디지털융복합연구 (Journal of Digital Convergence)

  • 제19권3호
  • /
  • Pages.263-272
  • /
  • 2021
  • /
  • 2713-6434(pISSN)
  • /
  • 2713-6442(eISSN)
한국디지털정책학회 (The Society of Digital Policy and Management)
권호 표지
DOI QR코드

DOI QR Code

간호사의 간호근무환경과 이직의도 관계 : 워라벨(일과 삶의 균형)의 매개효과

Relationships among Nursing Practice Environment and Turnover Intention of Hospital Nurses: The Mediating Effect of The Work-Life Balance

  • 곽윤복 (전북대학교 간호학과) ;
  • 김신희 (원광보건대학교 간호학과)
  • Kwak, Yun Bok (College of Nursing, Jeonbuk National University) ;
  • Kim, Shin-Hee (Department of Nursing, Wonkwang Health Science University)
  • 투고 : 2020.12.22
  • 심사 : 2021.03.20
  • 발행 : 2021.03.28
PDF 다운로드
⟨ 이전 논문 다음 논문 ⟩

초록

본 연구는 간호사의 간호근무환경과 워라벨 및 이직의도 간의 관계를 알아보고, 간호근무환경과 이직의도의 관계에서 일과 삶의 균형의 매개효과를 파악하기 위한 서술적 조사연구이다. 연구 대상자는 2020년 10월 5일부터 10월 30일까지 편의추출하였고, 3개의 종합병원에 재직 중인 병원간호사를 대상으로 자기보고식 설문방법으로 자료수집 하였다. 자료분석은 SPSS/WIN 23.0 프로그램을 사용하여 t-test, ANOVA, Pearson's correlation coefficient, 회귀분석으로 분석하였다. 연구결과, 간호근무환경과 이직의도 간의 관계에서 워라벨은 부분 매개하는 것으로 나타났다(Z=-3.55, p<.001). 따라서 간호사의 이직률을 감소시키기 위해서는 간호사의 근무환경을 긍정적으로 개선하고 워라벨을 증진하기 위한 조직 차원의 인적자원관리 전략과 더불어 이를 위한 프로그램 개발 및 적용이 필요하다. 본 연구결과를 토대로 간호사의 간호근무환경을 긍정적으로 인식하고 워라벨을 향상시켜 간호사의 이직률을 감소시키기 위한 기초자료로 제공하고자 한다.

The purpose of this study was to test the mediating effect of WLB on the relationship between the nursing practice environment and turnover intention of nurses. Data were collected from October 5 to October 30, 2020 for 144 nurses for more than 6 months at three general hospitals located in A-do. Data analyzed using the SPSS/WIN 23.0 program by t-test, ANOVA, Pearson's correlation coefficient, and regression analysis. As a result of the study, WLB was partial mediating role in the relationship between the nursing practice environment and turnover intention. Therefore, in order to reduce the turnover rate of nurses, it is necessary to develop and apply programs along with organizational human resource management strategies to positively improve the nursing practice environment of nurses and to promoting WLB. Based on the results of this study, we intend to provide basic data to reduce the turnover rate of nurses by positively recognizing the nursing practice environment of nurses and improving WLB.

키워드

참고문헌

  1. E. H. Choi. (2014). Structure Model which Influence the Turnover Intention and Job Burnout by Job Stress, Work-family Conflict and Coping Strategies for the Nurse. Master's thesis. Kyung Hee University, Seoul.
  2. J. H. Park. (2017). Turnover Reduction Strategy of New Graduate Nurses. Asia-pacific Journal of Multimedia Services Convergent with Art. Humanities, and Sociology, 7(8), 833-842. DOI : 10.14257/ajmahs.2017.08.44
  3. Hospital Nurses Association. (2020). Survey on the Status of Hospital Nursing Staff Placement(2019). Seoul: Hospital Nurses Association.
  4. R. Iverson. (1992). Employee intent to stay: An Empirical Test of a Revision of the Price and Mueller Model. Doctoral dissertation. University of Iowa, Iowa City.
  5. E. A. Ji & J. S. Kim. (2018). Factor Influencing New Graduate Nurses' Turnover Intention according to Length of Service. Journal of Korean Academy of Nursing Administration, 24(1), 51-60. DOI : 10.11111/jkana.2018.24.1.51
  6. K. N. Kang. (2012). Factors Influencing Turnover Intention of Nurses in Small-medium Sized Hospitals. Journal of Korean Academy of Nursing Administration, 18(2), 155-165. DOI : 10.11111/jkana.2012.18.2.155
  7. C. Friese, E. Lake, J. Silber & J. Sochalski. (2007). Hospital Nurse Practice Environment and Outcomes for Surgical Oncolgy Patients. Health Service Research. 43(4), 1145-1163. DOI : 10.1111/j.1475-6773.2007.00825.x
  8. E. H. Cho, M. N. Choi, E. Y. Kim, I. Y. Yo & N. J. Lee. (2011). Construct validity and reliabilty of the Korean version of the practice environment scale of nursing work index for Korean nurses. Journal of Korean Academy of Nursing, 41(3), 325-332. DOI : 10.4040/jkan.20 11.41.3.352
  9. J. O. Kwon & E. Y. Kim. (2012). Impact of Unit-level Nurse Practice Environment on Nurse Turnover Intention in the Small and Medium Sized Hospitals. Journal of Korean Academy of Nursing Administration, 18(4), 414-423. DOI : 10.11111/jkana.2012.18.4.414
  10. S. H. Kim, S. K. Park & M. H. Lee. (2019). Effect of a Nursing Practice Environment on Nursing Job Performance and Organizational Commitment: Focused on the Mediating Effects of Job Embeddedness. Journal of Korean Academy of Nursing Administration, 25(3), 208-219. DOI : 10.11111/jkana.2019.25.3.208
  11. L. M. Barker & M. A. Nussbaum. (2011) Fatigue, Performance and the Work Environment: A Survey of Registered Nurses. Journal of Advanced Nursing, 67(6), 1370-1382. DOI : 10.1111/j.1365-2648.2010.05597.x
  12. D. S. Kim. (2010). Comparison of Job Satisfaction, Commitment to Organization and Turnover Intention between Fixed Day & Evening Nurses and 3 Shift Rotation Nurses. Master's thesis. Kyung Hee University, Seoul.
  13. M. S. Jeong, H. L. Kim & Y. J. Lee. (2017). Factors Influencing Work-life Balance in Korean Registered Nurses. Korean Journal of Occupational Health Nursing, 26(2), 114-123. DOI : 10.5807/kjohn.2017.26.2.114
  14. Y. S. Lee & S. J. Jang. (2013). The Effect of Work-Family Conflicts, Organizational Culture, and Supervisor Support, on the Mental and Physical health of Married Nurses. Health and Social Welfare Review, 33(4), 394-418. https://doi.org/10.15709/hswr.2013.33.4.394
  15. J. H. Lee. (2019). The Effect of the Work-Life Balance Perceived by Casino Employees on Organizational Effectiveness: Moderating Effect of Organizational Support Recognition. Tourism Research, 44(1), 191-215. DOI : 10.32780/ktidoi. 2019.44.1.191
  16. Y. S. Yang & Y. H. Kanhg. (2013). ICU New Nurses' Job Stress, Job Satisfaction, Organizational Commitment and Turnover Intention. Health & Nursing, 25(2), 47-58.
  17. Organization for Economic Cooperation and Development. (2014). OECD Better Life Index. Retrieved December 21, 2020, from: http://www.oecdbetterlifeindex.org/countries/korea/
  18. B. J. Na & E. J. Kim. (2015). A Study on the Mediating and Moderating Effect of Work-family Conflict in the Relationship among Emotional Labor, Occupational Stress, and Turnover Intention. Journal of Korean Academy of Nursing Administration, 22(3), 260-269. DOI : 10.11111/jkana.2016.22.3.260
  19. M. R. Kim & G. A. Seomun. (2013). Relationships among Burnout, Job Satisfaction, Organizational Commitment and Turnover Intention to Resign in Hospital Nurses. Korean Journal of Occupational Health Nursing, 22(2), 93-101. DOI : 10.5807/ kjohn.2013.22.2.93
  20. H. J. Choi. (2015). Moderating Effects of Work-family Conflict between Job, Organizational, Career Characteristics and Turnover Intention among Nurses in Small and Medium-Sized Hospitals. Journal of Korean Academy of Nursing Administration, 21(3), 297-307. DOI : 10.11111/jkana.2015.21.3.297
  21. D. Camerino, M. Sandri, S. Sartori, P. M. Conway, P. Campanini & G. Costa. (2010). Shiftwork, Work-family Conflict among Italian Nurses, and Prevention Efficacy. Chronobiology International, 27(5), 1105-1123. DOI : 10.3109/ 07420528. 2010.490072
  22. D. M. Son & Y. I. Jung. (2019). The Effect of Work-Life Balance on Job Satisfaction and Turnover Intention of Hospital Nurses: Compared to Female Wage Workers. Stress, 27(3), 268-276. DOI : 10.17547/kjsr.2019.27.3.268
  23. S. A. Boamah & H. Laschinger. (2015). The Influence of Areas of Worklife fit and Work-life Interference on Burnout and Turnover Intentions among New Graduate Nurses. Journal of Nursing Management, 24(2), E164-E174. DOI : 10.1111/jonm.12318
  24. F. Faul, E. Erdfelder, A. Buchner & A. G. Lang. (2009). Statistical Power Analyses Using G*Power 3.1: Tests for Correlation and Regression Analyses. Behavior Research Methods, 41(4), 1149-1160. DOI : 10.3758/BRM. 41.4.1149
  25. E. T. Lake & C. R. Friese. (2006). Variations in nursing practice environments: Relation to staffing and hospital characteristics. Nursing research, 55(1), 1-9. https://doi.org/10.1097/00006199-200601000-00001
  26. C. W. Kim & C. Y. Park. (2008). A Study on the Development of a 'Work-Life Balance' Scale. Journal of Leisure Studies, 5(3), 53-69. https://doi.org/10.22879/SLOS.2008.5.3.53
  27. E. E. Lawler, S. E. Seashore, P. H. Mirvis & C. E. Cammann. (1983). Assessing Organizational Change: A Guide to Methods, Measures, and Practices. John Wiley & Sons Inc.
  28. H. S. Park. (2002). Relationship between perceived nursing care role orientation, job characteristics, and turnover among nurses. Master's thesis. Yonsei University, Seoul.
  29. R. M. Baron & D. A. Kenny. (1986). The Moderator-Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations. Journal of personality and social psychology, 51(6), 1173-1182. https://doi.org/10.1037/0022-3514.51.6.1173
  30. S. H. Kim & M. A. Lee. (2014). Effects of Emotional Labor and Communication Competence on Turnover Intention in Nurses. Journal of Korean Academy of Nursing Administration, 20(3), 332-341. DOI : 10.11111/ jkana. 2014. 20.3.332
  31. Y. J. Lee & G. A. SM. (2016). Impact of Unit-level Nurse Practice Environment on Nurse Turnover Intention. Journal of Digital Convergence, 14(6), 355-362. DOI : 10.14400/JDC .2016.14.6.355
  32. T. H. Shin, E. Y. Choi, E. J. Kim, U. K. Kim, Y. S. Im, S. S. Seo., et al. (2018). Comparison of Work-Life Balance, Fatigue and Work Errors between 8-Hour Shift Nurses and 12-Hour Shift Nurses in Hospital General Wards. Journal of Korean Clinical Nursing Research, 24(2), 170-177. DOI : 10.22650/JKCN R.2018.24.2.170
  33. Y. R. Jeong & T. W. Lee. (2020). Effect of Parenting Stress and Co-worker Support on Work-Life Balance in Nurses Reinstated after Parental Leave. Journal of Korean Academy of Nursing Administration, 26(4), 331-339. DOI : 10.11111/jkana.2015.21.3.297
  34. J. Y. Jeong, Y. S. Seo, J. H. Choi, S. J. Kim, M. S. Lee, S. H. Hong, et al. (2019). The Influence of Grit on Turnover Intention of University Hospital Nurses: The Mediating Effect of Job Involvement. Journal of Korean Academy of Nursing, 49(2), 181-190. DOI : 10.4040/jkan.2019.49.2.181
  35. M. A. Lee & E. J. Kim. (2016). Influences of Hospital Nurses' Perceived Reciprocity and Emotional Labor on Quality of Nursing Service and Intent to Leave. Journal of Korean Academy of Nursing, 46(3), 364-374. DOI :10.4040/jkan.2016.46.3.364
  36. A. R. Kang. (2015). Nurses' Turnover Ratio is 16.9%... 31% of New Nurses Leave from Hospital. Seoul: Dailymedi. http://dailymedi.com/detail.ph?number=777265.
  37. J. H. Jeong, J. S. Kim & K. H. Kim. (2008). The Risk Factors Influencing Turnover Intention of Nurses. Journal of Korean Academy of Nursing Administration, 14(1), 35- 44.
  38. L. H. Aiken, D. M. Sloane, S. Clarke, L. Poghosyan, E. Cho, L. You., et al. (2011). Importance of Work Environments on Hospital Outcomes in Nine Countries. International Journal of the International Society for Quality in Health Care, 23(4), 357-364. DOI : 10.1093/intqhc/mzr022
  39. M. J. Kim. (2020). The Effects of Work-Life Balance and Organizational Commitment on Turnover Intentions among Shift-Working. Master's thesis. Ajou University, Suwon.
  40. J. M. Choi. (2020). Study on the Effect of Innovative Culture, Organizational communication, and Work Autonomy on the Work-life Balance: Focusing on K Public Power Generation Company. Master's thesis. Seoul University, Seoul.