Introductions: Stability and consistency of hospitals’ activities depends more than ever before, on making competitive performances, which to achieve them comparing to other competitors could demonstration better qualities performances. Nowadays the most improvement tools of richness and price value of hospitals are known as experienced personnel, or on the other hand, source of the powerful human resources. Empowerment of the human resource is achieved by making a collection of existence capacities and empowerment atmosphere in the organization. Evaluation of the personnel’s empowerment, reflect the empowerment atmosphere of the organization, so that in this study, empowerment atmosphere in relation with empowerment perception of Kerman teaching hospitals, the correlation of each variable in the study population have been evaluated.

Methods: Present study is descriptive study ,conducted in 1386(2006). The research society of the study is Kerman teaching hospital personals. Three hundreds eighty six people selected by two stages random and stratifying sampling have been studied. The tools for collecting data, were questioners with the Likret quality degrees which included three parts: demographic information, empowerment atmosphere based on valid Scot and Jaff questioners which have eight parts and the empowerment perceptions based on Veton and Kameroon questionnaires which have five parts. Data have processed by SPSS software and and analyzed using one sample t-test, Pearson's correlation test, independent t-test, and ANOVA test. We define desirability judgment for variables means 70%,in Likert five scale grading( equal to 3.5). 

Results : Our finding showed that the average of all component on empowerment atmosphere in relation with empowerment perception had not suitable position. The highest mean score in order to clarifying and clearness for goal was 2.97 and for team work. 2.77 and the lowest score was for communication with 2.10. About the “empowerment perception personals “data showed that n spite of the high average score in self-effectiveness component, and significant difference between self arrangement, efficacy confidence to others is not desirable and totally, the empowerment perception factor had not an acceptable level. In this research theory of significance between empowerment atmosphere and empowerment perception confirmed by 0.99 of probability and correlation coefficient by 0.723 in 0.0001 confidence level. Additionally each and every of the eight factors has direct and strong relation with personnel's empowerment perception (correlation coefficient more than0.5).

Conclusions: Pearson correlation coefficient analyze showed that there is a positive relation between empowerment atmosphere factor and empowerment perception of the personnel. The maximum correlation coefficients are related to work mentality, clearness and brightness of goals components This relation and correlation, separately have been observed in the eight factors of the empowerment atmospheres. Due to the significant relation between empowerment atmosphere and empowerment perceptions of personnel, and strong and direct relation among them, to apply the empowerment event, management and personnel could bring empowerment atmosphere to hospital by using applied management skills and suitable conditions. and, by this way been affectedly work on personnel's’ knowledge emotions and empowerment perceptions.