DOI QR코드

DOI QR Code

중소병원 간호사의 경력개발시스템 기대감, 경력몰입, 이직의도와의 관계

Relationship between Expectations of Clinical Ladder System, Career Commitment and Turnover Intention of Nurses in Small and Medium-Sized Hospitals

  • Han, Younghee (Department of Nursing, Namseoul University) ;
  • Kim, Heeyoung (Department of Nursing, Dongshin University) ;
  • Ko, Jeonga (Department of Nursing, Dongshin University Oriental Hospital) ;
  • Kim, Eun-Ju (Department of Nursing, Shiwha General Hospital)
  • 투고 : 2018.01.22
  • 심사 : 2018.02.20
  • 발행 : 2018.04.30

초록

Purpose: This study was done to explore the relationship between expectations of the clinical ladder system (CLS), career commitment and turnover intention in nurses employed in small-medium sized hospitals. Methods: Participants were 154 nurses from 3 small-medium sized hospitals in Gyeonggi Province and Gwangju City. From February, 8 to April, 14, 2017, self-report questionnaires were collected and analyzed using frequency, t-test, ANOVA, $Scheff{\acute{e}}$ test, and Person correlation coefficients. Results: Of the participant nurses, 61% perceived the CLS as needed. The mean score for expectation of CLS, career commitment, and turnover intention on 5-point scale were 3.38, 3.17, 3.21, respectively. There were no significant differences in expectation of CLS according to general characteristics, but career commitment and turnover intention did show significant differences depending on age, position, type of work shift. Expectation of CLS correlated positively with career commitment (r=.23, p=.005), and career commitment correlated negatively with turnover intention (r=-.49, p<.001). Conclusion: The results of this study show that there is a need to adopt the clinical ladder system to improve career commitment.

키워드

참고문헌

  1. Hospital Nurses Association. Hospital nurses staffing state survey [Internet]. Seoul: Hospital Nurses Association. 2016 [cited 2017 July 11]. Available from: http://khna.or.kr/web/information/resource.php.
  2. Park SK, Jo KM, Jwa YG, Kang DW, Lee YJ. National nursing workforce survey of registered nurses. Seoul: Korea Health Industry Development Institute. 2014 December. Report No.: 11-1352000-001476-01.
  3. Kang KN. Factors influencing turnover intention of nurses in small-medium sized hospitals. Journal of Korean Academy of Nursing Administration. 2012;18(2):155-165. https://doi.org/10.11111/jkana.2012.18.2.155
  4. Kim H, Jang KS. Development of a clinical ladder system for operating room nurses. Journal of Korean Academy of Nursing Administration. 2011;17(3):301-314. https://doi.org/10.11111/jkana.2011.17.3.301
  5. Riley JK, Rolband DH, James D, Norton HJ. Clinical ladder: Nurses' perceptions and satisfiers. The Journal of Nursing Adminstration. 2009;39(4):182-188. https://doi.org/10.1097/nna.0b013e31819c9cc0
  6. Drenkard K, Swartwout E. Effectiveness of a clinical ladder program. The Journal of Nursing Adminstration. 2005;35(11): 502-506. https://doi.org/10.1097/00005110-200511000-00007
  7. Hall LM, Waddell J, Donner G, Wheeler MM. Outcomes of a career planning and development program for registered nurses. Nursing Economics. 2004;22(5):231-238.
  8. Nelson JM, Cook PF. Evaluation of a career ladder program in a ambulatory care environment. Nursing Economics. 2008;26 (6):353-360.
  9. Ward CW, Goodrich CA. A clinical advancement process revisited: A descriptive study. Medsurg Nursing. 2007;16(3): 169-173.
  10. Kwon IG, Sung YH, Park KO, Yu OS, Kim MA. A study on the clinical ladder system model for hospital nurses. Clinical Nursing Research. 2007;13(1):7-23.
  11. Jung SW. A survey on the recognition of RNs about the adoption of the clinical ladder system. The Korean Nurse. 2005;44 (6):69-82.
  12. Park KO, Yi M. Nurses' experience of career ladder program in a general hospital. Journal of Korean Academy of Nursing. 2011;41(5):581-592. https://doi.org/10.4040/jkan.2011.41.5.581
  13. Chae SN, Ko IS, Kim IS, Yoon KS. Effect of perception of career ladder system on job satisfaction, intention to leave among perioperative nurses. Journal of Korean Academy of Nursing Administration. 2015;21(3):233-242. https://doi.org/10.11111/jkana.2015.21.3.233
  14. Park KO, Lee YY. Career ladder system perceived by nurses. Journal of Korean Academy of Nursing Administration. 2010; 16(3):314-325. https://doi.org/10.11111/jkana.2010.16.3.314
  15. Min AR, Kim IS. Relationship of perception of clinical ladder system with professional self-concept and empowerment based on nurse' clinical career stage. Journal of Korean Academy of Nursing Administration. 2013;19(2):254-264. https://doi.org/10.11111/jkana.2013.19.2.254
  16. Park KO, Park SH, Kim YH, Choi JH. Evaluation of a career ladder program for nurses in a hospital. Perspectives in Nursing Science. 2014;11(2):123-131. https://doi.org/10.16952/pns.2014.11.2.123
  17. Kim MS. Influence of career ladder system on nursing performance, job satisfaction, organizational commitment, turnover intention [dissertation]. Seoul: Seoul National University; 2013. p. 1-115.
  18. Cho MS, Kwon IG, Kim KH, Kim MS, Cho YA. Validity and applicability of clinical ladder system model for nurses. Clinical Nursing Research. 2017;23(3):281-292. https://doi.org/10.22650/JKCNR.2017.23.3.281
  19. Han YH, Kim KS. A survey on registered nurses' expectation of the clinical ladder program in small to medium sized hospitals. Advanced Science and Technology Letters. 2014;61: 66-69. https://doi.org/10.14257/astl.2014.61.16
  20. Blau GJ. The measurement and prediction of career commitment. Journal of Occupational and Organizational Psychology. 1985;58(4):277-288. https://doi.org/10.1111/j.2044-8325.1985.tb00201.x
  21. Lee KE. The comparison of impacts of career commitment and organizational commitment on job attitudes among professionals. Korean Journal of Business Administration. 2003;37:799-813.
  22. Kim MR. Influential factors on turnover intention of nurses: the affect of nurse's organizational commitment and career commitment to turnover intention. Journal of Korean Academy of Nursing Administration. 2007;13(3):335-344.
  23. Moon IH. The structural model about impact of nurse's career management, career plateau, career satisfaction on career commitment. Journal of Korean Academy of Nursing Adminis- tration. 2010;16(2):180-189. https://doi.org/10.11111/jkana.2010.16.2.180
  24. Blau G, Allison P, St. John N. On developing a general index of work commitment. Journal of Vocational Behavior. 1993;42 (3):298-314. https://doi.org/10.1006/jvbe.1993.1021
  25. Kim MS. The effects of perceived organizational support on organizational commitment and career commitment of clinical nurses. Journal of Korean Academy of Nursing Administration. 2008;14(4):458-466.
  26. Lawler EE. Satisfaction and behavior. New York: McGraw Hill; 1983. p. 287-301. Cited by Park HS. Relationship be- tween perceived nursing care role orientation, job characteristics, and turnover among nurses. [master's thesis]. Seoul: Yonsei University; 2002. p. 1-67.
  27. Park HS. Relationship between perceived nursing care role orientation, job characteristics, and turnover among nurses. [master's thesis]. Seoul: Yonsei University; 2002. p. 1-67.
  28. Lee MY, Im SB. Structural model of nurses' career commitment. Journal of Korean Clinical Nursing Research. 2012;18 (3):341-353. https://doi.org/10.22650/JKCNR.2012.18.3.341