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ÀÌ¿¹½½ ( Lee Ye-Sul ) - Pusan National University College of Nursing
ÀÌÀ±ÁÖ ( Lee Yoon-Ju ) - Pusan National University College of Nursing ÇÏÁÖ¿µ ( Ha Ju-Young ) - Pusan National University College of Nursing Á¶¹ÎÁ¤ ( Jo Min-Jeong ) - Catholic University College of Nursing
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Abstract
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¸ñÀû: º» ¿¬±¸ÀÇ ¸ñÀûÀº °£È£»çÀÇ ÀÌÁ÷ Àǵµ¿¡ ¿µÇâÀ» ¹ÌÄ¡´Â ¿äÀÎÀ» ÆľÇÇϱâ À§ÇÔÀÌ´Ù.
¹æ¹ý: µÎ °³ÀÇ ¿Â¶óÀÎ °£È£»ç Ä¿¹Â´ÏƼ¿¡¼ 6°³¿ù ÀÌ»ó º´¿ø¿¡¼ ±Ù¹«ÇÏ°í ÀÖ´Â °£È£»ç 163¸íÀ» ¸ðÁýÇÏ¿´´Ù. ÀÚ°¡ º¸°íÇü ¼³¹®Áö¸¦ »ç¿ëÇÏ¿© ÀÌÁ÷ Àǵµ, Á÷Àå ³» ±«·ÓÈû, ÀÓÆÄ¿ö¸ÕÆ®, Àα¸»çȸÇÐÀû Ư¼º ¹× ±Ù¹« Ư¼º¿¡ ´ëÇÑ ÀڷḦ ¼öÁýÇÏ¿´À¸¸ç, ¼öÁýµÈ ÀÚ·á´Â ANOVA, Kruskal-Wallis °ËÁ¤, Mann-Whitney U °ËÁ¤, Spearman »ó°ü°ü°è ¹× ºÐÀ§È¸±ÍºÐ¼®À¸·Î ºÐ¼®ÇÏ¿´´Ù.
°á°ú: ÀÌÁ÷ Àǵµ¿¡ ¿µÇâÀ» ¹ÌÄ¡´Â ¿äÀÎÀº ºÐÀ§º°·Î Â÷ÀÌ°¡ ÀÖ¾úÀ¸¸ç ƯÈ÷, ÀÌÁ÷ Àǵµ 50% ÀÌ»óÀÇ ºÐÀ§¿¡¼ Á÷Àå ³» ±«·ÓÈû(Q50, b=0.15, p=.002; Q75, b=0.10, p=.025; Q90, b=0.12, p=.012), ±¸Á¶Àû ÀÓÆÄ¿ö¸ÕÆ®(Q50, b=-0.64, p<.001; Q75, b=-0.55, p=.005) ¹× Çö ºÎ¼ °æ·Â(Q75, b=-0.04, p=.013; Q90: b=-0.05, p=.002)ÀÌ ÀÌÁ÷ ÀǵµÀÇ ¿µÇâ ¿äÀÎÀ¸·Î ³ªÅ¸³µ´Ù.
°á·Ð: °£È£»çÀÇ ÀÌÁ÷ Àǵµ ¼öÁØ¿¡ ¿µÇâÀ» ¹ÌÄ¡´Â ¿äÀÎÀº ºÐÀ§º°·Î ´Ù¾çÇÏ´Ù. °£È£ Á¶Á÷Àº Á÷Àå ³» ±«·ÓÈûÀ» ÁÙÀÌ°í ±¸Á¶Àû ÀÓÆÄ¿ö¸ÕÆ®¸¦ °ÈÇÏ´Â Á¤Ã¥À» ±â¹ÝÀ¸·Î °£È£»çÀÇ ÀÌÁ÷ Àǵµ¸¦ °¨¼Ò½ÃÅ°±â À§ÇØ ÀÌÁ÷ Àǵµ ¼öÁØ¿¡ µû¸¥ ¸ÂÃãÇü °ü¸® Àü·«À» °³¹ßÇØ¾ß ÇÑ´Ù.
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Purpose: This study was done using quantile regression to identify the factors affecting nurses¡¯ turnover intention.
Methods: A sample of 163 nurses, who had worked in hospitals for more than 6 months, was recruited from two online nursing communities. Data were collected through self-report questionnaires, which included turnover intention, workplace bullying, empowerment, and sociodemographic and job characteristics. Collected data were analyzed using ANOVA, Kruskal-Wallis test, Mann-Whitney U test, Spearman correlation coefficients, and quantile regression.
Results: The factors affecting turnover intentions by quantile were partially different, but the predicting factors over 50% quantile were workplace bullying (Q50, b=0.15, p=.002; Q75, b=0.10, p=.025; Q90, b=0.12, p=.012), structural empowerment (Q50, b=-0.64, p<.001; Q75, b=-0.55, p=.005) and experience in current unit (Q75, b=-0.04, p=.013; Q90: b=-0.05, p=.002).
Conclusion: Different factors have an influence on nurses¡¯ turnover intention level. Nursing organizations need to develop customized management strategies to address nurses' turnover intention levels based on policies that reduce workplace bullying and strengthen structural empowerment.
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KeyWords
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±«·ÓÈû, ÀÓÆÄ¿ö¸ÕÆ®, ÀÌÁ÷, ȸ±ÍºÐ¼®
Bullying, Power, Personnel turnover, Regression analysis
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¿ø¹® ¹× ¸µÅ©¾Æ¿ô Á¤º¸
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µîÀçÀú³Î Á¤º¸
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