The aim of the study was to analyze the relationship between empowerment, job satisfaction, and organizational commitment among physical therapists. Currently, healthcare is changing very rapidly with developments in science and technology. In response to these rapid and uncontrollable changes, organizational members are often empowered. Through the empowerment process, feelings of powerlessness and frustration can be reduced and factors promoting work performance, such as job satisfaction and organizational commitment could be enhanced. One said this term popularly, there was a lack of study. There have been few studies on physical therapy administration. Data was collected from 352 therapists from many hospitals from February 1 to February 28, 2008, and analysis of variance, Pearson's correlation, etc., were performed. The results were as follows: Of all the characteristics of empowered subjects, gender (p<.05) and age were observed to be significantly different (p<.01). Educational background, working pattern, marriage status, and the period of duty were observed to be different among empowered therapists (p<.001). The degree of empowerment as perceived by therapists was 58.72. Empowerment was correlated with job satisfaction and organizational commitment (p<.01). The study on empowerment was significant from the aspect of strategies to increase work performance. To elucidate the optimal strategy to effectuate empowerment in clinical practice, we studied various aspects of empowerment. Further studies on the relationship between empowerment and organizational commitment are warranted.

청소년들에게 자신감을 향상시켜 주는 일은 그 중요성이 크게 대두되고 있고, 그 영역 또한 크게 확대되고 있는 패러다임이다. 그들이 자아실현을 위한 자신감을 부여받을 수 있는 방법은 청소년들이 자신들의 영향력을 발휘할 수 있는 학교와 지역사회 내에서 발휘할 수 있는 개인적인 지도력, 자율성, 책임감, 선택 그리고 의무감 등을 들 수 있다. 또한 지속적으로 독립적이고 지혜로우며 창조적이고 신뢰받을 수 있도록 교육을 통해서 효율적인 학교의 지도자나 지역사회의 지도자가 되도록 하는 하나의 지도력 훈련과정이 수반되어야 한다고 생각한다. 본 연구에서는 그들이 자아실현을 위한 자신감을 부여받을 수 있는 방법은 청소년들이 자신들의 영향력을 발휘할 수 있는 학교와 지역사회 내에서 발휘할 수 있는 개인적인 지도력, 자율성, 책임감, 선택 그리고 의무감 등을 들 수 있다. 또한 지속적으로 독립적이고 지혜로우며 창조적이고 신뢰받을 수 있도록 교육을 통해서 효율적인 학교의 지도자나 지역사회의 지도자가 되도록 하는 하나의 지도력 훈련과정이 수반되어야 한다고 생각한다.

This research is to examine the structural relationships between transformational/transactional leadership, empowerment, relationship quality, and organizational commitment in Chinese restaurant context. In order to empirically investigate the proposed model, the data were collected from 188 respondents randomly selected from among the managers who work in 188 Chinese restaurants in Seoul and Kyonggi-do, which registered in Korean Food Central Association, korean foodservice management Association, Menupan.com We choose to limit our investigation to luxury Chinese restaurants where the average check is above 12,000 won. The survey was executed during two-week period in the autumn of 2004. The findings and discussion are as follows: First, intellectual stimulus behavior of transformational leadership had a positive effect on empowerment. Second, contingent reward leadership had a positive effect on empowerment. Third, empowerment had a positive effect on affective organizational commitment. Fourth, empower had a negative effect on continuous organizational commitment. Fifth, intellectural stimulus behavior of transformation leadership had a positive effect on affective organizational commitment indirectly and had a negative effect on continuous organizational commitment indirectly through mediating role of empowerment. Finally, contingent reward leadership had a positive effect on affective organizational commitment indirectly and had a negative effect on continuous organizational commitment indirectly through mediating role of empowerment. At the end of this paper, managerial implications, discussions, and limitations and future research directions are presented.

With increasing of Korean family's revenue and pursuing quality of life, outdoor food and meal industry is rapidly growing up. Thus employee's service quality is much more needed in this industry. This paper reviewed the relationship between employee empowerment and service quality. The first purpose of this research is to test the effects of employee empowerment on service quality, and the second purpose is to test the moderating effects of sex and tenure on the relationships between employee empowerment and service quality. According to statistical analysis, meaning, competency, and autonomy generally had an affirmative impact on many service quality factors. Also the results of moderating regression analysis showed that long term employees were more sensitive to autonomy than short term employees.

Purpose – The purpose of this study is to verify a role of organizational culture as antecedents to influence psychological empowerment of organizational members, focusing on service workers of casino companies. Therefore, this study sought to examine the question of each clan, adhocracy, market, and hierarchy culture that the workers perceive to influence their psychological empowerment. Thus, the current study examined the relationship between organizational culture and the psychological empowerment by empirical analysis. Research design, data, and methodology - This study chose four domestic casino companies that are run only for foreigners. Using an offline survey, it analyzed the questionnaire data of the 249 surveys collected from employees working in the sales and service sectors. Independent variables were four types of organizational culture: clan, adhocracy, market, and hierarchy. Dependent variables were four subcategories of psychological empowerment: meaning, competence, self-determination, and impact. As research methods, the study applied descriptive statistics, factor analysis, reliability analysis, correlation analysis, and multiple regression analysis, using SPSS 21.0 statistical program. Results - Among the organizational culture types, the clan and adhocracy cultures, which emphasize flexibility and autonomy, were relatively more important for the psychological empowerment of workers than the hierarchy and market cultures. Clan culture was the most important factor in terms of meaning and competence, and adhocracy culture was the most important factor in self-determination and impact. However, the hierarchy and market cultures that pursue control and stability were also cultural types that positively affected psychological empowerment of the workers. Hierarchy culture showed positive effects on meaning, competence, and impact except self-determination, and market culture had positive effect only on competency. Conclusions - The study found that organizational culture is an important predictor of psychological empowerment of the employees in casino companies and that important organizational culture types may be different for each sub-factor of psychological empowerment. It suggests that casino companies have to try to recognize and secure diverse organizational culture in order to activate psychological empowerment of their employees because they can provide quality service for customers. Therefore, it is necessary to create a harmonious and balanced culture between promoting flexible and autonomous organizational atmosphere, and stably controlling and operating the organization.

본 연구는 미래대안적 리더십으로 제시되고 있는 쇼트트랙 지도자의 서번트 리더십과 임파워먼트 및 스포츠 정서에 대한 기여도를 규명하기위한 목적으로 진행되었다. 자료수집은 유의표집법을 이용하여 전국의 쇼트트랙 선수를 대상으로 수집하였으며 총263부의 자료가 연구에 활용되었다. 수집된 자료는 기술통계분석을 통하여 정규분포성을 검증하였고 서번트 리더십과 임파워먼트 및 스포츠 정서 요인의 타당도와 신뢰도는 탐색 및 확인적 요인분석과 신뢰도 분석을 통하여 검증하였다. 각 요인들의 관계는 상관분석과 위계적 회귀분석 및 3단계 매개분석을 통하여 분석하였다. 분석결과는 다음과 같다. 첫째, 서번트 리더십의 공동체 의식과 공감대 형성은 임파워먼트의 영향력, 자기결정력, 과업의미성에 정적영향을 미치며 역할수 행력에는 비전제시와 공감대 형성이 정적영향을 미치는 것으로 나타났다. 둘째, 서번트 리더십과 스포츠정서의 관계에서는 공동체 의식과 비전제시는 분노에는 부적영향을 미치며, 자부심에는 비전제시와 공감대 형성이 정적영향을 미치는 것으로 나타났다. 셋째, 임파워먼트와 스포츠 정서의 관계에서는 임파워먼트의 영향력과 역할수행력이 불안에 부적영향을 미치며, 자기결정력과 역할수행력은 자부심에 정적영향을 미치는 것으로 나타났다. 그리고 행복에는 역할수행력이 정적영향을 미치는 것으로 나타났다. 넷째, 서번트 리더십과 스포츠 정서의 관계에 대하여 임파워먼트는 매개효과가 있는 것으로 나타났다.

본 연구는 한국 스포츠지도자들의 리더유형이 임파워먼트와 조직몰입에 어떠한 영향을 미치는지 알아보기 위하여 총 440명의 남녀 지도자를 대상으로 성별과 경력별에 따른 다변량분석, 상관분석, 단계적 회귀분석을 실시하였다. 첫째, 성별에 따른 차이검증 결과 리더유형에서는 차이가 없었으나, 남자지도자가 여자지도자 보다 임파워먼트 중 의미와 유능 요인, 조직몰입 중 지속몰입과 규범몰입에서 더 높은 점수를 보였다. 둘째, 경력별 차이검증 결과 경력이 높은 지도자가 경력이 낮은 지도자 보다 과제와 변혁적리더십이 높았고, 임파워먼트와 조직몰입의 모든 요인에서 높은 점수를 나타냈다. 셋째, 상관분석 결과 리더유형과 임파워먼트, 조직몰입의 모든 요인 간에 정적 상관을 보였고, 단지 지속몰입만 유의한 상관이 나타나지 않았다. 넷째, 단계적 회귀분석 결과, 변혁적 리더십은 임파워먼트 모든 요인과 정서몰입에 유의한 영향을 미쳤다. 과제리더십은 임파워먼트의 모든 요인과 정서몰입, 규범몰입에 유의한 영향을 미쳤다. 관계리더십은 임파워먼트의 영향력과 자기결정성, 정서몰입과 규범몰입에 유의한 영향을 미쳤다. 다섯째, 정서몰입은 영향력과 의미요인이, 지속몰입은 유능요인이, 규범몰입은 의미요인이 긍정적인 영향을 미쳤다. 이러한 결과는 리더유형에 따라 임파워먼트와 조직몰입에 미치는 영향이 각각 다를 수 있고, 임파워먼트는 조직몰입에 긍정적인 영향을 미치는 것을 의미한다.