• 간호행정학회지
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• 제13권3호
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• pp.335-344
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• 2007

Purpose: The purpose of this study aims to provide a fundamental basis for more efficient human resource management of hospitals through career development and through lowering the rate of turnover of nurses. Method: The target group was 370 nurses who are currently employed at four general hospitals. Three hundred and twenty-nine documents were collected, and the statistical results were generated by the SAS program. Result: The average mean score of organizational commitment, career commitment and turnover intention were: 3.13 points for affective commitment, 3.09 points for continuance commitment and 2.92 points for normative commitment, out of a five point scale. The average mean score of career commitment and turnover intention was 2.89 and 3.28 points. The most influential variable in turnover intention was affective commitment out of organizational commitment. Conclusions: This study verified that organizational commitment and career commitment are key variables that could decrease turnover intentions.

• 간호행정학회지
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• 제12권1호
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• pp.32-40
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• 2006

Purpose: The purpose of this study was to identify the effects of organizational justice(distributive justice and procedural justice) on job involvement and organizational commitment in nurses. Method: The subjects were 336 nurses who were working at the 7 hospitals with over 500 beds. The data were collected using structured questionnaire from Mar. 15 to April 16 of 2004. For data analysis, the SPSS/PC program was used. Results: The mean score of distributive justice was 2.77, procedural justice was 2.74, job involvement was 3.26, and organizational commitment was 3.30. The distributive justice were positively correlated with job involvement (r=.188, p<.01) and organizational commitment(r=.264, p<.01), the procedural justice were positively correlated with job involvement(r=.231, p<.01) and organizational commitment(r=.296, p<.01) in nurses. The organizational justice explained 37.5% of the job involvement and 40.4% of the organizational commitment. The procedural justice was shown to expert even more significant effect on both job involvement(${\beta}=.188$, p=.003) and organizational commitment(${\beta}=.219$, p=.001) rather than distributive justice. Conclusion: The procedural justice was ascertained to influence on job involvement and organizational commitment rather than distributive justice in nurses. Therefore, the nursing manager must develop to promote the procedural justice perception of the nurses in order to enhance the job involvement and organizational commitment.

• 간호행정학회지
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• 제18권4호
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• pp.374-382
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• 2012

Purpose: This study was done to investigate the effects of university hospital nurses' organizational conflict between organizational commitment and labor union commitment, so as to provide data on prevention of conflict with the hospital and to improve work achievement with commitment of two different groups: hospital and labor union commitment. Methods: Data collection was conducted from May 15 to 31, 2011 for nurses registered in the labor union of a university hospital. The collected data were analyzed using t-test, ANOVA, Scheffe test and multiple regression. Results: Organizational commitment of the nurses showed significant differences according to age, position and work experience, and degree of labor union commitment according to academic achievement. The factors affecting labor union commitment were organizational conflict and recognition of need for labor union, which accounted for 19% of the variance. Factors affecting organizational commitment were organizational conflict, recognition of need for labor union, participation in organizational events, and renewal of membership in the union, which accounted for 33% of the variance. Conclusion: The results of this study indicate that there is a need to improve work achievement by minimizing conflict and preventing labor disputes for better organizational commitment and labor union commitment of nurses.

• 한국산학기술학회논문지
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• 제15권12호
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• pp.7193-7203
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• 2014

본 연구는 수술실 간호사의 경력몰입과, 전문직관이 조직몰입에 미치는 영향을 파악하기 위하여 설문조사를 실시하였다. 연구대상은 병원 수술간호사회 보수교육에 참석한 수술실 간호사 315명이며, 자료 분석은 SPSS/PC 18.0을 이용하여 기술통계, ANOVA, 단계적 다중선형 회귀분석(Stepwise Multiple Linear Regression)으로 분석하였다. 대상자의 조직몰입의 정도는 평균 $3.04{\pm}.42$, 평균 경력몰입은 $2.89{\pm}.67$. 전문직관은 $3.04{\pm}.29$로 나왔으며, 간호사의 경력몰입과 전문직관의 정도가 높을수록 수술실 간호사의 조직몰입도가 높아지는 것으로 나타났고 이들 변수가 조직몰입을 설명하는 설명력의 정도는 37.3%로 나타났으며 경력몰입(${\beta}$=0.395)이 전문직 관(${\beta}$=0.298)보다 조직몰입에 더 많은 영향을 주는 것으로 나타났다. 본 연구의 결과는 수술실 간호사들의 조직몰입을 통한 인적자원관리의 기초자료를 마련하기 위한 근거자료로 활용될 수 있을 것이다.

• 임상간호연구
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• 제16권2호
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• pp.17-31
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• 2010

Purpose: The purpose of this study was to identify the relationships between professionalism, job involvement, organizational commitment and turnover intention among clinical nurses. Methods: The data were collected using a questionnaire from 1,419 nurses who were working in 35 different general hospitals in Korea. For data analysis, descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient and $Scheff{\grave{e}}$ test with SAS program were used. Results: The means of professionalism, job involvement, organizational commitment, turnover intention were 80.90 (min25~max125), 22.22 (min7~max35), 48.63 (min15~max75), and 11.47(min4~max20) respectively. There were statistically significant correlations between professionalism, job involvement, organizational commitment and turnover intention. Conclusion: It is necessary to develop a program for nurses to improve the levels of professionalism, job involvement, and organizational commitment, which would result in reducing turnover rates of clinical nurses.

• 한국융합학회논문지
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• 제12권4호
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• pp.337-347
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• 2021

본 연구는 해외파견 병원근로자를 대상으로 문화적응 스트레스와 직무만족이 조직몰입에 미치는 영향을 파악하기 위해 시행되었다. 이를 위해 아랍에미리트에 파견된 병원근로자 107명을 설문조사하여 SPSS 25.0을 이용하여 분석하였다. 연구결과는 첫째, 문화적응 스트레스는 평균 83.01점, 직무만족은 평균 26.61점, 조직몰입은 평균 20.85점으로 나타났다. 둘째, 문화적응 스트레스가 낮을수록 직무만족도와 조직몰입은 높게 나타났으며, 직무만족도가 높을수록 조직몰입은 높게 나타났다. 셋째, 조직몰입에 영향을 미치는 요인으로는 직무만족도가 가장 높게 예측되었으며 72%의 설명력을 나타내었다. 그 밖의 요인으로는 가족동반, 해외체류경험, 사전교육, 문화적응 스트레스가 조직몰입에 영향을 미치는 것으로 나타났다. 그러므로, 해외파견 병원근로자의 조직몰입향상을 위해서 문화적응 스트레스를 줄이고 직무만족도를 높이는 다양한 프로그램 개발 및 방안이 마련되어야 하겠다.

• 한국콘텐츠학회논문지
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• 제16권7호
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• pp.439-450
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• 2016

간호사는 병원종사자 중 다양한 대상자에게 간호를 제공함과 동시에 여러 직종 간에 조정 역할을 하며 전문지식과 기술에 대한 요구 증가, 교대근무 등으로 심한 스트레스와 소진을 경험하고 이직에 대한 의도를 높이게 된다. 회복탄력성은 스트레스와 소진을 감소시키고 조직몰입을 높일 것으로 기대되어 연구가 필요한 시점이다. 본 연구는 간호사의 회복탄력성, 스트레스, 소진, 조직몰입간의 관계를 파악하여 회복탄력성이 스트레스, 소진, 조직몰입에 미치는 영향을 파악하고자 한 서술적 조사연구이다. 연구결과는 다음과 같다. 대상자의 회복탄력성은 최대 5점에서 3.38(${\pm}.38$)로 나타났으며, 스트레스는 최대 5점에서 3.73(${\pm}.50$), 소진은 최대 6점에서 2.74(${\pm}.68$), 조직몰입은 최대 7점에서 4.22(${\pm}.68$)로 나타났다. 본 연구에서 회복탄력성, 스트레스, 소진, 조직몰입의 상관분석을 실시한 결과, 회복탄력성과 스트레스, 소진 사이에는 부적 상관관계를, 회복탄력성과 조직몰입은 정적 상관관계를 보였다. 본 연구의 결과에 기초하여 간호조직에서는 간호사의 스트레스와 소진을 낮추고, 조직몰입을 증진시키기 위해 간호사의 회복탄력성에 관심을 가지고 간호사의 회복탄려성을 높이기 위한 노력으로 관련 프로그램 개발 및 적용이 필요하다.

• 간호행정학회지
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• 제19권3호
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• pp.372-381
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• 2013

Purpose: The purposes of this study were to analyze the mediating effects of empowerment, job stress, organizational commitment and relation-oriented nursing organization culture on turnover intention of clinical nurses. Methods: Participants selected for the final analysis were 382 nurses working in 4 general hospitals. Data were analyzed through descriptive statistics Pearson correlation analysis (SPSS/WIN 17.0), and Path analysis (AMOS 18.0). Results: The study results are as follows: relation-oriented nursing organizational culture had no direct effect but had an indirect effect on nurses' turnover intention through empowerment, job stress, and organizational commitment, while job stress and organizational commitment had direct effects on turnover intention. The results also showed that empowerment had strong effect on organizational commitment, but job stress had very weak effect. Empowerment had an effect on turnover intention. Conclusion: These results indicate that establishment of relation-oriented nursing organization culture is imperative if clinical nurses' turnover intention is to be decreased.

• 대한간호학회지
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• 제29권6호
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• pp.1434-1444
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• 1999

The purpose of this study was to investigate the influence of job characteristics on the nurses' the moderating effect of locus of control on the job satisfaction and organizational commitment and relationship between job characteristics and attitude. The sample for this study consisted of 594 nurses from 8 university hospitals. Factor analysis, Cronbach's alpha analysis, multiple regression analysis and hierarchical multiple regression analysis were used for the statistical methods. The results of this study were found that (1) autonomy among 5 core job characteristics showed positive influence on job satisfaction, (2) task significance and autonomy among 5 core job characteristics had positive influence on organizational commitment, (3) the internals of locus of control moderated the effect of job characteristics on nurses' job satisfaction, and (4) internals and externals of locus of control moderated the effect of job characteristics on nurses' organizational commitment.

• 간호행정학회지
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• 제16권4호
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• pp.419-427
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• 2010

Purpose: This study was done to investigate the relationship of ethical leadership to perceived organizational support and organizational commitment, and explored the mediating role of perceived organizational support in ethical leadership and organizational commitment of nurse. Method: Data were collected from 256 nurses in one city. Data from the completed questionnaires was analyzed with the SPSSWIN and AMOS programs. Result: Ethical leadership related positively to perceived organizational support and organizational commitment. There was also a positive relationship between perceived organizational support and organizational commitment. It was found that perceived organizational support showed a partial mediating role between relationship of ethical leadership and organizational commitment. Conclusion: The results suggest that positive effects in developing organizational commitment in nurses occur when nurse administrators are concerned about ethical leadership and perceived organizational support.