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À̹ÎÈñ ( Lee Min-Hee ) - Kosin University Center for Wholistic Nursing Science
±Ç¼öÇý ( Kwon Su-Hye ) - Kosin University College of Nursing
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Abstract
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¸ñÀû: º» ¿¬±¸´Â Áß¼Òº´¿ø °£È£»çÀÇ ÀÓ»ó°£È£Àμº°ú ÀçÁ÷ÀǵµÀÇ °ü°è¿¡¼ Á¶Á÷¸ôÀÔÀÇ ¸Å°³È¿°ú¸¦ È®ÀÎÇÏ°íÀÚ ÇÏ¿´´Ù.
¹æ¹ý: º» ¿¬±¸´Â ¼¼úÀû Á¶»ç¿¬±¸·Î B ±¤¿ª½Ã¿¡ ¼ÒÀçÇÑ 3°³ÀÇ Áß¼Òº´¿ø °£È£»ç 177¸íÀ» ´ë»óÀ¸·Î ÇÏ¿´´Ù. 2020³â 8¿ù 27ÀϺÎÅÍ µ¿³â 9¿ù 30ÀϱîÁö ¼³¹®Áö¸¦ »ç¿ëÇÏ¿© ÀÚ·á¼öÁýÀ» ½Ç½ÃÇÏ¿´À¸¸ç, ÀÚ·áºÐ¼® ¹æ¹ýÀº SPSS WIN 22.0 ÇÁ·Î±×·¥À» ÀÌ¿ëÇÏ¿© ½Ç¼ö, ¹éºÐÀ², Æò±Õ°ú Ç¥ÁØÆíÂ÷, Æò±ÕÆòÁ¡°ú Ç¥ÁØÆíÂ÷, ÃÖ¼Ò°ª, ÃÖ´ë°ª, t-test, ANOVA¿Í Scheffe test, Pearson¡¯s correlation coefficients ¹× multiple regressionÀ» »ç¿ëÇÏ¿´´Ù.
°á°ú: ´ë»óÀÚÀÇ ÀçÁ÷Àǵµ¿¡ °¡Àå Å« ¿µÇâÀ» ¹ÌÄ¡´Â ¿äÀÎÀº Á¶Á÷¸ôÀÔ(¥â=.425, p<.001)À¸·Î ³ªÅ¸³µ°í, ´ÙÀ½À¸·Î ¿¬·É(¥â=.207, p=.001), ÀÓ»ó°£È£Àμº(¥â=.164, p=.011), ±Ù¹«¸¸Á·(¥â=.151, p=.022), Èñ¸ÁºÎ¼±Ù¹«¿©ºÎ(¥â=.128, p=.025) ¼øÀ¸·Î ³ªÅ¸³µÀ¸¸ç, À̵éÀ» ¸ðµÎ Æ÷ÇÔ½ÃÄ×À» ¶§ ¿µÇâ¿äÀεéÀº ÀçÁ÷Àǵµ¸¦ ÃÑ 48% ¼³¸íÇÏ´Â °ÍÀ¸·Î ³ªÅ¸³µ´Ù. ¶ÇÇÑ Á¶Á÷¸ôÀÔÀº ÀÓ»ó°£È£Àμº°ú ÀçÁ÷ÀǵµÀÇ °ü°è¿¡ ¸Å°³È¿°ú°¡ ÀÖ´Â °ÍÀ¸·Î ³ªÅ¸³µ´Ù.
°á ·Ð: °á°ú¸¦ Åä´ë·Î Áß¼Òº´¿ø °£È£»çÀÇ ÀçÁ÷Àǵµ¸¦ ³ôÀ̱â À§Çؼ Á¶Á÷¸ôÀÔ°ú ÀÓ»ó°£È£ÀμºÀ» Çâ»ó½Ãų ¼ö ÀÖ´Â ±³À°ÇÁ·Î±×·¥À» °³¹ßÇϱâ À§ÇÑ Á¦µµÀû ³ë·ÂÀÌ ÇÊ¿äÇÏ´Ù.
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Purpose: This study aimed to identify the mediating effect of organizational commitment on the relationship between nurses¡¯ clinical characters and retention intention in small-and medium-sized hospitals.
Methods: This descriptive study included 177 nurses frome three small-and medium-sized hospitals in B metropolitan city. Data were collected from August 27 to September 30, 2020 using self-report questionnaires and were analyzed using IBM SPSS Statistics for Windows version 22.0.
Results: The significant predictors of retention intention were organizational commitment (¥â=.425, p<.001), age (¥â=.207, p=.001), nurses¡¯ clinical characters (¥â=.164, p=.011), work satisfaction (¥â=.151, p=.022), and whether they worked in the desired department (¥â=.128, p=.025). These variables explained 48% of the variance in retention intentions. Additionally, organizational commitment had a mediating effect on the relationship between nurses¡¯ clinical characters and retention intention.
Conclusion: According to the results, institutional efforts should be made to strengthen organizational commitment and develop educational programs to enhance nurses¡¯ clinical characters among small-and medium-sized hospitals to promote retention intention.
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KeyWords
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Àμº, ÀçÁ÷, Àǵµ, Á¶Á÷¸ôÀÔ, °£È£»ç
Characters, Employment, Intention, Work engagement, Nurses
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¿ø¹® ¹× ¸µÅ©¾Æ¿ô Á¤º¸
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µîÀçÀú³Î Á¤º¸
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