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Original Article

Empowerment and Job Satisfaction among Clinical Nurses in South Korea: Systematic Review

Eun-Young Jeong
Journal of Korean Academy of Nursing Administration 2013;19(5):599-612.
Published online: December 31, 2013

Department of Nursing, Woosong University, Korea.

Corresponing author: Jeong, Eun-Young. Department of Nursing, Woosong University, 272-2 Jayang-dong, Dong-gu, Daejeon 300-718, Korea. Tel: +82-42-630-9355, Fax: +82-42-630-9299, snake1965kr@lycos.co.kr
• Received: September 10, 2013   • Revised: October 12, 2013   • Accepted: October 21, 2013

Copyright © 2013 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
    To synthesize and identify the studies that delineated the relationship between empowerment and job satisfaction in clinical nurses in Korea.
  • Methods
    Electronic databases were searched, including KmBase, KoreaMed. riss4u, National Assembly Digital Library and National Discovery for Science Leaders (NDSL) The search terms included nurse, satisfaction and empowerment. Only papers published in Korean were included.
  • Results
    Twelve studies, from 156 references screened, were included the final analysis. All studies were non-experimental and used correlational analysis. A significant positive relationship between structural or psychological empowerment and job satisfaction was found. Older nurses with longer clinical experience and higher education background were more likely to have high level of structural and psychological empowerment and job satisfaction.
  • Conclusion
    The study results indicate that to produce an empowering work environment, nurse managers have to create a supportive organizational culture, and provide access to resources and opportunity as well as to strengthen emotional support.
  • Key Words: Nurses; Structural empowerment; Psychological empowerment; Job satisfaction; Systematic review
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Figure 1
Flow chart of study selection process.
jkana-19-599-g001.jpg
Table 1
Quality Assessment and Validity Tool for Correlational Studies (Adapted from Cummings & Estabrooks, 2003)
jkana-19-599-i001.jpg

DV=Dependent variable; IV=Independent variable.

Table 2
Summary of Quality Assessment
jkana-19-599-i002.jpg
Table 3
Relationships between Structural Empowerment/Psychological Empowerment and Job Satisfaction
jkana-19-599-i003.jpg

LTCH=Long term care hospital; NA=Not available; SN=Staff nurses; TH=Tertiary hospital; GH=General hospital; CN=Contingent nurses; CWEQ=Conditions for work effectiveness questionnaire; NP=Nursing performance; JSS=Job satisfaction; TI=Turnover intention; OCQ=Organizational commitment questionnaire; MSQ=Minnesota satisfaction questionnaire; JAS=Job Activity Scale; TPS=Task Performance Scale; JDS=Job diagnostic survey; FQ=Followership questionnaire; ORS=Organizational Relationship Scales; GSS=General Satisfaction Scale; PEI=Psychological Empowerment Index; OBI=Oldenburg Burnout Inventory; PAS=Professional Autonomy Scale; SES=Self Efficacy Scales; OC=Organizational commitment; I/D=Independent/dependent; A/P=Active/passive; PS=Previous studies; SE=Structural Empowerment; PE=Psychological empowerment.

*Employed over 6 months; †Employed over 1 year;

Figure & Data

References

    Citations

    Citations to this article as recorded by  
    • The cultural difference between empowerment and job satisfaction among nurses: An umbrella review
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      Applied Nursing Research.2025; 82: 151912.     CrossRef
    • Relationship between a University Hospital Nurses’ Structural Empowerment and Quality of Nursing Work Life: Mediating Effect of Psychological Empowerment
      Eun Bee Baek, Sun Hyoung Bae
      Journal of Health Informatics and Statistics.2022; 47(2): 159.     CrossRef
    • Structural empowerment and nurses’ patient identification behaviors: a cross-sectional study
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    • Influence of Emotional Labor and Nursing Professional Values on Job Satisfaction in Small and Medium-sized Hospital Nurses*
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      Journal of Korean Academy of Fundamentals of Nursing.2015; 22(1): 7.     CrossRef
    • The Impact of Social Support and Self-esteem on Nurses' Empowerment
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    Empowerment and Job Satisfaction among Clinical Nurses in South Korea: Systematic Review
    J Korean Acad Nurs Adm. 2013;19(5):599-612.   Published online December 31, 2013
    DOI: https://doi.org/10.11111/jkana.2013.19.5.599
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    Empowerment and Job Satisfaction among Clinical Nurses in South Korea: Systematic Review
    J Korean Acad Nurs Adm. 2013;19(5):599-612.   Published online December 31, 2013
    DOI: https://doi.org/10.11111/jkana.2013.19.5.599
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    Empowerment and Job Satisfaction among Clinical Nurses in South Korea: Systematic Review
    Image
    Figure 1 Flow chart of study selection process.

    Figure 1

    Empowerment and Job Satisfaction among Clinical Nurses in South Korea: Systematic Review

    Quality Assessment and Validity Tool for Correlational Studies (Adapted from Cummings & Estabrooks, 2003)

    DV=Dependent variable; IV=Independent variable.

    Summary of Quality Assessment

    Relationships between Structural Empowerment/Psychological Empowerment and Job Satisfaction

    LTCH=Long term care hospital; NA=Not available; SN=Staff nurses; TH=Tertiary hospital; GH=General hospital; CN=Contingent nurses; CWEQ=Conditions for work effectiveness questionnaire; NP=Nursing performance; JSS=Job satisfaction; TI=Turnover intention; OCQ=Organizational commitment questionnaire; MSQ=Minnesota satisfaction questionnaire; JAS=Job Activity Scale; TPS=Task Performance Scale; JDS=Job diagnostic survey; FQ=Followership questionnaire; ORS=Organizational Relationship Scales; GSS=General Satisfaction Scale; PEI=Psychological Empowerment Index; OBI=Oldenburg Burnout Inventory; PAS=Professional Autonomy Scale; SES=Self Efficacy Scales; OC=Organizational commitment; I/D=Independent/dependent; A/P=Active/passive; PS=Previous studies; SE=Structural Empowerment; PE=Psychological empowerment.

    *Employed over 6 months; †Employed over 1 year;
    Table 1 Quality Assessment and Validity Tool for Correlational Studies (Adapted from Cummings & Estabrooks, 2003)

    DV=Dependent variable; IV=Independent variable.

    Table 2 Summary of Quality Assessment

    Table 3 Relationships between Structural Empowerment/Psychological Empowerment and Job Satisfaction

    LTCH=Long term care hospital; NA=Not available; SN=Staff nurses; TH=Tertiary hospital; GH=General hospital; CN=Contingent nurses; CWEQ=Conditions for work effectiveness questionnaire; NP=Nursing performance; JSS=Job satisfaction; TI=Turnover intention; OCQ=Organizational commitment questionnaire; MSQ=Minnesota satisfaction questionnaire; JAS=Job Activity Scale; TPS=Task Performance Scale; JDS=Job diagnostic survey; FQ=Followership questionnaire; ORS=Organizational Relationship Scales; GSS=General Satisfaction Scale; PEI=Psychological Empowerment Index; OBI=Oldenburg Burnout Inventory; PAS=Professional Autonomy Scale; SES=Self Efficacy Scales; OC=Organizational commitment; I/D=Independent/dependent; A/P=Active/passive; PS=Previous studies; SE=Structural Empowerment; PE=Psychological empowerment.

    *Employed over 6 months; †Employed over 1 year;

    Table 1

    Table 2

    Table 3

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