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최현주 ( Choi Hyun-Ju ) - 인제대학교 해운대백병원
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Abstract
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Purpose: Preventing frequent change and discontinuation of the nurses’ carrier is one of major issues for human resource management in a health organization (HO). This study was conducted to get evidences for improvement nursing manpower management and career development of the clinical nurses through investigating affecting factors to their career withdrawal intention (CWI).
Methods: A self-report questionnaire survey was conducted on the subjects of the 590 clinical nurses with more than one year tenure from the eight hospitals in Busan city during December, 2013. Data analysis was performed using SPSS program (ver 20.0) and AMOS program (ver 20.0) for structural modeling.
Results: Career satisfaction (CS) showed positive(+) effects, and increased with higher job adequacy (β=.139, t=2.676, p=.007), job autonomy (β=.260, t=4.815, p .001), and career planning (β=.301, t=5.797, p .001). Career commitment (CC) showed positive(+) effects, and increased with higher job adequacy (β=.107, t=2.280, p=.023), job autonomy (β= .257, t=5.035, p .001), career planning (β=.232, t=4.717, p .001), and career satisfaction (CS)(β=.123, t=2.293, p=.022). CWI
showed negative(-) effects and increased with lower CC (β=-.906, t=-15.72, p .001).
Conclusion: Results indicate that CC and CS have important mediating roles between job adequacy, job autonomy, career planning and CWI. As CC directly influenced CWI, there is a need to strengthen CC to prevent frequent changes and discontinuation of nurses’ careers and to contribute to productivity HO’s.
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KeyWords
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임상간호사, 경력몰입, 경력변경의도, 경력만족
Clinical Nurse, Career commitment, Career withdrawal intention, Career satisfaction
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원문 및 링크아웃 정보
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등재저널 정보
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