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À¯¹Ì ( Yu Mi ) - °æ»ó´ëÇб³ °£È£´ëÇÐ
°°æÀÚ ( Kang Kyung-Ja ) - Á¦ÁÖ´ëÇб³ °£È£´ëÇÐ À¯¼öÁ¤ ( Yu Su-Jeong ) - »óÁö´ëÇб³ °£È£Çаú ¹Ú¸í¼÷ ( Park Myung-Sook ) - °Ç±¹´ëÇб³ °£È£Çаú
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Abstract
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Purpose: The study was done to investigate male nurses" gender discrimination, person-organization fit, organization leader-member exchange, career plateau and retention intention and to identify factors affecting nurses" retention intention for these nurses.
Methods: A cross-sectional survey was conducted using self-report questionnaires. The participants were 144 male nurses working in hospitals and other health care facilities in Korea. Data were analyzed using hierarchial regression.
Results: The mean score was 5.40¡¾1.61 (out of 8) for retention intention. Factors influencing retention intention were "married" (¥â=.27, p<.001) and "employment career (3~5 yr)" (¥â=-.24, p=.003) in model 1, "person-organization fit" (¥â=.42, p<.001) in model 2, "content plateau" (¥â=-.19, p=.020) in model 3. Person-organization fit was the most significant factor followed by content plateau, employment career and married state in that order. These factors explained 33.2% of the variance in retention intention (F=17.23, p<.001).
Conclusion: Findings indicate that it is necessary to confirm that the male nurses are suitable for their organization and improve career development at 3~5 years of work experience as a retention strategy of male nurses.
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KeyWords
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Â÷º°, ÀçÁ÷Àǵµ, ³²ÀÚ, °£È£»ç, °æ·ÂÁ¤Ã¼
Discrimination, Intention, Male, Nurses, Retention
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