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±èÀμ÷:Kim In-Sook
¿ø¼±¾Ö:Won Seon-Ae/°¼±ÁÖ:Kang Sun-Joo/½Å¼±¹Ì:Shin Sun-Mi
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Abstract
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º» ¿¬±¸ÀÇ ¸ñÀûÀº °£È£»ç°¡ ÀÎÁöÇÏ´Â °ü¸®ÀÚÀÇ ¼öÆÛ¸®´õ½Ê, ¼¿ÇÁ¸®´õ½Ê ¹× Á¶Á÷¸ôÀÔ°£ÀÇ °ü°è¸¦ ±Ô¸íÇÏ°í Á¶Á÷¸ôÀÔ¿¡ ¹ÌÄ¡´Â ¿äÀεéÀ» È®ÀÎÇϱâ À§ÇÔÀÌ´Ù. ¼¿ï°ú °æ±âµµ ¼ÒÀç 4°³ º´¿ø¿¡¼ ±Ù¹«ÇÏ´Â 217¸íÀÇ °£È£»çµéÀ» ´ë»óÀ¸·Î ÀÚ·á°¡ ¼öÁýµÇ¾úÀ¸¸ç independent t-test, one way ANOVA, Scheffe test, ÇǾ »ó°ü°è¼ö ¹× ´ÙÁßȸ±ÍºÐ¼®À» ½Ç½ÃÇÏ¿´´Ù. Á¶Á÷¸ôÀÔ¿¡ ¿µÇâÀ» ¹ÌÄ¡´Â ¿äÀεé·Î´Â ¼öÆÛ¸®´õ½Ê(¥â=.28, p<.001), ÃÖÁ¾ÇзÂ(¥â=.16, p<.001), ±Ù¹«º´µ¿ÀÇ °£È£»ç ¼ö(¥â=-.18, p=.003), ¼¿ÇÁ¸®´õ½Ê(¥â=-.17, p=.008), °£È£¸¦ ´ã´çÇϴ ȯÀÚ ¼ö°¡ 10¸í ÀÌÇÏÀÎ °æ¿ì(¥â=.12, p=.046) ¼øÀ¸·Î ³ªÅ¸³µÀ¸¸ç Á¶Á÷¸ôÀÔÀÇ 24%(F=13.46, p<.001)¸¦ ¼³¸íÇÏ¿´´Ù. º» ¿¬±¸ÀÇ °á°ú´Â °£È£»çÀÇ ¼¿ÇÁ¸®´õ½ÊÀ» °È½Ãų ¼ö ÀÖ´Â °ü¸®ÀÚÀÇ ¼öÆÛ¸®´õ½Ê °È¸¦ À§ÇÑ ÇÁ·Î±×·¥ °³¹ß ¹× Á¶Á÷¸ôÀÔÀ» Çâ»ó½Ãų ¼ö ÀÖ´Â Àü·«À» Á¦¾ÈÇÏ´Â °ÍÀÌ´Ù.
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Purpose: This study was designed to assess the level of super-leadership and self-leadership, identify correlations among variables and identify the factors influencing organizational commitment of clinical nurses.
Methods: Participants were 217 nurses working in four hospitals located in Seoul and Gyeonggi Province. Data were analyzed using descriptive statistics, independent t-test, one way ANOVA, Scheffe test, Pearson Correlation, and Multiple Regression.
Results: The most influential factor for organizational commitment was super-leadership (¥â=.28, p<.001), followed by education (¥â=.16, p=.007), the number of unit nurses (¥â=-,181 p=.003), self-leadership (¥â=.172, p=.008), and the number of patients being under 10 (¥â=.12, p=.046). These factors accounted for 24% of the variance in organizational commitment (F=13.46, p<.001).
Conclusion: The results of this study suggest a need for strategies to improve organizational commitment of nurses by enhancing nurse¡¯ self-leadership through nursing managers' super-leadership.
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KeyWords
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¼öÆÛ¸®´õ½Ê, ¼¿ÇÁ¸®´õ½Ê, Á¶Á÷¸ôÀÔ
Super-leadership, Self-leadership, Organizational commitment
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¿ø¹® ¹× ¸µÅ©¾Æ¿ô Á¤º¸
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µîÀçÀú³Î Á¤º¸
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