한국산학기술학회논문지 (Journal of the Korea Academia-Industrial cooperation Society)

  • 제22권3호
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  • Pages.181-189
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  • 2021
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  • 1975-4701(pISSN)
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  • 2288-4688(eISSN)
한국산학기술학회 (The Korea Academia-Industrial cooperation Society)
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교대근무 여자간호사 이직의도 구조모형: 상급종합병원을 중심으로

Shift Work Female Nurse Turnover Intention Structural Equation Modelling: Focused on Tertiary Hospitals

  • 투고 : 2020.08.26
  • 심사 : 2021.03.05
  • 발행 : 2021.03.31
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초록

본 연구는 이직인과모델 기반 상급종합병원 교대근무 여자간호사의 이직의도 구조방정식 모형구축을 위한 연구이다. 자료수집은 2015년 11월 11일부터 12월 20일까지 진행되었으며, 총 283명의 자료가 최종분석에 포함되었다. 연구결과 최종 수정모형에 대한 적합도는 권장수준에 비교적 충족하였으며, 최종 수정모형의 19개 가설 중 12개의 가설이 지지되었다. 또한 외부취업 기회, 간호전문직관, 간호조직문화(관계지향, 혁신지향), 직무스트레스, 직무만족, 조직몰입, 소진은 상급종합병원 교대근무 간호사의 이직의도를 47.8% 설명하는 것으로 확인되었다. 세부적으로 이직의도에는 소진(+), 조직몰입(-)이 통계적으로 유의한 직접효과를 나타냈으며, 간호전문직관, 관계지향 간호조직문화와 직무스트레스는 통계적으로 유의한 간접효과를 나타냈다. 이에 본 연구결과를 기반하여 상급종합병원 교대근무 여자간호사의 이직 의도 감소를 위해 소진을 감소시키고, 조직몰입과, 직무만족을 높이는 것이 필요하다고 판단되며, 이를 위해 관계지향적 간호조직문화와 간호전문직관을 강화하는 방안 요구된다. 따라서 병원인력관리 차원에서 탄력적으로 근무시간을 조정할 수 있도록 하고, 상호 존중하는 관계중심의 조직문화를 형성하며, 간호전문직관을 강화하는 교육 및 정책적 지원, 그리고 자긍심을 가지고 일할 수 있는 병원의 제도적 장치가 이루어져야 할 것이다.

This study uses a structural equation model for the turnover intention of female nurses performing shift work at a tertiary hospital. Data collection was conducted from November 11 to December 20, 2015, and 283 samples were included in the final analysis. As a result, 12 of the 19 hypotheses of the final model were supported. It was confirmed that external employment opportunities, nursing professional value, nursing organizational culture, job stress, job satisfaction, organizational commitment, and burn out accounted for 47.8% of the turnover intention. Burn out(+) and organizational commitment(-)had direct effects on turnover intentions, and nursing professional, relationship-oriented nursing organizational culture, and job stress showed indirect effects. Therefore, in order to reduce the turnover intention of female nurses working in shifts at tertiary hospitals, it is necessary to prevent burnout, increase organizational commitment, and job satisfaction. For this purpose, measures to strengthen relation-oriented nursing organizational culture and nursing professional intuition are required. In terms of hospital manpower management, the institutional arrangements of hospitals that enable flexible working hours adjustment, mutually respectful relationship-centered organizational culture, education, and policy support to reinforce nursing professional intuition, and the institutional system of hospitals to work with pride should be implemented.

키워드

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