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½ÅÀº¼÷ ( Shin Eun-Suk ) - Àü³²´ëÇб³º´¿ø
¾È¹ÎÁ¤ ( An Min-Jeong ) - Àü³²´ëÇб³ °£È£´ëÇÐ ÃÖ¸íÀÌ ( Choi Myoung-Lee ) - Àü³²´ëÇб³º´¿ø Àְ̾æ ( Lee Ae-Kyong ) - Àü³²´ëÇб³º´¿ø ÀüÀº¾Æ ( Jeon Eun-Ah ) - Àü³²´ëÇб³º´¿ø Á¤¿µ¹Ì ( Jeoung Young-Mi ) - Àü³²´ëÇб³º´¿ø ¼¹ÌÈ ( Seo Mi-Wha ) - Àü³²´ëÇб³º´¿ø ±èÇý°æ ( Kim Hye-Gyeong ) - Àü³²´ëÇб³º´¿ø ȲÁøÈ ( Hwang Jin-Hwa ) - Àü³²´ëÇб³º´¿ø ÃÖ¿ÁÀÚ ( Choi Ok-Ja ) - Àü³²´ëÇб³º´¿ø ±è¼±Èñ ( Kim Seon-Hee ) - Àü³²´ëÇб³ ´ëÇпø ¹Ú¼ö¹Î ( Park Su-Min ) - Àü³²´ëÇб³ ´ëÇпø ȲÀ±¿µ ( Hwang Yoon-Young ) - ¼¿ï¿©ÀÚ°£È£´ëÇб³
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Abstract
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¸ñÀû: º» ¿¬±¸´Â °£È£Á¶Á÷¹®È¿Í ȸº¹Åº·Â¼ºÀÌ °£È£¼ºñ½º Áú¿¡ ¹ÌÄ¡´Â ¿µÇâÀ» ÆľÇÇϱâ À§ÇÏ¿© ½ÃµµµÇ¾ú´Ù.
¹æ¹ý: Ⱦ´Ü¿¬±¸¸¦ ½ÃµµÇÏ¿´´Ù. ÆíÀÇÃßÃâ ¹æ¹ýÀ» »ç¿ëÇÏ¿© G½Ã »ó±ÞÁ¾ÇÕº´¿ø¿¡ ±Ù¹«ÇÏ´Â 199¸íÀÇ ´ë»óÀڷκÎÅÍ ÀڷḦ ¼öÁýÇÏ¿´´Ù. Àα¸ÇÐÀû ¹× Á÷¹«°ü·Ã Ư¼º, °£È£¼ºñ½º Áú, ȸº¹Åº·Â¼º°ú °£È£Á¶Á÷¹®È¿¡ ´ëÇÏ¿© ÀÚ°¡º¸°íÇü ¼³¹®Á¶»ç¸¦ ½ÃÇàÇÏ¿´´Ù.
°á°ú: Àüü ´ë»óÀÚ´Â ¸ðµÎ ¿©¼º °£È£»ç¿´°í, ´ëºÎºÐ Á÷À§°¡ ÀϹݰ£È£»ç¿´À¸¸ç, ¹ÌÈ¥À̾ú´Ù. °£È£¼ºñ½º ÁúÀº ¿¬·É, °áÈ¥»óÅÂ, ±³À°¼öÁØ, ÀÓ»ó±Ù¹«°æ·Â, Á÷À§ ¹× ÁÖ°üÀû °Ç°»óÅ¿¡ µû¶ó Åë°èÀûÀ¸·Î À¯ÀÇÇÑ Â÷ÀÌ°¡ ÀÖ¾ú´Ù. °£È£»çÀÇ ¿¬·É, ±³À°¼öÁØ, ÀÓ»ó±Ù¹«°æ·Â, Á÷À§ ¹× ȸº¹Åº·Â¼º°ú °£È£Á¶Á÷¹®È Áß Çõ½ÅÁöÇâÀû ¹®È, °ü°èÁöÇâÀû ¹®È ¹× À§°èÁöÇâÀû ¹®È°¡ °£È£¼ºñ½º ÁúÀÇ À¯ÀÇÇÑ ¿µÇâ¿äÀÎÀ¸·Î È®ÀεǾú°í, ¼³¸íº¯·®Àº ¾à 47%¿´´Ù. ÀÌÁß °¡Àå ¿µÇâ·Â ÀÖ´Â ¿¹Ãø¿äÀÎÀº ȸº¹Åº·Â¼ºÀ̾ú°í, ±× ´ÙÀ½Àº Çõ½ÅÁöÇâÀû ¹®È, À§°èÁöÇâÀû ¹®È ¼øÀ̾ú´Ù.
°á·Ð: °£È£¼ºñ½º ÁúÀº °£È£»ç °³ÀΠƯ¼ºÀΠȸº¹Åº·Â¼º°ú °£È£Á¶Á÷¹®È¸¦ ÁõÁø½ÃÅ´À¸·Î½á Çâ»óµÉ ¼ö ÀÖÀ½À» ÆľÇÇÏ¿´´Ù. ÀÌ»óÀÇ ¿µÇâ¿äÀεéÀ» °í·ÁÇÏ¿© ¿¬±¸ÀÚ¿Í ÇàÁ¤°¡µéÀÌ °£È£¼ºñ½º Áú Çâ»óÀ» µµ¸ðÇϱâ À§ÇÑ ´Ù¾çÇÑ ÇÁ·Î±×·¥À» °³¹ßÇÏ¿© °£È£»ç¿¡°Ô Á¦°øÇÏ´Â ÀÏÀÌ ÇÊ¿äÇÒ °ÍÀÌ´Ù.
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Purpose: The purpose of this study was to examine nursing organizational culture and resilience and their effects on quality of nursing service.
Methods: A cross-sectional study was conducted. A convenience sampling method was used to collect data from 199 participants who worked in a tertiary hospital in G city. Demographic and work related variables, quality of nursing service, resilience, and nursing organizational culture were measured using validated self-report questionnaires.
Results: All of the participants were women and the majority were staff nurses and single. A statistically significant difference in quality of nursing service was found for age, marital status, educational level, clinical career, position and perceived health status. Age, educational level, clinical career, position, resilience, innovation-oriented culture, relation-oriented culture, and hierarchyoriented culture were significant predictors of quality of nursing service, explaining 47% of total variance. Among the predictors, resilience was the strongest predictor, followed by innovation-oriented culture, and hierarchy-oriented culture.
Conclusion: Findings indicate that quality of nursing service can be improved by raising individual nurse¡¯s resilience and advancing nursing organizational culture. Considering the identified factors, researchers and administrators need to develop and provide clinical nurses with a variety of programs to improve the quality of their nursing service.
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KeyWords
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°£È£»ç, °£È£¼ºñ½º, ȸº¹Åº·Â¼º, °£È£Á¶Á÷¹®È
Nurses, Nursing Services, Resilience, Organizational Culture
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¿ø¹® ¹× ¸µÅ©¾Æ¿ô Á¤º¸
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µîÀçÀú³Î Á¤º¸
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