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Original Article

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

Ji-Yeon Choi1, Eun-Kyung Kim2, Se Young Kim3
Journal of Korean Academy of Nursing Administration 2014;20(4):426-436.
Published online: September 30, 2014

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: May 26, 2014   • Revised: July 14, 2014   • Accepted: August 13, 2014

Copyright © 2014 Korean Academy of Nursing Administration

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.

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  • 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.
  • Key Words: Nurses; Empowerment; Job satisfaction; Nurses performance evaluation
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Table 1
Comparison of Empowerment, Job Satisfaction, and Nursing Performance by Characteristics of Participants (N=451)
jkana-20-426-i001.jpg

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

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

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

Figure & Data

References

    Citations

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    J Korean Acad Nurs Adm. 2014;20(4):426-436.   Published online September 30, 2014
    DOI: https://doi.org/10.11111/jkana.2014.20.4.426
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    Effects of Empowerment and Job Satisfaction on Nursing Performance of Clinical Nurses
    J Korean Acad Nurs Adm. 2014;20(4):426-436.   Published online September 30, 2014
    DOI: https://doi.org/10.11111/jkana.2014.20.4.426
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    Related articles

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

    Comparison of Empowerment, Job Satisfaction, and Nursing Performance by Characteristics of Participants (N=451)

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

    Analysis of Empowerment, Job Satisfaction and Nursing Performance (N=451)

    Correlation Coefficient by Sub Scales of Empowerment, Job Satisfaction, and Nursing Performance (N=451)

    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

    Factors Affecting Nursing Performance (N=451)

    Factors Affecting Sub-Categories of Nursing Performance (N=451)

    *p<.01; **p<.001.
    Table 1 Comparison of Empowerment, Job Satisfaction, and Nursing Performance by Characteristics of Participants (N=451)

    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)

    Table 3 Correlation Coefficient by Sub Scales of Empowerment, Job Satisfaction, and Nursing Performance (N=451)

    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)

    Table 5 Factors Affecting Sub-Categories of Nursing Performance (N=451)

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

    Table 1

    Table 2

    Table 3

    Table 4

    Table 5

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