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±èÁøÈñ ( Kim Jin-Hee ) - Á¦ÁÖ°¨¿°º´°ü¸®Áö¿ø´Ü
±è¹Î¿µ ( Kim Min-Young ) - Á¦ÁÖ´ëÇб³ °£È£Çаú
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Abstract
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¸ñÀû: º» ¿¬±¸´Â °£È£Àη³ÀÌ ½ÉÇÑ ÀÏ°³ µµ½ÃÀÇ °£È£±Ù¹«È¯°æ, ¸®´õ-±¸¼º¿ø ±³È¯°ü°è, µ¿·áÀÇÁöÁö, Á¶Á÷¸ôÀÔ°£ÀÇ °ü°è¸¦ ÆľÇÇϱâ À§ÇÑ ¿¬±¸ÀÌ´Ù.
¹æ¹ý: ¿¬±¸´ë»óÀÚ´Â ÇöÀç ¼ö°£È£»ç¿Í 6°³¿ù ÀÌ»ó ±Ù¹«ÇÑ °£È£»ç 198¸íÀ̾ú´Ù. À̵éÀº ÀÏ°³ µµ½Ã 5°³ Á¾ÇÕº´¿ø¿¡ ±Ù¹«ÇÏ¿´´Ù. 2016³â 4¿ù ¿¬±¸´ë»óÀÚµéÀº °£È£±Ù¹«È¯°æ, ¸®´õ-±¸¼º¿ø ±³È¯°ü°è, Á¶Á÷¸ôÀÔ¿¡ ´ëÇÑ ÀÚ°¡º¸°í½Ä ¼³¹®Áö¸¦ ¿Ï¼ºÇÏ¿´´Ù. ¼öÁýµÈ ÀÚ·á´Â ±â¼úÅë°è, t-test, ANOVA, Pearson »ó°ü°ü°è, ´ÙÁßȸ±ÍºÐ¼®À¸·Î ºÐ¼®ÇÏ¿´´Ù.
°á°ú: °£È£±Ù¹«È¯°æÀº ÀÌÁ÷°æÇè(t=-2.58, p=.010)¿¡ µû¶ó À¯ÀÇÇÑ Â÷ÀÌ°¡ ÀÖ¾ú´Ù. ¸®´õ-±¸¼º¿ø ±³È¯°ü°è´Â ±Ù¹«ºÎ¼¿¡ µû¶ó À¯ÀÇÇÑ Â÷ÀÌ°¡ ÀÖ¾ú´Ù(F=3.81, p=.011). Á¶Á÷¸ôÀÔ¿¡ ¿µÇâÀ» ÁÖ´Â ¿äÀÎÀº º´¿ø ¿î¿µ¿¡ °£È£»çÀÇ Âü¿©(¥â=.23, p=.028)¿Í °£È£°ü¸®ÀÚÀÇ ´É·Â, ¸®´õ½Ê, °£È£»ç¿¡ ´ëÇÑ ÁöÁö(¥â=.18, p=.022)¿´´Ù. ȸ±Í¸ðÇü¿¡¼ÀÇ ¼³¸í·ÂÀº 18.2%¿´´Ù.
°á·Ð: º» ¿¬±¸°á°ú Á¶Á÷¸ôÀÔÀ» ³ôÀ̱â À§Çؼ´Â °£È£±Ù¹«È¯°æÀ» Çâ»ó½ÃÅ°´Â °ÍÀÌ ÇÊ¿äÇÔÀÌ Á¦½ÃµÇ¾ú´Ù. ƯÈ÷ ½É°¢ÇÑ °£È£»ç Àη³ÀÌ ÀÖ´Â »óȲ¿¡¼´Â °£È£»çÀÇ Ãæ¿ø°ú ´õºÒ¾î °£È£½Ã½ºÅÛÀÇ Çâ»óÀÌ ÇÔ²² °í·ÁµÇ¾î¾ß ÇÑ´Ù.
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Purpose: This study was done to investigate the relationships between nursing work environment, leader-member exchange (LMX), peer support, and organizational commitment in one city with a severe nurse shortage.
Methods: Participants were 198 nurses who had worked for more than 6 months with the same head nurse. They worked in five general hospitals located in one city. In April 2016 participants completed a survey questionnaire about their nursing work environment, LMX, peer support, and organizational commitment. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation, and multiple regression.
Results: There was a significant differences in nursing work environment by experience of turnover (t=-2.58, p=.010). LMX showed significant difference by department (F=3.81, p=.011). Factors influencing nurses¡¯ organizational commitment were nurse participation in hospital affairs (¥â=.23, p=.028) and nurse manager ability, leadership and support (¥â=.18, p=.022). Explanatory power was 18.2% in the regression model.
Conclusion: The results suggest that it is necessary to improve the nursing work environment in order to increase organizational commitment. Improvement of the nursing system should be considered along with supplementation of nurses particularly during a severe nurse shortage.
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KeyWords
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°£È£»ç, Á¶Á÷¸ôÀÔ, °£È£±Ù¹«È¯°æ, ¸®´õ-±¸¼º¿ø ±³È¯°ü°è, µ¿·áÀÇ ÁöÁö
Nurses, Organizational commitment, Nursing work environment, Leader-member exchange, Peer influence
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¿ø¹® ¹× ¸µÅ©¾Æ¿ô Á¤º¸
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µîÀçÀú³Î Á¤º¸
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