간호전문직관, 셀프리더십, 임파워먼트와의 관계)

  • Kim, Eun-Hee
    • Journal of Korean Clinical Health Science
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    • v.4 no.1
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    • pp.532-541
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    • 2016
  • Purpose. The purpose of this study was to investigate the relationship between nursing professionalism, self-leadership, and empowerment in nursing students. Methods. The participants were 226 nursing students. Data collected from November to December 2015 were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficients. Results. The mean scores for nursing professionalism ($3.03{\pm}0.41$), self-leadership($3.04{\pm}0.35$), and empowerment($3.13{\pm}0.46$) were above average. nursing professionalism was significantly different according to health concern motivating for nursing. self leadership was significantly different according to grade, religion. empowerment was significantly different according to grade, health concern motivating for nursing. Significant correlations were found between nursing professionalism and self-leadership, nursing professionalism and Empowerment. Conclusions. The results indicate that there is a need to improve nursing professionlism, self leadership, and Empowerment. The above mentioned results should be reflected in the development of effective teaching methods for nursing education program.

The Relationship between Leadership, Empowerment, and Nursing Performance (리더십 ${\cdot}$ 임파워먼트 ${\cdot}$ 간호업무성과간의 관계)

  • Bak, Won-Sook
    • Journal of Korean Academy of Nursing Administration
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    • v.8 no.2
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    • pp.335-346
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    • 2002
  • Purpose: This study is to analyze the relationship between leadership, empowerment, organizational commitment, and nursing performance. Method: The method of the study is the establishment of the analytical framework of the theoretical model and the hypotheses for the empirical survey, analysis of the data collected by the empirical survey, and the provision of a revised model explaining more clearly the causal relationship between variables. Result: Transformational leadership has greater influence on empowerment and nursing performance than transactional leadership. Self determination and impact of empowerment factors greatly influence on organizational commitment, competence and impact significantly influence on nursing performance, and organizational commitment is closely related to the general nursing affair, the human relationship, and the job as an organizational member. Transactional and transformational leadership, in provision of the revised model by verification of goodness-of-fit of the hypothetical model, affects all parts of nursing performance by intervening competence and self determination of empowerment factors. Especially, transactional leadership directly influences on nursing performance without intervening the empowerment factor. Conclusion: The conclusion of the study is transformational leadership exerts a more positive influence on empowerment, organizational commitment, and nursing performance than transactional leadership.

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A Study on the Effects of Transformational Leadership on the Empowerment and Organizational Effectiveness in University Libraries (대학도서관의 변혁적 리더십이 사서들의 임파워먼트(Empowerment)와 조직유효성에 미치는 영향)

  • Lee, Eun-Chul;Baek, In-Hwa
    • Journal of the Korean Society for Library and Information Science
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    • v.44 no.2
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    • pp.139-156
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    • 2010
  • The purpose of this study is to examine how the transformational leadership of university library managers affected the empowerment of university librarians and their organizational effectiveness. In this study, we examined the impact of transformational leadership on empowerment, and the impact of empowerment on organizational effectiveness. We then examined the mediating role of the empowerment between the transformational leadership and organizational effectiveness. Empirical results are as follows: empowerment and organizational effectiveness are significantly influenced by transformational leadership, organizational effectiveness is significantly influenced by empowerment, and the impact of transformational leadership on organizational effectiveness is mediated by empowerment.

The Effect of the Transactional Leadership and Transformational Leadership on Team Empowerment and Performance (거래적·변혁적 리더십이 팀 임파워먼트 및 성과에 미치는 영향)

  • Lee, Sung-Chul;Kim, Hong
    • Fashion & Textile Research Journal
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    • v.10 no.6
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    • pp.936-946
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    • 2008
  • The purpose of this study is to analyze whether transactional leadership and transformational leadership have an effect on team empowerment and performance. To this end, a survey was conducted from August 1 to 30 in 2008, among team members of fashion companies. The data was collected with 586 subjects, the statistical analysis methods were frequency analysis, reliability analysis, factor analysis and multiple regression analysis. The results of this study were as follows; First, contingent reward of transactional leadership had an effect on team empowerment factors and team performance factors. Second, charisma, individualized consideration and intellectual stimulation of transformational leadership had an effect on team empowerment factors and team performance factors. Third, team potency, team autonomy and team meaning of team empowerment had an effect on team performance factors.

A Study on the Effects of Transformational and Transactional Leadership of Middle Managers on the Empowerment of University Librarians in Korea (대학도서관 상사의 변혁적.거래적 리더십이 사서직원의 임파워먼트에 미치는 영향)

  • Sohn, Jung-Pyo;Ha, Jung-Ran
    • Journal of Information Management
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    • v.38 no.2
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    • pp.85-104
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    • 2007
  • This study is to analyze impacts that the transformational and transactional leadership of middle managers at university libraries affects the empowerment of university librarians and to suggest future directions of leadership development aimed at improving the empowerment of university librarians. The results of this study are summarized as follows: The transformational and transactional leadership showed a positive effect on empowerment in university librarians. The most influential factors of transformational leadership on the empowerment factors showed 'individualized consideration’ on the three empowerment factors except 'impact’ and 'individualized consideration’ and 'intellectual stimulation’ on the 'impact’ of empowerment. And the most influential factors of transactional leadership on the empowerment factors showed 'contingent reward’. The transformational leadership showed a greater relative impact on empowerment when compared with the transactional leadership.

A Study on the Impact of Servant Leadership Affecting Creativity : The Mediating Effect of Empowerment (서번트 리더십이 창의성에 미치는 영향에 관한 연구 : 임파워먼트 매개효과)

  • Jang, Eun-Hye;Lee, Kwang-Hee;Jang, Eun-Young;Gwak, Hyeon-Geun
    • Journal of the Society of Korea Industrial and Systems Engineering
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    • v.37 no.1
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    • pp.104-114
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    • 2014
  • The purpose of this study is to verify not only the impact of servant leadership affecting creativity but the mediating effect of empowerment. Creativity refers to the production of novel and useful ideas by an individual or by a group of individuals working together [2]. A survey was conducted by 301 employees. This study used the structure equation model which treated the servant leadership as independent variable and creativity as criterion variables. Empowerment was supposed as mediating variable of these relationships. As a result of this study, servant leadership had positive influence on empowerment. Empowerment had positive influence on creativity. Also servant leadership had positive effect on creativity at first, but it did not have a direct effect on creativity when empowerment was considered. These mean that empowerment is complete mediation variable because servant leadership no longer affects creativity after empowerment has been considered. Several implications, limitations and directions for future research were discussed.

Directors' Leadership and Teachers' Empowerment and Job Satisfaction in Child Care Centers (시설장의 리더십과 보육교사의 임파워먼트와 직무만족도)

  • Kim, In-Ja;Boo, Jung-Min
    • Journal of the Korean Home Economics Association
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    • v.47 no.2
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    • pp.27-37
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    • 2009
  • This study investigated the leadership skills of directors in addition to empowerment and Job satisfaction of teachers in Child Care Centers. The participants were 446 teachers who worked in early childhood educational institutes across Jeju province. The results were as following.: Firstly, transformational leadership significantly affected empowerment. However, individual consideration and transactional leadership from transformational leadership did not significantly affect empowerment. Secondly, individual consideration and intellectual stimulation from transformational leadership had a significant effect on job satisfaction. Also, reward for performance and exceptional management from transactional leadership had a significant effect on the job itself, the relationship, the working environment, and salary package among sub-variables in job satisfaction.

A Study on Empowerment Related Factors of Clinical Nurses (임상간호사의 임파워먼트 관련요인에 관한 연구)

  • Kim, Eun-Sil;Lee, Myung-Ha
    • Journal of Korean Academy of Nursing Administration
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    • v.7 no.1
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    • pp.145-163
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    • 2001
  • 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 from 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 transformational leadership showed an positive correlation with empowerment(r=.304, p=.00). Regression coefficient between transformational leadership and empowerment was significant(${\beta}=.326$, p=.00), However, there was no a correlation between equity of rewards and empowerment. 2. The general characteristics of nurses were significant differences with empowerment. As for position, age, working experience, and education background showed significant difference with empowerment(F=10.979, 11.224, 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 organization commitment was significant(${\beta}=.365$, 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 perceived. On the contrary, the higher their empowerment level, the lower their turnover intention. Therefore, in order to increase nurses' organization commitment and decrease their turnover intention, their empowerment should be increase. And it is necessary to develop the transformational leadership of head nurses so as to increase empowerment.

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The Relationship between the Leadership of Child Care Center Director and the Empowerment of Child Care Teachers (보육시설장의 리더십과 보육교사의 임파워먼트와의 관계)

  • Moon, Hee
    • Korean Journal of Human Ecology
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    • v.19 no.5
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    • pp.795-803
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    • 2010
  • This study sought to determine the mediating effect of followership in the relationship between the leadership of child care center director and empowerment as perceived by child care teachers. Data were collected from 294 child care teachers in child care centers located in four cities labeled A, B and C through a structured questionnaire. To describe data the Pearson's correlation coefficient and multiple regression analysis were computed. The level of child care center director's leadership which child care teacher perceived was 3.64 points in a scale of 5 points, child care teacher's empowerment was 3.50 points in a scale of 5 points and followership was 3.30 points in a scale of 5 points. COMMENT A positive correlations were found between leadership, empowerment and followership. Followership was shown to be a mediating variable between child care teachers' perceptions of leadership and empowerment. Furthermore, results also showed a strong relationship between the leadership of child-care center director and the child-care teachers' followership and empowerment, thus implying that the child-care teachers' followership is very important to increase the empowerment.

The Structural Relationship between Director's Servant Leadership, Teacher's Empowerment and Organizational Cynicism Affecting on Teacher's Organizational Commitment at Kindergartens and Child Care Centers (육아지원기관 교사의 조직몰입에 영향을 미치는 원장의 서번트 리더십과 교사의 조직 냉소주의, 임파워먼트 간의 구조적 관계)

  • Ye, Nam-Hee;Min, Ha-Young
    • Korean Journal of Child Studies
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    • v.35 no.3
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    • pp.119-135
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    • 2014
  • The purpose of this study was to investigate the structural relationships between of kindergartens and child care centers director's servant leadership, teacher's organizational cynicism, empowerment, and organizational commitment. The subjects for this study were 760 teachers of kindergartens and child care centers located in Daegu, Kyoungbuk and Ulsan district. The data collected were analyzed by means of AMOS 19.0. The results indicated that 1) The director's servant leadership, teacher's empowerment and organizational cynicism have a direct influence on organizational commitment. 2) The director's servant leadership directly influences teacher's empowerment and organizational cynicism. 3) The director's servant leadership indirectly influences teacher's empowerment and organizational cynicism in terms of the level of organizational commitment.