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¼¿¹Áø ( Seo Ye-Jin ) -
À¯¹Ì ( Yu Mi ) -
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Abstract
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¿¬±¸¸ñÀû: º» ¿¬±¸´Â Äڷγª19 ÆÒµ¥¹ÍÀ» ÀüÈÄÇÏ¿© ÀÌÁ÷ÇÑ °£È£»ç¸¦ ´ë»óÀ¸·Î ÀÌÁ÷À» °áÁ¤ÇÒ ´ç½Ã °³Àΰú Á¶Á÷Àû Ãø¸é¿¡¼ ÀÏ°ú »îÀÇ ±ÕÇü, Á÷¹«¸¸Á·µµ, °£È£Á¶Á÷¹®È, °£È£±Ù¹«È¯°æÀ» »ìÆ캸°íÀÚ ÇÏ¿´´Ù. ¶ÇÇÑ ÀÌÁ÷ ÈÄ ÇöÀç ÀÓ»ó±Ù¹« ¿©ºÎ¿¡ µû¶ó Á¦ º¯¼öµéÀÇ Â÷À̸¦ ºñ±³ÇÔÀ¸·Î ÀÓ»ó°£È£»çÀÇ Å»ÀÓ»óÀ» ¿¹¹æÇϱâ À§ÇÑ Á¤Ã¥ ¸¶·Ã¿¡ µµ¿òÀÌ µÇ°íÀÚ ½ÃµµµÇ¾ú´Ù.
¿¬±¸¹æ¹ý: 2022³â 9¿ù 5ÀϺÎÅÍ 9¿ù 22ÀϱîÁö °æ»ó³²µµ¿¡¼ ÃÖ±Ù 5³â À̳»¿¡ ÀÌÁ÷ÇÑ ÀÓ»ó°æ·Â 6°³¿ù ÀÌ»óÀÇ °£È£»ç 172¸íÀ» ´ë»óÀ¸·Î ÀڷḦ ¼öÁýÇÏ¿´À¸¸ç, SPSS/WIN 25.0 ÇÁ·Î±×·¥À» ÀÌ¿ëÇÏ¿© ÀÚ·á´Â ±â¼úÅë°è, t-°ËÁ¤, ANOVA, Scheffe, Pearson »ó°ü°ü°è¸¦ ÅëÇØ ºÐ¼®ÇÏ¿´´Ù.
¿¬±¸°á°ú: º´¿ø ÀÌÁ÷ ÈÄ ´Ù½Ã ÀÓ»ó°£È£»ç·Î ±Ù¹«ÇÏ°í ÀÖ´Â °æ¿ì°¡ ±âŸÁ÷¾÷±ºÀ¸·Î ÀÌÁ÷ÇÑ °æ¿ì¿¡ ºñÇØ ÀÌÁ÷ ´ç½Ã °£È£»ç·Î¼ ÀÏ°ú »îÀÇ ±ÕÇü Á¤µµ°¡ ³ô¾ÒÀ¸¸ç, °£È£Á¶Á÷¹®È´Â °ü°èÁöÇâÀû¹®È¿´´ø °æ¿ì, °£È£»ç¿Í ÀÇ»çÀÇ Çù·Â°ü°è¿¡¼ ¸¸Á·ÇÑ Á¤µµ°¡ ³ô¾Ò´Ù. ¶Ç ÀÌÁ÷´ç½Ã °Ç°»óÅ¿¡¼µµ ±âŸ Á÷¾÷±ºÀº °Ç°ÀÌ ÁÁÁö ¾Ê¾Ò´ø °æ¿ì¿Í ±³´ë±Ù¹«ÀÚ¿´´ø °æ¿ì°¡ ¸¹¾Ò´Ù.
°á·Ð: °£È£»çÀÇ Å»ÀÓ»óÀ» ¿¹¹æÇϱâ À§Çؼ´Â °³Àΰú Á¶Á÷Â÷¿ø¿¡¼ ÀÏ°ú »îÀÇ ±ÕÇüÀ» À¯ÁöÇÒ ¼ö ÀÖ´Â ¹æ¾È ¸¶·Ã, À§°èÁöÇâÀû Á¶Á÷¹®È¸¦ Áö¾çÇÏ°í ºÎ¼ °£ ¿øÈ°ÇÑ »óÈ£Çù·Â°ü°èÀÇ Çü¼º°ú Á¤ÂøÀ» ÅëÇÑ °ü°èÁöÇâÀûÀÎ Á¶Á÷¹®ÈÇü¼ºÀÇ Çʿ伺, Àü¹®¼º°ú ´ëÀΰü°è Ãø¸é¿¡¼ °£È£»çÀÇ Á÷¹«¿¡ ´ëÇÑ ¸¸Á·µµ °íÃë µî Á¶Á÷°ü¸®°¡ ¿ä±¸µÈ´Ù.
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Purpose: This study examined hospital nurses¡¯ perception of work-life balance, nursing work environment, nursing organizational culture, and job satisfaction before turnover, and compared differences in variables between current clinical nurses and non-clinical nurses.
Methods: This descriptive study involved 172 nurses with over six months experience, who changed jobs within the last 5 years in G Province. Data were collected from September 5th-22nd, 2022, and analyzed through independent t-test, one-way ANOVA, and Pearson correlation coefficient using SPSS/WIN 25.0 program.
Results: Total work-life balance (t=3.85, p<.001), work-family balance (t=4.79, p<.001), work-leisure balance (t=2.96, p=.004), work-growth balance (t=3.01, p=.003), and overall work-life balance (t=2.95, p=.004) in work-life balance, the role of professionalism (r=2.05, p=.042) and interpersonal relationships (t=2.59, p=.011) in job satisfaction, the relationship-oriented nursing organizational culture (t=2.68, p=.008), and the nurse-doctor relationship within the nursing work environment (t=2.51, p=.013) were all significantly higher among current clinical nurses than non-clinical nurses.
Conclusion: Hospital-level interventions should be established and implemented to improve work-life balance, the relationship-oriented nursing organizational culture, and job satisfaction through interprofessional relationships to retain hospital nurses.
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KeyWords
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Á÷¹«¸¸Á·µµ, °£È£»ç, Á¶Á÷¹®È, ÀÌÁ÷, ÀÏ°ú »îÀÇ ±ÕÇü
Job satisfaction, Nurses, Organizational culture, Personnel turnover, Work-life balance
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¿ø¹® ¹× ¸µÅ©¾Æ¿ô Á¤º¸
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µîÀçÀú³Î Á¤º¸
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