|
|
|
À̱ÝÀç ( Lee Keum-Jae ) - °¡Ãµ´ëÇб³ °£È£Çаú
ÀÌ¿¡¸®Àð ( Lee Eliza ) - ÀÌÈ¿©ÀÚ´ëÇб³ Æò»ý±³À°¿ø Ãֽɿµ ( Choi Sim-Young ) - ÀÌÈ¿©ÀÚ´ëÇб³ ¸ñµ¿º´¿ø °£È£ºÎ
|
|
Abstract
|
|
|
|
Purpose: The study aimed to identify influencing factors associated with the organizational commitment (OC) among hospital nurses.
Methods: A descriptive correlational design was utilized. The subjects of this study were 447 female nurses working for over 6 months in Seoul. The study was based on the data from a self- reported survey using structured questionnaires. The data were collected from September 10 to 30, 2009 and analyzed using Pearson¡¯s correlation coefficients and stepwise multiple regression analysis.
Results: The mean score of the OC was 2.45, slightly higher than the intermediate level. The mean score of the three-dimensional domain among the OC, affective commitment (AC) was 2.50, continuance commitment (CC) was 2.59, and normative commitment (NC) was 2.29. The influencing factors of nurses¡¯ AC were perceived organizational support (POS) (¥â=.31, p<.001), supervisory trust, job burnout, nursing professionalism, and age, which accounted for 49.7%. The influencing factors of the CC were supervisory trust (¥â=.20, p<.001), POS, and job burnout whereas the influencing factors of the NC were POS (¥â=.40, p<.001), supervisory trust, nursing professionalism, and job burnout.
Conclusion: It is necessary to develop supportive strategies that increase OC, which also improve the POS, nursing professionalism, and supervisory trust, and alleviate job burnout in hospital nurses.
|
|
KeyWords
|
|
º´¿ø°£È£»ç, Á¶Á÷¸ôÀÔ
Nurses, Organizational commitment
|
|
¿ø¹® ¹× ¸µÅ©¾Æ¿ô Á¤º¸
|
|
|
|
µîÀçÀú³Î Á¤º¸
|
|
|
|
|
|