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ÃÖ¾Ö¸® ( Choi Ae-Ri ) -
ȲÁöÀÎ ( Hwang Jee-In ) -
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Abstract
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¿¬±¸¸ñÀû: º» ¿¬±¸ÀÇ ¸ñÀûÀº ÀÓ»ó °£È£»çÀÇ Á÷¹«Âø±Ùµµ, Àü¹®Á÷ Àھư³³ä, ÀÏ°ú »îÀÇ ±ÕÇüÀÌ ÀçÁ÷Àǵµ¿¡ ¹ÌÄ¡´Â ¿µÇâÀ» ÆľÇÇÏ´Â °ÍÀÌ´Ù.
¿¬±¸¹æ¹ý: º» ¿¬±¸´Â Ⱦ´ÜÀû ¼¼úÁ¶»ç¿¬±¸·Î, ¼¿ï½Ã ¼ÒÀçÀÇ ÀÏ°³ ´ëÇк´¿ø¿¡ ±Ù¹«ÇÏ´Â °£È£»ç 296¸íÀ» ´ë»óÀ¸·Î ¼³¹®Áö¸¦ ÀÌ¿ëÇÏ¿© 2022³â 7¿ù 27ÀϺÎÅÍ 8¿ù 2ÀϱîÁö ÀڷḦ ¼öÁýÇÏ¿´´Ù. ¼öÁýµÈ ¼³¹® ÀÚ·á´Â t-test, one-way ANOVA, Pearson¡¯s correlation coefficients, multiple regressionÀ¸·Î ºÐ¼®ÇÏ¿´´Ù.
¿¬±¸°á°ú: ÀçÁ÷Àǵµ´Â 8Á¡ ¸¸Á¡¿¡ Æò±Õ 4.92¡¾1.05Á¡À̾ú°í, Á÷¹«Âø±Ùµµ´Â 5Á¡ ¸¸Á¡¿¡ Æò±Õ 2.91¡¾0.48Á¡, Àü¹®Á÷ Àھư³³äÀº 4Á¡ ¸¸Á¡¿¡ Æò±Õ 2.61¡¾0.28Á¡, ÀÏ°ú »îÀÇ ±ÕÇüÀº 5Á¡ ¸¸Á¡¿¡ Æò±Õ 3.10¡¾0.71Á¡À̾ú´Ù. Á÷¹«Âø±Ùµµ(¥â=.17, p=.002)¿Í Àü¹®Á÷ Àھư³³ä(¥â=.42, p<.001)ÀÌ ÀÓ»ó°£È£»çÀÇ ÀçÁ÷Àǵµ¿¡ À¯ÀÇÇÑ ¿µÇâÀ» ¹ÌÃÆ´Ù. ±¸Ã¼ÀûÀ¸·Î »ìÆ캸¸é, Á÷¹«Âø±ÙµµÀÇ Áö¿ªÀûÇÕ¼º(¥â=.16, p=.003)°ú Àü¹®Á÷ Àھư³³äÀÇ ¸¸Á·°¨(¥â=.58, p<.001)ÀÇ ÇϺοäÀÎÀÌ °£È£»çµéÀÇ ÀçÁ÷Àǵµ¿¡ À¯ÀÇÇÑ ¿µÇâÀ» ¹ÌÄ¡´Â ¿äÀÎÀ̾ú´Ù. ¹Ý¸é ÀÏ°ú »îÀÇ ±ÕÇüÀº ÀçÁ÷Àǵµ¿Í À¯ÀÇÇÑ °ü°è°¡ ¾ø¾ú´Ù.
°á·Ð: ÀÓ»ó °£È£»çµéÀÇ Á÷¹«Âø±Ùµµ¿Í Àü¹®Á÷ Àھư³³äÀÌ ÀçÁ÷Àǵµ¿Í À¯ÀÇÇÑ °ü°è°¡ ÀÖ¾ú´Ù. µû¶ó¼ ÀÓ»ó °£È£»çµéÀÇ ÀçÁ÷Àǵµ¸¦ ³ôÀ̱â À§Çؼ Á¶Á÷ ¿ÜÀûÀÎ Áö¿ª»çȸÀÇ À¯´ë°¨À» À§ÇÑ Áö¿ø°ú Àü¹®Á÷À¸·Î¼ÀÇ ¸¸Á·°¨À» ³ôÀÌ´Â °ÍÀÌ ÇÊ¿äÇÒ °ÍÀÌ´Ù.
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Purpose: This study aimed to assess the influence of job embeddedness, professional self-concept, and work-life balance on clinical nurses¡¯ workplace retention intention.
Methods: A descriptive cross-sectional survey was conducted from July 27 to August 2, 2022, involving 296 nurses at a university hospital in Seoul. The questionnaire-based data collected were analyzed using t-tests, one-way ANOVA, Pearson's correlation coefficients, and multiple regression.
Results: The mean score for intention to stay is 4.92¡¾1.05 out of 8. The mean scores for job embeddedness, professional self-concept, and work-life balance were 2.91¡¾0.48 out of 5, 2.61¡¾0.28 out of 4, and 3.10¡¾0.71 out of 5, respectively. Job embeddedness (¥â=.17, p=.002) and professional self-concept (¥â=.42, p<.001) were significantly associated with clinical nurses¡¯ intention to stay in their workplace. Specifically, the ¡°community suitability¡± subfactor of job embeddedness (¥â=.16, p=.003) and the ¡°satisfaction¡± subfactor of professional self-concept (¥â=.58, p<.001) were significantly related to nurses¡¯ intention to stay. No significant relationship was found between work-life balance and intention to stay.
Conclusion: Nurses¡¯ job embeddedness and professional self-concept significantly affected their intention to stay. Therefore, fostering community bonding outside the organization and increasing professional satisfaction are suggested to increase clinical nurses¡¯ intentions to stay.
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KeyWords
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ÀÓ»ó °£È£»ç, Á÷¹«Âø±Ùµµ, Àü¹®Á÷ Àھư³³ä, ÀÏ°ú »îÀÇ ±ÕÇü, ÀçÁ÷Àǵµ
Clinical nurses, Job embeddedness, Professional self-concept, Work-life balance, Intention to stay
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¿ø¹® ¹× ¸µÅ©¾Æ¿ô Á¤º¸
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µîÀçÀú³Î Á¤º¸
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