The Mediator Effect of Empowerment in Relationship between Transformational Leadership and Organizational Commitment

Yun-Mi Lee; Bok-Mi Kim

doi:10.4040/jkan.2008.38.4.603

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Lee and Kim: The Mediator Effect of Empowerment in Relationship between Transformational Leadership and Organizational Commitment

Original Article

Journal of Korean Academy of Nursing

Journal of Korean Academy of Nursing 2008; 38(4): 603-611.

Published online: 31 August 2008

DOI: https://doi.org/10.4040/jkan.2008.38.4.603

The Mediator Effect of Empowerment in Relationship between Transformational Leadership and Organizational Commitment

Yun-Mi Lee¹, Bok-Mi Kim²

¹Assistant Professor, Department of Nursing, Research Institute of Geriatric Health, Inje University, Busan, Korea.

²Head Nurse, Inje University Pusan Paik Hospital, Busan, Korea.

Address reprint requests to: Lee, Yun-Mi. Department of Nursing, Inje University, 633-165 Gaegeum-dong, Busanjin-gu, Busan 614-735, Korea. Tel: 82-51-890-6933, Fax: 82-51-896-9840, lym312@inje.ac.kr

Received 22 February 2008 Accepted 29 July 2008

Abstract

Purpose

This study was to determine the mediator or moderator role of empowerment in the relationship between the head nurse's transformational leadership and organizational commitment as perceived by staff nurses.

Methods

Data was collected from 451 nurses in a tertiary hospital located in B city by means of structured questionnaires. Data was analyzed with descriptive statistics, Pearson's correlation coefficient and hierarchial multiple regression using the SPSS program.

Results

Empowerment showed mediating effects between the head nurse's transformational leadership and organizational commitment as perceived by staff nurses. However, empowerment did not show moderating effects.

Conclusion

Nurses' perception of empowerment, the head nurse's transformational leadership and organizational commitment have a strong relationship. This finding suggests the importance of empowering nurses to increase organizational commitment.

Keywords: Leadership, Empowerment, Personnel loyalty

Figures and Tables

Figure 1

Conceptual framework (moderating effect).

Figure 2

Conceptual framework (mediating effect).

Figure 3

Mediating effect of empowerment in the relationship between transformational leadership and organizational commitment.

Table 1

General Characteristics of Subjects (N=451)

Table 2

Descriptive Statistics of Study Variables (N=451)

Table 3

Correlations among Study Variables (N=451)

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

Table 4

Moderating Effect of Empowerment on the Relationship between Transformational Leadership and Organizational Commitment

^**p<.001; ^†Significience of model.

Table 5

Mediating Effect of Empowerment on the Relationship between Transformational Leadership and Organizational Commitment

^**p<.001.

TL=transformational leadership.

Notes

This work was supported by 2006 Inje University Research Grant.

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