문화기술의 융합 (The Journal of the Convergence on Culture Technology)

  • 제8권3호
  • /
  • Pages.339-350
  • /
  • 2022
  • /
  • 2384-0358(pISSN)
  • /
  • 2384-0366(eISSN)
국제문화기술진흥원 (The International Promotion Agency of Culture Technology)
권호 표지
DOI QR코드

DOI QR Code

한국어판 간호사의 잡 크래프팅 측정도구의 신뢰도 및 타당도 검증

Verification of Reliability and Validity of Korean Version of Nurse's Job Crafting Scale

  • 투고 : 2022.04.30
  • 심사 : 2022.05.09
  • 발행 : 2022.05.31
PDF 다운로드
⟨ 이전 논문 다음 논문 ⟩

초록

본 연구의 목적은 간호사를 대상으로 한 한국어판 잡 크래프팅을 개발하고 타당도와 신뢰도를 검증하기 위함이다. 한국어판 잡 크래프팅은 번역과 역번역을 하였으며 전문가 내용타당도를 검증받았다. 간호사 151명을 통하여 자가보고형식의 설문지를 통하여 SPSS/WIN 21.0과 AMOS 21.0 프로그램을 이용하여 통계 처리하였다. 구성 타당도 검증을 위하여 탐색적 요인분석과 확인적 요인분석을 시행하였고, 이 분석 결과를 통하여 모형 적합도와 집중타당도 및 판별타당도를 확인하였다. 준거타당도 검증을 위하여 소명의식 도구를 사용하여 각 영역과의 상관관계를 구하였다. 신뢰도 검증을 위해 내적 일관성 신뢰도 계수(Cronbach's α)를 산출하여 확인하였다. 잡 크래프팅 도구 20문항 전체의 신뢰도 Cronbach's α=.93으로 제 1요인(구조적 직무자원의 증가, 5문항)은 .91, 제 2요인(방해적인 직무요구의 감소, 5문항)은 .87. 제 3요인(사회적 직무자원의 증가, 5문항)은 .83. 제 4요인(도전적 직무요구의 증가, 5문항)은 .87로 내적일관성 신뢰도도 만족할 만한 수준이었고 Korean Version of Nurse's Job Crafting Scale이 적용 가능한 도구인 것으로 나타났다. 본 연구는 한국어판 간호사 잡 크래프팅 척도가 한국 간호사를 평가하기에 타당하고 신뢰할 수 있는 도구임을 보여준다.

The purpose of this study was to develop and investigate the validity and reliability of the Korean Version of Nurse's Job Crafting Scale. The Korean version of Job Crafting was translated and reverse-translated, and its content validity was verified by experts. Statistics were processed using SPSS/WIN 21.0 and AMOS 21.0 programs through self-report questionnaires for 151 nurses. Exploratory factor analysis and confirmatory actor analysis were performed to verify construct validity, and model fit, concentrated validity, and discriminant validity were confirmed through the analysis results.To verify the criterion validity, correlations with each domain were obtained using the calling scale. For reliability verification, the internal consistency reliability coefficient was calculated and confirmed. Reliability of all 20 job crafting tools was Cronbach's α = .93, with .91 for factor 1 (Increase in structural work resources, 5 questions) and .87 for factor 2 (Increase in structural work resources, 5 questions). The factor 3 (Increase in social work resources, 5 questions) was .83. The factor 4 (Increasing challenging business needs, 5 items) was .87, which was satisfactory for the reliability of internal consistency, and the Korean Version of Nurse's Job Crafting Scale was found to be an applicable tool. This study shows that the Korean Version of the Nurse's Job Crafting Scale is a valid and reliable instrument to assess nurses in Korea.

키워드

참고문헌

  1. Oldham, G. R., & Hackman, J. R. (2010). Not what it was and not what it will be: The future of job design research. Journal of Organizational Behavior. 31(23), 463-479. DOI : 10.1002/job.678
  2. Wrzesniewski, A., & Dutton, J. E. (2001). Crafting a job: Revisioning employees as active crafters of their work. Academy of Management Review. 26(2), 179-201. https://doi.org/10.2307/259118
  3. Tims, M., & Bakker, A. B. (2010). Job crafting: Towards a new model of individual job redesign. SA Journal of Industrial Psychology. 36(2), 1-9. DOI : 10.4102/sajip.v36i2.841
  4. Tims, M., Bakker, A. B., & Derks, D. (2012). Development and validation of the job crafting scale. Journal of Vocational Behavior. 80(1), 173-186. DOI : 10.1016/j.jvb.2011.05.009
  5. Ghitulescu, B. (2006). Job crafting and social embeddedness at work. Unpublished doctoral dissertation at University of Pittsburgh.
  6. Berg, J. M., Dutton, J. E., & Wrzesniewski, A. (2007). What is job crafting and why does it matter? Theory-to-practice briefing. Regents of the University of Michigan, Ross School of Business: Michigan.
  7. Lyons, P. (2008). The crafting of jobs and individual differences. Journal of Business and Psychology. 23(1-2), 25-36. DOI : 10.1007/s10869-008-9080-2
  8. Grant, A. M., & Ashford, S. J. (2008). The dynamics of proactivity at work. Research in Organizational Behavior. 28, 3-34. DOI : 10.1016/j.riob.2008.04.002
  9. Kang, H. S., Xu, B, B., & Ku, J. S. (2015). Job crafting : Comprehensive model of voluntary job redesign. Quarterly Journal of Labor Policy. 15(3), 29-61. DOI : 10.22914/jlp.2015.15.3.002
  10. Choi, S. H., & Lee, J. M. (2019). The effect of job crafting on organization effectiveness -mediating role of proactive behavior-. Management & Information Systems Review. 38(2), 47-66. DOI : 10.29214/damis.2019.38.2.003
  11. Slemp, G. R., & Vella-Brodrick, D. A. (2013). The job crafting questionnaire: A new scale to measure the extent to which employees engage in job crafting. International Journal of Well being. 3(2), 126-146. DOI : 10.5502/ijw.v3i2.1
  12. Rhee, H. Y. (2021). Mediating Effect of Person-Job Fit and Moderating Effect of Psychological Contract Violation-. Unpublished master's thesis at Soongsil University.
  13. Choi, J. L. (2015). The Effects of Job Crafting on Individual Benefits and Organizational Benefits: Focusing on the Mediating effects of Psychological States and Moderating Effects of Organizational Identification and Organizational Trust. Unpublished master's thesis at Kyung Hee University.
  14. Lim, M. G., Ha, Y. J., Oh, D. J. & Sohn, Y. W. (2014). Validation of the Korean version of job crafting questionnaire (JCQ-K). Korean Corporation Management Review. 21(4):181-206. UCI : G704-002085.2014.21.4.010
  15. Hyun, M. S. (2020). Structural relationship between nurses' occupational motivation and effectiveness based on the job crafting model. Journal of Korean Academy of Nursing Administration. 26(3), 192-204. DOI : 10.11111/jkana.2020.26.3.192
  16. Lee, H. E. (2017). Development and initial validation of the Korean job crafting scale. Journal of Korea Academia-Industrial cooperation Society. 18(10), 611-623. DOI : 10.5762/KAIS.2017.18.10.611
  17. Gwak, H. J. (2020). The Double Mediation Effect of Person-Job Fit and Meaning of Work, between Job Crafting and Job Performance. Unpublished master's thesis at Catholic University.
  18. Yom, Y. H. (2013). Analysis of burnout and job satisfaction among nurses based on the job demand-resource model. Journal of Korean academy of nursing. 43(1), 114-122. DOI : 10.4040/jkan.2013.43.1.114
  19. Bryant, F. B. & Yarnold, P. R. (1995). Principal-components analysis and exploratory and confirmatory factor analysis. In L. G. Grimm & P. R. Yarnold (Eds.), Reading and understanding multivariate statistics (pp. 99-136). Washington, DC, US: American Psychological Association.
  20. Hagmaier, T., & Abele A. E. (2012). The multidimensionality of calling: Conceptualization, measurement and a bicultural perspective. Journal of Vocational Behavior. 81, 39-51. DOI : 10.1016/j.jvb.2012.04.001
  21. Ha, Y. J., Sohn, Y. W., Choi, Y. E., & Eun, H. Y. (2014). Validation of the Korean version of multidimensional calling measure(MCM-K). Korean Journal of Industrial and Organizational Psychology. 27(1), 191-220. DOI : 10.24230/ksiop.27.1.201402.191
  22. Han, S. S., & Lee, S. C. (2018). Using the SPSS/Amos nursing and health statistics analysis. Seoul: Hannarae publishing.
  23. Song J. J. SPSS/AMOS statistical analysis method. 2nd ed. Paju: 21Century; 2015. p. 61-99.
  24. Woo J. P. Concept and understanding of structural equation model: AMOS 4.0~20.0. Seoul: Hannarae; 2012. p. 150-176.
  25. Kwon, J. O., & Kang, J. M. (2021). Validity and reliability of a Korean version of nurse job crafting. Journal of the Korea Academia-Industrial cooperation Society. 22(12), 813-821. DOI : 10.5762/KAIS.2021.22.12.813
  26. Lee, B. S., Eo, Y. S., & Lee, M. A. (2018). Development of job satisfaction scalefor clinical nurses. Journal of Korean Academy of Nursing. 48(1),12-25. DOI : 10.4040/jkan.2018.48.1.12
  27. Bellah, R. N., Madsen, R., Sullivan, W. M., Swisler, A., & Tipton, S. M. (2007). Habits of the heart: Individualism and commitment in American life. Burkley, CA: University of California Press.
  28. Dik, B. J., & Duffy, R. D. (2009). Calling and vocation at work: definitions and prospects for research and practice. The Counseling Psychologist. 37(3), 424-450. DOI : 10.1177/0011000008316430
  29. Dobrow, S. R., & Tosti-Kharas, J. (2011). Calling: The development of a scale measure. Personal Psychology. 64(4), 1001-1049. DOI : 10.1111/j.1744-6570.2011.01234.x
  30. Hirschi, A. (2012). Callings and work engagement: moderated mediation model of work meaningfulness, occupational identity, and occupational self-efficacy. Journal of counseling psychology. 59(3), 479-485. DOI : 10.1037/a0028949
  31. Yoon, S. C., LEE, J. H., Sohn, Y. W., & Ha, Y. J. (2013). The effect of calling on organizational commitment and turnover intention -The mediated effect of psychological capital and organizational identification and the moderating effect of transformational leadership and perceived supervisor support-. Journal of Human Resource Management Research. 20(4), 61-86. DOI : 10.14396/jhrmr.2013.20.4.61
  32. Ko, J. I., & Kang, K. A. (2015). Relations between perceiving a calling and job satisfaction in probation officers: Testing a mediated effect of work meaning and career commitment. Korean Journal of Occupational Health Nursing. 24(3):194-203. UCI : G704-001949.2015.24.3.002 https://doi.org/10.5807/KJOHN.2015.24.3.194
  33. Hwang, S. H. (2016). The effects of hotel employees' sense of calling on job performance and organizational commitment. Journal of Foodservice Management. 19(1), 265-283. UCI : G704-SER000002017.2016.19.1.015
  34. Oh, H. M. (2019). Effects of New Nurses' Vocation, Clinical Performance, and Role Conflict on Organizational Socialization. Unpublished master's thesis at Kunsan National University.
  35. Park, J. O., & Jung, K. I. (2015). Effects of advanced beginner-stage nurses' sense of calling, job satisfaction and organizational commitment on retention intention. Journal of Korean Academy of Nursing Administration. 22(2), 137-147. DOI : 10.11111/jkana.2016.22.2.137
  36. Lee, J. Y., & Lee, M. H. (2020). A study on calling, resillence, leader-member exchange and nursing work environment of nurses in small and medium sized hospital. Journal of Digital Convergence. 18(2), 313-321. DOI : 10.14400/JDC.2020.18.2.313