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이영옥 ( Lee Young-Ok ) - 강동성심병원
권명순 ( Kwon Myung-Soon ) - 한림대학교 간호학부
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Abstract
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최근에 병원조직은 내외여건의 변화로 병원경영관리에 많은 어려움을 겪고 있다. 따라서 내실 있는 병원경영이 절실히 요구되는 시기라 할 수 있다. 병원에서 지출하는 비용 중 인건비 비율은 35～40% 정도를 차지하므로 이렇게 많은 비용이 들어가는 인력의 효율적 관리를 통해 조직발전에 기여할 수 있을 것이다.
병원내 의료인력 중 간호 인력은 40% 정도(병원경영분석, 2002)를 차지하는 중요인력이며, 의료소비자와 처음 만나는 것은 물론이고 가장 빈번하게 의료소비자와 접하는 의료제공자이다. 따라서 간호사들의 조직몰입도를 높여 양질의 의료서비스를 높이는 것은 무엇보다도 중요하다 할 수 있다.
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Purpose:This study was designed to investigate perception of job rotation and an organizational commitment of staff nurses working at K hospital and find the way of increasing an organizational commitment for the groundwork for efficient changes in the nursing staff.
Methods:Data were collected from Aug. 20 to Aug. 28, 2004 through self reporting questionnaires taken by 318 nurses working at a hospital. The three structured instruments were used for collecting the data; Questionnaires for measuring the perception of job rotation, Questionnaires for measuring the utility and the problem of job rotation, and Mowday’s Organizational Commitment Questionnaires.
Results:The Results were as follows : 1. 66.0% of 318 staff nurses approved of regular job rotation; 34.0% of them disapproved 34.3% of them wanted to get transferred to another department; 65.7% of them didn’t. 2. Of general characteristics, age(F=17.469, P=.000), marital status(F=-2.781, P=.006), religion(F=5.688, P=.001), education level(F=8.816, P=.000), position(F=15.591, P=.000), a total clinical career(F=11.606 p=.000) and field in practice(F=4.206, P=.000) were significantly related to an organizational commitment. 3. There is relatively positive correlation between the perception of job rotation and an organizational commitment.
Conclusion:In conclusion, the utility of on the job rotation and organizational commitment showed the positive correlation.
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KeyWords
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부서이동제도에 대한 인식, 조직몰입
job rotation, organizational commitment
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원문 및 링크아웃 정보
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등재저널 정보
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