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Kim, Won, Kang, and Shin: The Relationship among Nurses' Perception of Super-leadership, Self-leadership and Organizational Commitment
Original Article

Journal of Korean Academy of Nursing Administration 2016; 22(2): 148-157.

Published online: 31 March 2016

DOI: https://doi.org/10.11111/jkana.2016.22.2.148

The Relationship among Nurses' Perception of Super-leadership, Self-leadership and Organizational Commitment

In Sook Kim1, Seon Ae Won2, Sun Joo Kang3, Sun Mi Shin4

1College of Nursing · Kimmoim Nursing Research Institute, Yonsei University, Korea.

2The Graduate School of Yonsei University, Korea.

3School of Nursing, Cheju Halla University, Korea.

4Department of Nursing, Joongbu University, Korea.

Corresponding author: Won, Seon Ae. College of Nursing, Yonsei University, 50-1 Yonsei-ro, Seodaemun-gu, Seoul 03722, Korea. Tel: +82-70-8623-0977, Fax: +82-2-392-5440, sweetterrace@gmail.com

Received 19 October 2015       Revised 28 December 2015       Accepted 22 February 2016

Copyright © 2016 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 designed to assess the level of super-leadership and self-leadership, identify correlations among variables and identify the factors influencing organizational commitment of clinical nurses.

Methods

Participants were 217 nurses working in four hospitals located in Seoul and Gyeonggi Province. Data were analyzed using descriptive statistics, independent t-test, one way ANOVA, Scheffé test, Pearson Correlation, and Multiple Regression.

Results

The most influential factor for organizational commitment was super-leadership (β=.28, p<.001), followed by education (β=.16, p=.007), the number of unit nurses (β=-.18, p=.003), self-leadership (β=.17, p=.008), and the number of patients being under 10 (β=.12, p=.046). These factors accounted for 23% of the variance in organizational commitment (F=13.46, p<.001).

Conclusion

The results of this study suggest a need for strategies to improve organizational commitment of nurses by enhancing nurse' self-leadership through nursing managers' super-leadership.

Keywords: Super-leadership, Self-leadership, Organizational commitment

Figures and Tables

Table 1

General Characteristics (N=217)

jkana-22-148-i001

*Month.

Table 2

Level of Super-leadership, Self-leadership, and Organizational Commitment (N=217)

jkana-22-148-i002
Table 3

Differences in Super-leadership, Self-leadership and Organizational Commitment according to Characteristics of Participants (N=217)

jkana-22-148-i003
Table 4

Correlations among Super-leadership, Self-leadership, and Organizational Commitment (N=217)

jkana-22-148-i004
Table 5

Factors Influencing Organizational Commitment by Multiple Regression (N=217)

jkana-22-148-i005

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