일개 대학병원 일반간호사의 구조적 임파워먼트와 간호사 직장생활의 질의 관계에서 심리적 임파워먼트의 매개효과

백은비 ( Eun Bee Baek ),배선형 ( Sun Hyoung Bae ) 한국보건정보통계학회 2022 보건정보통계학회지 Vol.47 No.2

Objectives: This study aims to verify the mediating effect of psychological empowerment on the relationship between structural empowerment and quality of nursing work life. Methods: This study was a cross-sectional descriptive study. 134 clinical nurses were participated and completed a structured questionnaire. Data were collected from December 28, 2020, to January 6, 2021 at a university hospital in Gyeonggi-do, South Korea. Data were analyzed using multiple regression and a simple mediation model applying the PROCESS macro with 95% bias-corrected bootstrap confidence interval (5,000 bootstrap resampling). Results: Quality of nursing work life showed statistically significant differences by gender, perceived health condition, satisfaction of income, and current work unit. Quality of nursing work life had statistically significant positive correlation with structural empowerment, and psychological empowerment. After controlling general characteristics, psychological empowerment partially mediated the relationship between structural empowerment and quality of nursing work life. Conclusions: In this study, psychological empowerment was shown to partially mediate between structural empowerment and quality of nursing work life. Therefore, further research is needed to develop and apply programs that can improve structural and psychological empowerment. It also requires organizational and institutional efforts to increase psychological empowerment by increasing access to structural empowerment.

Structural Empowerment, Psychological Empowerment and Quality of Nursing Work Life in Clinical Nurses

Eun Bee Baek,Sun Hyoung Bae 한국간호과학회 2021 한국간호과학회 학술대회 Vol.2021 No.10

Aims: Nurses as the largest group of health care providers should have a good quality of working life in order to provide quality care to their patients. As a result, consideration should be given to the nurses’ work life and its related factors. The purposes of this study were to explore the impact of structural empowerment, psychological empowerment on the quality of nursing work life. Methods: This cross-sectional study was conducted on 134 nurses from December 28, 2020, to January 6, 2021. The structured questionnaire consisted of demographic information and Condition of Work Effectiveness questionnaire, Psychological Empowerment Instrument and Quality of Nursing Work Life Scale was used. Data were analyzed using the SPSS 25.0 software. For statistical analysis T test, one way ANOVA, Pearson’s correlation coefficient, and hierarchical multiple regression were used. Results: The mean scores of structural empowerment, psychological empowerment, and quality of nursing work life were moderate level. Gender, perceived health condition, satisfaction of income, and current work unit were associated with differences in levels of quality of nursing work life. Structural empowerment and psychological empowerment were significantly positively correlated with quality of nursing work life. In the final model, gender, perceived health condition, satisfaction of income, structural empowerment, psychological empowerment were significant predictors of quality of nursing work life; the model predicted 62.0% of the variance in quality of nursing work life. Conclusion(s): In this study, structural empowerment and psychological empowerment were identified as major influencing factors on the quality of nursing work life, and psychological empowerment was shown to mediate between structural empowerment and quality of nursing work life. Therefore, further research is needed to develop and apply programs that can improve structural and psychological empowerment. It also requires organizational and institutional efforts to increase psychological empowerment and structural empowerment.

Do home-based micro-entrepreneurial earnings empower rural women? Evidence from the handloom sector in Assam

Bhabesh HAZARIKA,Kishor GOSWAMI 이화여자대학교 아시아여성학센터 2016 Asian Journal of Women's Studies(AJWS) Vol.22 No.3

Access to income through home-based activities is important for empowering disadvantaged groups of society, especially women. The present paper seeks to analyze the extent of empowerment of women engaged in the handloom sector in Assam in North Eastern India. Our study refines five empowerment indicators of economic, social, and cultural relevance, such as decision-making ability, freedom of movement, ownership of assets and income, male preference, and domestic violence. This is based on primary survey data collected from 328 married women from six districts of Assam to examine how engagement in handloom activities empowers them. Results indicate the existence of spatial variations as well as gaps in women’s empowerment. The parsimonious regression results show that age, educational attainment, income from handloom activities, and government support have had positive influences. Engagement in the handloom activities improves intra-household power relations significantly in favor of women and thereby reduces preference for males and domestic violence. The study urges that there should be better policies to facilitate women in accessing productive resources, especially financial ones. Micro-finance institutions can be encouraged to promote women’s active participation in home-based activities, which in turn should improve the overall empowerment of women.

성인교육 분야 국제개발협력에서 임파워먼트 논의의 변화: UNESCO 발간자료에 대한 담론분석

정다정 국제개발협력학회 2023 국제개발협력연구 Vol.15 No.2

Purpose: This study aims to explore how the concept of empowerment has been discussed over time by exploring the development process of empowerment discourse, focusing on the field of adult education in international education development cooperation. In addition, it studies the characteristics of change in terms of the content of the discourse and examines the context that influenced the change. Originality: Despite the social movement origin of empowerment, the instrumentalist meaning prevails and the discussions have shifted to emphasizing capacity building of individuals in international development cooperation. It is necessary to explore whether these changes have also occurred in the field of adult education, which has traditionally been interested in the issue of power and the liberation of minorities. This process is important because changes in meaning can affect the participants' lifeworld through policy and project implementation. Methodology: Discourse analysis was applied as a research method, and the conceptual discussions of Laclau and Mouffe's discourse theory were used throughout the research process. Discourse analysis was conducted on UNESCO's official published materials related to empowerment and adult education published from 1984 to 2022. Result: From the late 1980s to the mid-1990s, when the radical meaning of empowerment diffused in the field of international development cooperation, the social transformation meaning of empowerment was also emphasized in UNESCO adult education discourse. From the late 1990s to the early 2010s, when the international community's focus on poverty eradication and human development expanded, discussions on empowerment related to expanding individual capacities, choices, and opportunities increased. After the mid-2010s, the era of sustainable development, the empowerment discourse that ordered learners to be competent in global challenges has spread. Conclusion and Implication: Empowerment has been a floating signifier that flowed without a fixed meaning in UNESCO adult education discourse, and the equivalent relationship of identities constituting the discourse has also changed from time to time. However, since the concept of empowerment with social transformation meaning is still important in the practice of international development cooperation, this study proposed responses in two directions. First, efforts are made to reconstruct the equivalent relationship of identities that creates the discourse of empowerment. Second, the discovery of alternative terms reveals the critical problem consciousness raised by empowerment, which paid attention to the crisis of inequality and the problem of power distribution.

심리적 임파워먼트와 조직시민행동의 관계에 대한 성취욕구의 조절효과 검증 : 부산지역 특급호텔 종사자를 중심으로

한나영(Na-Young Han),김영조(Young-Joe Kim) 한국인사·조직학회 2011 인사조직연구 Vol.19 No.1

본 연구는 호텔 직원들을 대상으로 심리적 임파워먼트가 조직시민행동의 수행에 어떠한 영향을 미치는지, 그리고 구성원의 성취욕구가 이들 관계에 대해 어떠한 형태의 조절효과를 갖는지 분석하는 것을 목적으로 하고 있다. 부산 지역 6개 특급 호텔을 대상으로 설문조사를 실시하여 275부의 설문지가 회수되었으며, 이중에 설문응답이 불성실한 21부를 제외한 후 254부의 자료를 실제 분석에 활용하였다. 연구결과, 인구통계변수들은 조직시민행동을 유의하게 설명하지 않는 반면, 심리적 임파워먼트는 유의하게 설명하는 것으로 나타났다. 특히, 과업의미성(meaning)은 조직시민행동의 다섯 가지 차원들 중에 적극 참여행동, 양심적 행동과 비불평 행동에 유의적인 영향을 미치고 있고, 영향력(impact)은 적극 참여행동에만 유의적인 영향을 미치는 것으로 나타났다. 한편, .10의 유의수준을 기준으로 했을 때는 과업의미성은 다섯 차원의 조직시민행동 모두에 유의한 영향을 미치고 있고, 효능감(competence)은 이타적 행동, 배려적 행동과 비불평 행동을 유의하게 설명하는 것으로 나타났다. 반면에, 자율결정권은 다섯 가지 차원의 조직시민행동과 모두 유의적인 관계를 보이지 않고 있다. 다음으로, 성취욕구가 강한 구성원일수록 조직시민행동을 더 적극적으로 수행하는 것으로 나타났고, 성취욕구의 조절효과에 대한 분석결과 과업의미성과 성취욕구의 상호작용 항목만이 조직시민행동(이타적 행동과 양심적 행동)을 유의하게 설명하는 것으로 나타났다. 구성원의 성취욕구가 강할수록 조직시민행동에 대한 심리적 임파워먼트의 긍정적 효과가 확대되어 나타날 것이라고 가설을 설정하였는데, 가설에서 예상한 것과 반대로 성취욕구가 강한 구성원들은 과업의미성과 조직시민행동이 유의적인 관계를 갖고 있지 않는 반면, 성취욕구가 약한 구성원들은 과업의미성이 높아질수록 조직시민행동을 더 적극적으로 수행하는 것으로 나타났다. 이러한 연구결과가 갖는 시사점에 대해 논의하였다. This study is aimed to examine a positive impact of psychological empowerment of employees on their organizational citizenship behaviors(OCBs), and moderating effect of the need for achievement(nAch) on relationship between psychological empowerment and OCBs. Because empowered employees believe that they are competent and autonomous and regard their tasks as important and valuable, they are more likely to be motivated to proactively perform OCBs and to show job responsibilities. Thus, we hypothesize that psychological empowerment is positively related to OCBs(H1). Meantime, psychological empowerment may not affect all employees in the same way. We suggest that the need for achievement can enhance positive impact of psychological empowerment on OCBs. Therefore, we hypothesize that nAch moderates the relationship between psychological empowerment and OCBs(H2). Specifically, we expect correlation between psychological empowerment and OCBs will be stronger amongst individuals with high nAch than amongst individuals with low nAch. To test the hypotheses proposed, data were obtained from a sample of customer-contact employees working for six luxury hotels in Busan Metropolitan City. 275 out of 330 questionnaires were returned from the six hotels(response rate 83.3%). After excluding 21 unusable cases which had unacceptable level of missing data, 254 cases were used for analysis. The survey consisted of nine measures: four dimensions of psychological empowerment, five dimensions of OCBs, and need for achievement. Psychological empowerment was defined and measured with four dimensions using Spreitzer’s(1995) scales: meaning, competence, self-determination, and impact. Podsakoff et al.’s(1990) scales were used to measure five dimensions of OCBs: altruism, courtesy, sportsmanship, conscientiousness, and civic virtue. Need for achievement was conceptualized as an employee’s tendency to strive to overcome obstacles and to accomplish challenging goals and measured with 5 items. In addition, we controlled for four demographic variables such as age, gender, length of service, and position. The results supported the hypothesis that the dimensions of psychological empowerment are positively related to the OCBs of service workers. Meaning had a significant positive impact on civic virtue, conscientiousness, and sportsmanship out of five dimensions of OCBs, and impact had a positive influence on only one dimension of OCBs(i.e., civic virtue). Competence was a significant predictor of altruism, courtesy, and sportsmanship at .10 significance level, but self-determination was not related to any dimensions of OCBs. These results imply that meaning and competence are more powerful predictors of OCBs than other types of empowerment. Therefore, empowered employees, especially those who feel their job is meaningful and believe they have the capacity to perform work activities with skills, are more actively engaged in the OCBs. It was found that the need for achievement had not only a direct impact on the OCBs but also a moderating effect on the relationship between meaning and OCBs. Contrary to the hypothesis that expected a stronger relationship between empowerment and OCBs among individuals with higher nAch, the result showed the that the impact of meaning on altruism and conscientiousness was significant and positive among employees with low nAch while it was not significant among employees with high nAch. This result implies that psychological empowerment plays a vital role in encouraging employees with low nAch to perform OCBs, but not necessarily for employees with high nAch since achievement-oriented employees tend to overcome obstacles and strive for challenging goals. These findings suggest that not only psychological empowerment but also employees’ need for achievement is important to induce employees to perform OCBs. The results have implication for human resource management policies as well as organizational interv

태권도 관장의 변혁적,거래적 리더십이 사범의 임파워먼트에 미치는 영향

오대영(Dae Young Oh) 한국사회체육학회 2004 한국사회체육학회지 Vol.0 No.22

This research was for consolidating theories about leadership style, and empowerment, and for examining the relationship about correlation of empowerment and leadership style that has the reformative and exchangeable leadership of Grand Master as the central factor, and for verifying the cause and effect of Grand master`s transformation and transactional leadership that is the new concept of leadership. Questionnaire was conducted twice to achieve these objectives, and statistic was processed by data, which were taken as the responses from 750 people, who had the experiences as a master or had job as a master in 2003, and they were selected for pilot study and real study two times. For processing of data about questionnaire result was managed by using SPSS 11.5 for windows program that process the statistic of skill, analysing of reliability, exploratory factor analysis, regression analysis. The summary that came from these actual research was like as follows. First, There was the relationship between transactional leadership level and private Empowerment level, and there was also relationship between transactional leadership level and mutual empowerment. And There was the relationship between transaction empowerment and private empowerment and there was also the relationship between transaction empowerment and mutual empowerment. In addition, transformational leadership had more useful relationship than transactional leadership. Second, the relationship between revolutional leadership of grand master and empowerment was represented that had the significant cause and effect in between charisma factor and empowerment, and in between private care and empowerment, and in between intellectual stimulus and empowerment. Above all the charisma factor of revolutional leadership was represented the most significant value, this means that charisma factor among revolutional leadership had the most important effective in the empowerment level of Taekwondo master. Third, the outcome standard compensation among transactional leaderships of grand master was represented as the most effective factor to empowerment of master in examining the relationship between transactional leadership and empowerment of grand master. And exceptional management of grand master was also factor that had some effect to empowerment of master.

LMX, 과업성과, 적응성과에 대한 심리적·구조적 임파워먼트 효과

원희정(Won, Heejung),박경옥(Park, Kyungok) 한국비서학회 2016 비서·사무경영연구 Vol.25 No.2

본 연구는 여성이 지각하는 조직 내 임파워먼트 수준과 임파워먼트 유형별 상사와 부하 간 관계 및 직무성과에 대한 영향력 차이를 살펴봄으로써 실효성 있는 여성인력활용에 기여하고자, 조직내 파워와 임파워먼트 접근성이 상대적으로 높게 여겨지는 여성 비서직근로자와 여성 사무직근로자 248명을 대상으로 상사부하교환관계(LMX), 과업성과, 적응성과에 대한 심리적·구조적 임파워먼트의 영향력 차이를 비교·검증하였다. 연구결과, 조직 내 여성 사무직근로자와 여성 비서직근로자의 심리적·구조적 임파워먼트 지각수준에 차이가 있음이 나타났으며, 두 임파워먼트 유형 모두 여성 사무직근로자의 지각수준이 여성 비서직근로자보다 더 높게 나타났다. 상사와의 교환관계(LMX)에 대한 심리적·구조적 임파워먼트의 영향력에 대해서는 구조적 임파워먼트는 여성 사무직근로자에 심리적 임파워먼트는 여성비서직근로자에 더 큰 영향을 미치는 것으로 나타났으며 과업성과와 적응성과에 대해서는 두 직군 모두 심리적 임파워먼트가 유의미한 영향력을 보였다. 본 연구는 조직 내 같은 여성근로자라도 직군에 따라 심리적·구조적 임파워먼트 지각수준에 차이가 있음을 보여주었고, 각 직군에 따라 조직 내 관계 및 성과에 대한 임파워먼트의 영향력에도 차이가 있음을 보여주었다. 따라서 본 연구결과는 조직 내 여성인력의 임파워먼트 지각과 활용에 대한 실증적 정보를 제공하고 여성인력 활용방안 마련에 기초연구자료로 활용될 수 있다는데 그 의의가 있다. This study compares the effects of psychological empowerment and structural empowerment on leader-member exchange (LMX), task performance, and adaptive performance within two female employee groups consisting of general office workers as well as administrative secretaries considered to have more accessibility on power and empowerment in organizations. The results of t-test and hierarchical regression analysis using data from 248 participants demonstrate significant differences in the effects of psychological empowerment and structural empowerment between the two female workgroups. Additionally, the general office workgroup perceived greater empowerment than the administrative secretarial workgroup. Structural empowerment was found to have a greater influence on LMX for female office workers, while psychological empowerment significantly affected task performance and adaptive performance of both general office workers and administrative secretaries. The study finds differences in perceived psychological and structural empowerment for female workers according to occupational groups, which results in differences in effects of empowerment. This study contributes to the understanding of the female workforce’s perception of empowerment and its effects on performance.

심리적 임파워먼트와 조직몰입 및 이직의도의 관계에 대한 권력거리성향의 조절효과

이현응(Hyuneung Lee),전정호(Jeongho Jeon) 대한경영학회 2016 大韓經營學會誌 Vol.29 No.12

종합사회복지관 종사자의 직무만족에 관한 연구: 임파워먼트 매개효과를 중심으로

김용민 ( Kim Yong-min ) 한국보건사회연구원 2011 保健社會硏究 Vol.31 No.2

본 연구는 사회복지실천분야에서 개인요인, 직무요인, 조직요인이 직무만족에 영향을 준다고 제시한 변수들을 통제하여 임파워먼트가 개인요인·직무요인·조직요인과 직무만족사이에 매개역할을 하고 있는지를 알아보고자 한다. 매개변수인 임파워먼트를 검증한 후 직무만족을 증진시키기 위한 임파워먼트 강화방안에 대하여 함께 제시하고 있다. 본연구의 방법은 다음과 같다. 첫째, 문헌조사를 하였다. 문헌고찰은 크게 임파워먼트의 개념, 구성요소, 모델과 더불어 임파워먼트와 직무만족간의 관계에 대한 선행연구를 중점적으로 문헌고찰을 하였다. 둘째, 실증조사를 하였다. 개인요인, 직무요인, 조직요인이 직무만족에 어떠한 과정을 통해 영향을 미치는지 알아보고자 위계적 회귀분석을 실시하였다. 개인요인, 직무요인, 조직요인이 직무만족에 영향을 미치는데 있어서 임파워먼트가 매개역할을 하는지 검증하였다. 본 연구의 결과는 다음과 같다. 첫째, 개인요인, 직무요인, 조직요인은 직무만족에 영향을 미치고 있는 것으로 나타났다. 회귀분석을 실시한 결과 개인요인, 직무요인, 조직요인 각각은 직무만족에 영향을 미치고 있는 것으로 나타났다. 둘째, 개인요인, 직무요인, 조직요인은 임파워먼트에 영향을 미치고 있는 것으로 나타났다. 회귀분석을 실시한 결과 개인요인은 개인임파워먼트, 관계임파워먼트, 환경임파워먼트에 영향을 미치고 있는 것으로 나타났다. 그리고 직무요인은 개인임파워먼트, 관계임파워먼트, 환경임파워먼트에 영향을 미치고 있는 것으로 나타났다. 또한 조직요인은 개인임파워먼트, 관계임파워먼트, 환경임파워먼트에 영향을 미치고 있는 것으로 나타났다. 셋째, 임파워먼트는 직무만족에 영향을 미치고 있는 것으로 나타났다. 넷째, 개인임파워먼트와 관계임파워먼트는 개인요인·직무요인·조직요인과 직무만족사이에 부분매개역할을 하고 있는 것으로 나타났다. 그러나 환경임파워먼트는 개인요인·직무요인·조직요인과 직무만족사이에 매개역할을 하고 있지 않는 것으로 나타났다. This study looks into factors that are related with empowerment. By controlling the variables such as individual factors, job performance factors and organizational factors, we are going to figure out if they have an effect on empowerment (individual empowerment, relationship empowerment, environmental empowerment). We will also find out that the empowerment has mediating effect between these factors and work satisfaction. This study will then present ways of strengthening empowerment to promote work satisfaction. The research is composed of literature survey and demonstration. In the case of demonstration, the mediating effect is verified through regression. The result of the research is as follows. First, it is presented that the factors - individual, job performance, organizational - have an effect on work satisfaction. Second, individual factors, job factors and organizational factors are found to influence empowerment (individual empowerment, relationship empowerment, environmental empowerment). Third, empowerment - individual empowerment, relationship empowerment and environmental empowerment - affects work satisfaction. Fourth, empowerment (individual empowerment and relationship empowerment) has partial mediating effect between the factors (individual factors, job performance factors and organizational factors) and work satisfaction. However, environmental empowerment does not have mediating effect between them.

직무특성, 통제위치, 리더

심덕섭(Duksup Shim),양동민(Dongmin Yang),하성욱(Seongwook Ha) 한국인사조직학회 2010 인사조직연구 Vol.18 No.3

본 연구는 최근 관심이 증대되고 있는 심리적 임파워먼트에 영향을 미치는 선행요인들을 검토하고, 이들 선행요인들이 직무성과에 영향을 미치는 직접 효과와 더불어 이들 간의 관계에 있어 심리적 임파워먼트의 매개 효과를 실증적으로 검증하였다. 심리적 임파워먼트와 선행변수들 간의 관계와, 심리적 임파워먼트와 직무성과 간의 관계를 보다 정교하게 이해하기 위해서 심리적 임파워먼트를 의미, 역량, 자기결정과 영향력의 네 가지 하위차원별로 구분해 분석하였다. 선행변수들로는 기존 연구에서 많이 다루어진 직무특성 뿐만 아니라 개인특성과 사회적 관계특성이 임파워먼트 지각에 미치는 영향을 통합적으로 분석하였다. 이를 위해서 8개 기업의 종업원 177명을 대상으로 설문조사를 실시하였다. 실증분석 결과, 첫째, 리더-구성원 교환관계가 심리적 임파워먼트의 자기결정 차원에 미치는 영향을 제외하고, 직무특성, 통제위치, 리더-구성원 교환관계는 심리적 임파워먼트의 각 차원에 모두 유의한 정의 영향을 주는 것으로 나타났다. 둘째, 심리적 임파워먼트의 각 차원 중에서 역량과 영향력 차원만이 직무성과에 유의한 정의 영향을 주고 있음을 발견하였다. 마지막으로, 심리적 임파워먼트는 직무특성과 통제위치가 직무성과에 미치는 영향을 부분적으로 매개하는 것으로 나타났고, 심리적 임파워먼트는 리더-구성원 교환관계가 직무성과에 미치는 영향을 완전 매개하는 것으로 나타났다. 하위차원별로 살펴보면, 심리적 임파워먼트의 역량과 영향력 차원만이 직무특성과 통제위치가 직무성과에 미치는 영향을 부분적으로 매개하는 것으로 나타났고, 리더-구성원 교환관계가 직무성과에 미치는 영향을 완전 매개하는 것으로 나타났다. 이러한 연구결과는 심리적 임파워먼트가 직무성과를 향상시키는데 중요하지만, 직무성과가 종업원의 임파워먼트 이외에 다른 요인들에 의해서도 설명되기 때문에 심리적 임파워먼트 외에 다른 변수들(예를 들어, 종업원의 역량)에 대한 고려를 할 필요가 있음을 말해준다. 또한, 심리적 임파워먼트 연구에서 역량과 영향력 차원에 보다 많은 관심을 기울일 필요가 있음도 시사한다. 이러한 논의를 포함한 본 연구의 시사점과 향후 연구방향을 제시하였다. This study empirically tackles the influencing factors of employee’s psychological empowerment, and analyzes the direct effect of each factor on the job performance of employee, and the mediating effect of psychological empowerment on the relationship between each factor and job performance. This study divides employee’s psychological empowerment into four dimensions: meaning, competence, self-determination, and impact. Spreitzer(1995)’s construct definitions is used to understand the relationship in detail. Meaning refers to ‘the value of a work goal or purpose, judged in relation to an individual's own ideals or standards.’ Competence means ‘an individual’s belief in his or her capability to perform activities with skill.’ Self-determination is ‘an individual’s sense of having choice in initiating and regulating actions.’ Impact refers to ‘the degree to which an individual can influence strategic, administrative, or operating outcomes at work.’ In sum, psychological empowerment is used as a motivational construct which reflects an active, rather than a passive, orientation to a work role. The influencing factors include job characteristics, locus of control, and leader-member exchange(LMX). Job characteristics model, as suggested by Hackman & Oldham(1975), encompasses job characteristics which motivate workers: skill variety, task identity, task significance, autonomy, and feedback. Locus of control is used as an individual characteristic of worker, and refers to the extent to which individuals believe that they can control events that affect them (Rotter, 1996). LMX is included as an relational characteristic between leader and worker. While prior studies have usually tackled the relationship between job characteristics and the job performance of employee, they have rarely examined the relationship between locus of control and job performance or LMX and job performance, and the mediating effects of psychological empowerment on these relationships. Based on prior literature, this study derives following hypotheses. H1:Job characteristics will be positively related to the perception of psychological empowerment of employee. H2:Internal locus of control will be positively related to the perception of psychological empowerment of employee. H3:LMX will be positively related to the perception of psychological empowerment of employee. H4:Perception of psychological empowerment will be positively related to the job performance of employee. H5:Perception of psychological empowerment will mediate the relationship between job characteristics and the job performance of employee. H6:Perception of psychological empowerment will mediate the relationship between locus of control and the job performance of employee. H7:Perception of psychological empowerment will mediate the relationship between LMX and the job performance of employee. To test these relationships, we have conducted a survey of Korean firms. Questionnaires are sent to 204 employees in eight firms. After excluding unanswered and untrustful items questionnaires, the final sample size for this study is 177 employees in eight firms. This sample consists of 134 males(75.7%) and 43 females(24.3%). The average age and tenure of employees are 36.1 years old and 9.3 years, respectively. Hierarchical regression analysis is used to analyze the relationships based on Baron & Kenny(1986). Sobel test is used to test the significance of the mediating effects of psychological empowerment. The results of analyses reveal that (1) job characteristics(H1), locus of control(H2), and leader-member exchange(H3) are positively associated with each dimension of psychological empowerment, excluding the relationship between leader-member exchange and self-determination dimension. (2) Competence and impact dimension of psychological empowerment are positively associated with the job performance of employee(H4).