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Park, Lee, and Lee: Mediating Effects of Self-leadership in the Relationship between Public Health Nurses’ Organizational Culture and Their Job Performance
Original Article

J Korean Acad Community Health Nurs 2017;28(1):23-33.

Published online: 12 March 2017

DOI: https://doi.org/10.12799/jkachn.2017.28.1.23

Mediating Effects of Self-leadership in the Relationship between Public Health Nurses’ Organizational Culture and Their Job Performance

Nam Hee Park1, Kyung Jo Lee2, Sang Ju Lee3

1Department of Nursing, Inje University, Busan, Korea

2Busan Meropolitan City, Health Promotuin Division, Busan, Korea

3Department of Nursing, Dong-eui Institute of Technology, Busan, Korea

Corresponding author: Lee, Sang Ju Department of Nursing, Dong-eui Institute of Technology, 54 Yangji-ro, Busanjin-gu, Busan 47230, Korea. Tel: +82-51-860-3282, Fax: +82-51-860-3484, E-mail: sangju01@dit.ac.kr

Received 11 November 2016       Revised 25 January 2017       Accepted 26 February 2017

Copyright © 2017 Korean Academy of Community Health Nursing

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

The purpose of this research is to enhance organizational competitiveness of health centers as well as private medical institutions serving as public health and medical institutions. It tries to help them to cope with the requirements from health consumers, to enhance public health nurses’ job performance,

Methods

After verifying the reliability of the tool, confirmatory factor analysis was used to detect a model, in which valid path coefficients exist among variables. The detected model was then selected as the subject and its validity was verified. Finally, a structural equation model was applied to verify whether the estimate was suitable for the purpose of this research.

Results

As for the nursing organizational culture, the public health nurses considered relation-oriented culture the most desirable. As for the self-leadership, they considered self-compensation the most desirable. It was found that mediating effects of self-leadership was partially significant.

Conclusion

To enhance job performance, it is necessary to make a transition from the organizational culture to the relation-oriented culture and it is also necessary to develop a program capable of reinforcing self-leadership. In addition, it is necessary to conduct a research to verify whether such a developed self-leadership program is influential on job performance enhancement.

Keywords: Organizational culture, Job performance, Public health nurse

References

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Figure 1.
Structural equation modeling using modified data.
jkachn-28-23f1.tif
Table 1.
Self-leadership and Work Performance according to Participants' Characteristics (N=189)
Characteristics Categories n (%) Self-leadership
 Work performance
M±SD t or F (p) Duncan M±SD t or F (p) Duncan
Age (year) 20~29 38 (20.1) 62.74±9.09 5.16 c, a, b＜d 35.92±3.31 4.44 c＜a, d＜b
30~39 70 (37.0) 64.59±9.77 (.002) 37.81±4.38 (.005)
40~49 41 (21.7) 61.00±11.29 35.00±4.56
50~59 40 (21.2) 69.10±8.41 37.33±4.60
Education status Diploma 37 (19.6) 62.57±10.41 4.17 a, b＜c 35.86±4.76 1.60
BSN 131 (69.3) 64.00±9.98 (.017) 36.76±4.01 (.204)
MSN 21 (11.1) 70.05±8.00 38.00±5.77
Religion Christian 124 (65.6) 62.90±10.13 5.85 a, b＜c 36.19±4.36 3.85 a, b＜c
Catholic 21 (11.1) 64.00±10.28 (.003) 36.52±5.19 (.023)
Buddhism 44 (23.3) 68.77±8.49 38.30±3.75
Marital status Married 78 (42.2) 61.83±10.23 5.30 a, c＜b 35.97±3.98 4.72 a, c＜b
Single 101 (54.6) 66.58±9.77 (.006) 37.43±4.63 (.010)
Etc. 6 (3.2) 61.67±6.77 33.00±2.86
Position 8 grade 60 (31.7) 62.55±9.01 1.88 35.75±3.42 2.13
7 grade 66 (34.9) 63.97±10.85 (.134) 37.48±4.92 (.098)
6 grade 55 (29.1) 66.27±10.43 36.60±4.30
5 grade 8 (4.2) 68.75±3.15 38.50±5.92
Unit Administrative 31 (16.4) 68.13±9.01 1.764 36.16±4.49 2.25
Business unit 129 (68.3) 63.63±9.97 (.156) 37.11±4.31 (.084)
Medical 24 (12.7) 63.54±11.40 36.25±4.67
Etc. 5 (2.6) 65.00±8.39 32.40±2.07
work experience (months) 1~120 104 (55.0) 63.38±9.40 10.34 b, a＜c 37.10±4.21 3.11 b＜a, c
121~240 40 (21.2) 60.95±11.91 (＜.001) 35.20±4.70 (.047)
>240 45 (23.8) 69.80±7.42 37.20±4.32
Table 2.
Pearson Correlation Coefficients for Organizational Culture, Self-leadership and Work Performance (N=189)
Variables Categories Organization culture
 Self-leadership Work performance
Relation-oriented Innovation-oriented Hierarchy-oriented Tesk-oriented
Grup level Relation-oriented 1
Innovation-oriented .48 (＜.001) 1
Hierarchy-oriented .24 (.001) .66 (＜.001) 1
Task-oriented .55 (＜.001) .64 (＜.001) .51 (＜.001) 1
Individual level Self-leadership .47 (＜.001) .51 (＜.001) .34 (＜.001) .42 (＜.001) 1
Work performance .37 (＜.001) .41 (＜.001) .25 (.001) .32 (＜.001) .50 (＜.001) 1
Table 3.
Variables Defined by Exploratory Factor Analysis (The Rotation Matrix Components)
Variables New variables
SLR1 OCR1 WPR1 OCR2 WPR2 OCR3 SLR2 SLR3 SLR4 OCR4
SL3 .82 .16 .18 -.09 -.06 .13 .08 .10 .11 .05
SL2 .77 .15 .11 -.01 .04 .23 -.05 .01 .12 -.07
SL1 .76 -.01 .04 .16 -.07 .06 .01 .02 .22 .04
SL7 .64 .13 .18 .19 -.05 .23 .03 .27 .13 .10
SL9 .63 .30 .20 .21 .06 .10 .14 .22 .07 .07
SL17 .62 .21 .26 .05 .14 -.08 .24 .23 -.24 .01
SL18 .61 .13 .36 .15 .23 .07 .14 .19 -.21 -.16
SL5 .60 .02 .27 .08 .15 -.06 .19 .09 .55 -.12
SL8 .56 .12 .19 .21 .16 .06 .00 .19 .11 .32
SL10 .53 .08 .30 .14 .16 .08 .30 .29 .11 -.03
OC20 .19 .82 .08 .15 -.07 .07 .03 .13 -.13 .04
OC19 .18 .78 .11 .14 .09 .04 .13 .09 .02 .02
OC18 .01 .77 .16 .23 .23 .10 .04 .11 .06 .11
OC13 .18 .66 .10 .26 .10 .12 .00 .04 .24 .14
OC10 .27 .54 .05 .39 .11 .36 .04 .16 .04 -.10
OC15 -.09 .36 .08 .11 .00 .34 .16 .26 -.23 .25
WP6 .22 .04 .80 .18 -.04 -.02 .08 -.13 -.18 .01
WP3 .04 .04 .79 .05 -.06 .10 .15 .11 .24 -.17
WP4 .23 .07 .74 .16 -.03 .06 .04 .01 .10 .18
WP1 .20 .11 .71 .13 .18 .07 .03 .14 .01 .02
WP2 .18 .28 .66 .19 .04 .04 .02 .18 .05 -.10
WP5 .27 .09 .59 .14 .17 .00 .25 .20 .16 .17
OC3 .01 .36 .17 .75 -.03 .00 .12 .02 .00 .09
OC4 .00 .13 .15 .73 -.07 -.02 .17 .15 .14 .04
OC2 .26 .00 .12 .67 .15 .17 .11 .12 -.04 .01
OC5 .02 .30 .15 .67 -.07 -.02 -.01 .06 .07 -.09
OC1 .33 .15 .26 .66 .10 -.09 .05 .23 -.05 -.14
OC17 .11 .56 .00 .57 -.03 .12 .05 -.09 -.01 .11
OC6 .00 .50 .12 .55 .08 -.11 .22 -.01 .05 -.04
WP10 .05 .09 .03 .03 .91 .02 .04 .02 -.05 .00
WP7 .09 .03 .16 .01 .89 .12 -.02 -.01 .03 .05
WP9 .01 .07 -.18 -.04 .87 -.05 .03 -.01 .03 -.09
WP8 .03 .08 .14 .04 .87 .13 -.01 .06 .13 .08
OC9 .01 -.09 -.01 .04 .12 .80 -.13 .17 -.02 .10
OC16 .15 .04 -.03 -.12 .06 .71 .09 -.15 -.16 .13
OC8 .15 .23 .21 .10 -.04 .71 .13 .05 .09 -.10
OC14 .17 .30 .04 -.02 .02 .60 .08 -.10 .30 .33
OC7 .16 .38 .01 .13 .10 .47 .21 .22 -.19 -.28
OC11 .19 .42 .16 .05 .22 .46 .09 .19 .08 .13
SL14 .12 .16 .15 .10 .06 .04 .91 .03 .06 .01
SL13 .08 .08 .08 .09 .02 .02 .89 .13 .01 -.11
SL15 .12 .03 .11 .15 -.06 .09 .86 .08 .10 .09
SL11 .34 .16 .14 .19 -.03 .04 .06 .80 .15 .03
SL12 .25 .19 .13 .13 .09 .06 .21 .79 .14 -.08
SL16 .47 .10 .13 .09 -.03 .06 .09 .60 -.31 .25
SL4 .46 .02 .15 .13 .08 .02 .19 .09 .69 .20
SL6 .39 .18 .20 .07 .13 -.09 .15 .26 .54 .01
OC2 .06 .19 -.02 -.05 .02 .23 -.03 .04 .05 .83

SL=self leadership; SLR=self leadership reverse; OC=organization culture; OCR=organization culture reverse; WP=work performance; WPR=work performance reverse.

Table 4.
Goodness-of-Fit Statistics for Structural Equation Model
Model fit statistic x2 RMR GFI AGFI NFI CFI TLI PGFI PNFI
Statistic value 9.87 .18 .98 .95 .98 .99 .99 .32 .45

RMR=root mean squared residual; GFI=goodness of fit index; AGFI=adjusted goodness of fit index; FI=normed fit index; CFI=comparative fit index; TLI=tucker-lewis index; PGFI=parsimonious GFI; PNFI=parsimonious NFI.

Table 5.
Path Estimates for Structural Equation, Effects of Standardized, and Bootstrapping
Variables Std. β Estimate SE CR p Direct effects Indirect effects Total effects Bootstrapping
Self-leadership ← Work performance .82 0.58 .09 6.60 .001 .47 .00 .47 .001
Organization culture ← Self-leadership .80 0.40 .08 5.18 .001 .59 .00 .59 .001
Work performance ← Organization culture .79 0.19 .08 2.43 .015 .23 .28 .50 .005
Leadership R1 ← Self-leadership .94 1.00 .94 .00 .94 .001
Leadership R3 ← Self-leadership .67 0.99 .10 9.7 .001 .67 .00 .67 .001
Leadership R4 ← Self-leadership .69 0.91 .09 10.08 .001 .69 .00 .69 .001
Organization Culture R1 ← Self-leadership .79 1.00 .00 .00 .00 .001
Organization Culture R2 ← Self-leadership .78 1.04 .11 7.5 .001 .00 .00 .00 .001

Std.=standardization.

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