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¹ÚÁø¿Á:Park Jin-Ock
Á¤±ÍÀÓ:Jung Kwuy-Im
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Abstract
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¿¬±¸¸ñÀû: º» ¿¬±¸´Â »ó±ÞÃʺ¸ °£È£»çÀÇ ¼Ò¸íÀǽÄ, Á÷¹«¸¸Á·, Á¶Á÷¸ôÀÔÀÌ ÀçÁ÷Àǵµ¿¡ ¹ÌÄ¡´Â ¿µÇâÀ» ¾Ë¾Æº¸±â À§ÇÑ ¼¼úÀû Á¶»ç¿¬±¸ÀÌ´Ù.
¿¬±¸¹æ¹ý: ¿¬±¸¹æ¹ýÀº ºÎ»êÁö¿ª¿¡ ¼ÒÀçÇÑ º´¿ø¿¡¼ ±Ù¹« ÁßÀÎ °æ·Â 13-36°³¿ùÀÇ °£È£»ç 199¸íÀÇ ÀڷḦ independent t-test, one-way ANOVA, Scheffe? test, Pearson correlation, and Multiple regressionÀ» ÀÌ¿ëÇÏ¿© ºÐ¼®ÇÏ¿´´Ù.
¿¬±¸°á°ú: ´ë»óÀÚÀÇ ¼Ò¸íÀǽÄ(r=.43, p<.001), Á÷¹«¸¸Á·(r=.31, p<.001), Á¶Á÷¸ôÀÔ(r=.31, p<.001)°ú ÀçÁ÷Àǵµ¿ÍÀÇ »ó°ü°ü°è´Â ¸ðµÎ ¾çÀÇ »ó°ü°ü°è¸¦ ³ªÅ¸³»¾ú´Ù. ´ë»óÀÚÀÇ ÀçÁ÷Àǵµ¿¡ ¹ÌÄ¡´Â ¿µÇâ¿äÀÎÀº À¯ÀÇÇÑ °ÍÀ¸·Î ³ªÅ¸³µÀ¸¸ç(F=21.96, p<.001), ¿µÇâ¿äÀÎÀÇ ¼³¸í·ÂÀ» ³ªÅ¸³»´Â °áÁ¤°è¼ö(R2)´Â .24·Î ÃÑ ¼³¸í·ÂÀº 24.1%¿´´Ù. ´ë»óÀÚÀÇ ÀçÁ÷Àǵµ¿¡ °¡Àå ¿µÇâ·ÂÀÌ ÀÖ´Â º¯¼ö´Â ¼Ò¸íÀǽÄÀÇ ÇÏÀ§¿µ¿ªÀÎ ¡®¸ñÀû/Àǹ̡¯(¥â=.35)·Î ¼³¸í·ÂÀº 18.2%À̾úÀ¸¸ç, Ãß°¡ÀûÀ¸·Î Á¶Á÷¸ôÀÔ(¥â=.22), Æò±Õ ¿ù¼öÀÔ(¥â=.17) ¼øÀ¸·Î ³ªÅ¸³µ´Ù.
°á·Ð: ÇâÈÄ Á¶Á÷ÀÇ À¯È¿¼º Çâ»óÀ» À§ÇØ »ó±ÞÃʺ¸ °£È£»çÀÇ ÀçÁ÷Àǵµ Çâ»ó ÇÁ·Î±×·¥ °³¹ß ½Ã ¼Ò¸íÀǽÄÀÇ ÇÏÀ§ÀÇ¹Ì Áß ¡®¸ñÀû/Àǹ̡¯ ºÎºÐÀ» °È½ÃÅ°´Â ÇÁ·Î±×·¥À» ÇÔ²² ±¸¼ºÇÏ´Â °ÍÀ» °í·ÁÇؾßÇÒ °ÍÀ¸·Î »ý°¢µÈ´Ù
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Purpose: This study was designed to examine effects of sense of calling, job satisfaction and organizational committment on retention intention in nurses who are at the advanced beginner-stage.
Methods: Participants were 199 nurses with 13 to 36 months¡¯ clinical career at hospital located in Busan, Korea. Data were analyzed using descriptive statistics, independent t-test, one-way ANOVA, Scheffe? test, Pearson correlation, and Multiple regression.
Results: Retention intention correlated positively with sense of calling (r=.43, p<.001), job satisfaction (r=.31, p<.001) and organizational commitment (r=.31, p<.001). Factors affecting the participants' retention intention were found to be statistically significant (F=21.96, p<.001). Total factor score accounted for 24.1% of retention intention. Out of the related factors, the most influential factor was ¡®goals/meaning¡¯, belonging to the sub-areas of the sense of calling and explaining 18.2% of retention intention, followed by organizational commitment and average monthly income in that order.
Conclusion: The results of this study suggest a need to develop a management program that helps promote retention intention for nurses at the advanced beginner-stage by both improving their monthly income and outside conditions and, more importantly, raising their sense of calling, especially in association with the goals/meaning of their life.
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KeyWords
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»ó±ÞÃʺ¸ °£È£»ç, ¼Ò¸íÀǽÄ, Á÷¹«¸¸Á·, Á¶Á÷¸ôÀÔ, ÀçÁ÷Àǵµ
Advanced beginner-stage nurse, Sense of calling, Job satisfaction, Organizational commitment, Retention intention
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¿ø¹® ¹× ¸µÅ©¾Æ¿ô Á¤º¸
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µîÀçÀú³Î Á¤º¸
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