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심미영 ( Shim Mi-Young ) - 서울대학교병원 간호부
유혜진 ( Yoo Hye-Jin ) - 서울아산병원
김정연 ( Kim Jung-Yeon ) - 세브란스병원
김세라 ( Kim Se-Ra ) - 서울아산병원
송유길 ( Song Yu-Gil ) - 서울아산병원
강지연 ( Kang Ji-Yeon ) - 동아대학교 간호학과
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Abstract
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Purpose: The purpose of this study were to identify the influential factors of bullying of intensive care nurses and to suggest a final structural model based on identified relationships between nursing organizational culture, authentic leadership, self-esteem, and bullying in the workplace.
Methods: Data were collected from 221 nurses at intensive care units in eight general hospitals using structured questionnaires and analyzed by structural equation modeling.
Results: In this study, the average of bullying in the workplace was 1.34±0.40, nursing organizational culture was 3.31±0.47, self-esteem was 2.79±0.44, and authentic leadership was 3.61±0.60. The factors affecting nursing organizational culture were authentic leadership (β=.54, p<.001) and self-esteem (β=.24, p=.002) that had direct positive effects on the nursing organizational culture. The nursing organizational culture had also a direct effect on reducing workplace bullying (β=-.45, p<.001). Authentic leadership (β=-.24, p=.004) and self-esteem (β=-.11, p=.004) had indirect effects on workplace bullying, which was mediated by the nursing organizational culture.
Conclusion: To understand and reduce workplace bullying, evaluating a nursing organizational culture should be preceded. Based on the finding of this study, an intervention for increasing authentic leadership and self-esteem of nurses can positively help to create the nursing organizational culture and then reduce workplace bullying.
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KeyWords
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조직문화, 리더십, 자아존중감, 괴롭힘
Organizational Culture, Leadership, Self-Esteem, Bullying
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원문 및 링크아웃 정보
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등재저널 정보
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