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Choi, Kim, and Kim: Effects of Empowerment and Job Satisfaction on Nursing Performance of Clinical Nurses
Original Article

Journal of Korean Academy of Nursing Administration 2014; 20(4): 426-436.

Published online: 30 September 2014

DOI: https://doi.org/10.11111/jkana.2014.20.4.426

Effects of Empowerment and Job Satisfaction on Nursing Performance of Clinical Nurses

Ji-Yeon Choi1, Eun-Kyung Kim2, Se Young Kim3

1Eulji University Hospital, Korea.

2Department of Nursing, Chungbuk National University, Korea.

3Department of Nursing, Changwon National University, Korea.

Corresponding author: Kim, Eun-Kyung. Department of Nursing, Chungbuk National University, 52 Naesudong-ro, Heungduk-gu, Cheongju 361-763, Korea. Tel: +82-43-249-1730, Fax: +82-43-249-1711, kyung11@chungbuk.ac.kr

Received 26 May 2014       Revised 14 July 2014       Accepted 13 August 2014

Copyright © 2014 Korean Academy of Nursing Administration

(open-access):

This is an open access article distributed under the terms of the Creative Commons Attribution Non-Commercial License (http://creativecommons.org/licenses/by-nc/3.0/), which permits unrestricted non-commercial use, distribution, and reproduction in any medium, provided the original work is properly cited.

Abstract

Purpose

This study was conducted to identify factors that affect nursing performance; Those factors are personal characteristics, sub-categories of empowerment and job satisfaction of clinical nurses.

Methods

Data were collected from November 24, 2012 to March 11, 2013, and participants were 451 hospital nurses in 6 hospitals. Descriptive statistics, t-test, one-way ANOVA, Pearson correlation coefficient, and stepwise multiple regression were used for data analysis.

Results

Nurses who were older, married, highly educated, in the position of charge nurse, and with longer clinical careers showed relatively higher empowerment, higher job satisfaction, and higher nursing performance than others. Also, there were strong correlations between nursing performance and empowerment (r=.576)/job satisfaction (r=.617). Factors predicted nursing performance were relationship with coworkers (β=.398), duty (β=.181), promotion system (β=.134), and turnover intention (β=-.109). Factors predicting job satisfaction were competency of empowerment (β=.249), and clinical career (β=.151). These 6 factors explained 55.2% of the variance in nursing performance (F=93.37, <.001).

Conclusion

Regarding human resource management, relationship with co-workers is a changeable factor. Therefore nursing organizations should apply these factors in human resource management to enhance nursing performance and achieve organizational goals.

Keywords: Nurses, Empowerment, Job satisfaction, Nurses performance evaluation

Figures and Tables

Table 1
Comparison of Empowerment, Job Satisfaction, and Nursing Performance by Characteristics of Participants (N=451)
jkana-20-426-i001

UH=University hospital; GH=General hospital; ICU=Intensive care unit; ER=Emergency room.

Table 2
Analysis of Empowerment, Job Satisfaction and Nursing Performance (N=451)
jkana-20-426-i002
Table 3
Correlation Coefficient by Sub Scales of Empowerment, Job Satisfaction, and Nursing Performance (N=451)
jkana-20-426-i003

E=Empowerment; JS=Job satisfaction; P=Nursing performance; M=Meaning; C=Competence; SD=Self-determination; I=Impact; D=Duty; SV=Supervision; SL=Salary; PM=Promotion; CR=Coworker relationship; O=Organization; T=Turnover; IN=Independent nursing; ID=Interdependent duty; PR=Personal relationship.

*p<.01

Table 4
Factors Affecting Nursing Performance (N=451)
jkana-20-426-i004
Table 5
Factors Affecting Sub-Categories of Nursing Performance (N=451)
jkana-20-426-i005

*p<.01; **p<.001.

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