• 한국산학기술학회논문지
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• 제17권1호
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• pp.572-584
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• 2016

본 연구는 인간의 주관성을 탐구할 수 있는 Q 방법론을 이용하여 여자간호사가 인식하는 남자간호사의 유형과 특성을 확인하고자 수행하였다. 35명의 P 표본에게 35개의 Q 표본을 9점 척도 상에 정규 분포의 형태로 분류하게 하였다. 수집된 자료는 PC-QUANL 프로그램으로 처리하였다. 연구결과, 남자간호사에 대한 인식은 3개의 유형으로 확인되었으며, 제1유형은 '발전 지향적 옹호형', 제2유형은 '현실적 비판형', 제3유형은 '보수주의적 수용형'으로 분류되었다. 각 유형 간 공통된 견해는 '남자간호사는 여성 집단의 고유한 특성으로 인해 스트레스를 받는다'로 나타났다. 본 연구결과는 세 가지 유형에 근거한 중재 프로그램을 개발하여 남자간호사에 대한 여자간호사의 인식을 향상시키는 데 기여할 것이다.

• 임상간호연구
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• 제15권2호
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• pp.37-46
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• 2009

Purpose: This study was to explore the meaning of masculinity in nursing by investigating how the male qualities are expressed in the culture of nursing wherein men represent a minority group. Methods: Connell's hegemonic masculinity theory (1987, 1995) and qualitative thematic analysis were used to conduct this study in which eight male nurses participated. Braun and Clarke's six stages of thematic analysis (2006) were used for data analysis. Results: The results indicated that masculinity in nursing meant 'soft masculinity' meeting the expectations of the discipline while keeping the male qualities intact. Male nurses were found to suppress their masculinity at earlier stages of their career and to make themselves more accommodating to the profession. However, males re-asserted their masculinity once they became more comfortable with their nursing work. Conclusion: In the field of nursing, masculinity was found to be subjected to stages of attenuating and consolidating which take place in succession. Consolidation of the male qualities was motivated rather unexpectedly by female colleagues. The results confirmed that the issue of gender in nursing is an important factor in recruiting and understanding male nurses in the future.

• 한국직업건강간호학회지
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• 제25권3호
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• pp.177-187
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• 2016

Purpose: This cross-sectional descriptive study was to explore the relationship among practice environment, organizational justice, and job satisfaction of male nurses. Methods: Subjects were 115 male nurses who were the member of the Korean man nurses association, and they were asked to complete self-administration questionnaires via internet site for this survey which included nurse's practice environment, organizational justice, and job satisfaction. Collected data were analyzed using SPSS/WIN version 21.0 software. Results: The mean scores of the nurse's practice environment, organizational justice, and job satisfaction were 2.9, 3.0, 3.1 out of 5 Likert scale respectively. The job satisfaction was positively correlated with the nurse's practice environment (r=.70, p<.001) and organizational justice (r=.78, p<.001). The job satisfaction was affected by procedure-related justice, interpersonal justice, adequacy of staffing and resources in nursing work environment, compensation justice, and good healthy status. These variables explained 68.6% of male nurse's job satisfaction. Conclusion: This finding suggest that suitable organization management for male nurses are necessary through improvement of practice environment and organizational justice in hospital.

• 한국병원경영학회지
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• 제23권2호
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• pp.67-81
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• 2018

Purposes: The purpose of this study was to investigate the relationship between male nurse's gender stereotype, role conflict and organizational commitment. Methodology: Data were collected from 169 male hospital nurses from August, 2016 until September. The Male nurse's gender stereotype, role conflict and organizational commitment were measured using a structured questionnaire. Collected data were analyzed using SPSS/win 23.0 for windows. Descriptive statistics, t-test, ANOVA and Pearson's correlation were used. Findings: There were statistically significant differences in the gender stereotype by general characteristics such as age and military duty. There were statistically significant differences in the role conflict by general characteristics such as education level and position. There were statistically significant differences in the organizational commitment by general characteristics such as the hospital's location and hospital type. Gender stereotype and role conflict had no significant correlation (r=-0.050, p=.516). A statistically significant positive correlation was detected between male nurse's gender stereotype and 'continuance commitment' (r=0.272, p<.001). A statistically significant positive correlation was detected between male nurse's role conflict and 'continuance commitment' (r=0.178, p=.021). Practical implications: The result of this study indicate that to reduce role conflict of workplace environment and induce the affective commitment of male nurses within a female-centered nursing organization should be sought.

• 한국콘텐츠학회논문지
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• 제16권12호
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• pp.794-804
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• 2016

본 연구의 목적은 남자간호사의 성역할 갈등, 간호전문직관이 이직의도에 미치는 영향을 파악하기 위함이다. 서울, 경기도, 충청도, 경상도 소재의 병원 10곳에 근무 중인 남자간호사 106명을 대상으로, 2014년 11월 8일부터 2015년 11월 30까지 자가 보고식 설문조사로 시행되었다. 연구결과, 직무만족도(${\beta}=0.427$, p<.001)가 가장 큰 영향력을 나타내는 변수였으며, 간호전문직관(${\beta}=-0.244$, p=.004), 성역할 갈등(${\beta}=0.126$, p=.035) 순으로 이직의도에 영향을 주는 것으로 나타났고, 이들 전체 변수는 이직의도에 대해 약 30.2%의 설명력을 나타냈다(F=16.14, p<.001). 그러므로 직무만족도 및 간호전문직관 향상, 성역할 갈등을 감소시키기 위한 전략이 남자간호사의 이직의도 감소를 위해 도움이 될 것으로 사료된다.

• 문화기술의 융합
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• 제5권2호
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• pp.147-155
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• 2019

본 연구의 목적은 질적연구방법론 중 하나인 Colaizzi의 현상학적방법을 적용하여 여성간호사가 인식한 여성간호사와 남성간호사간의 상이점을 심도 있게 분석함으로 여성간호사의 시각에서 바라본 여성간호사와 남성간호사의 상이점에 대한 본질을 파악하였다. 본 연구는 여성간호사에게 인식된 남성간호사와 여성간호사의 상이점은 무엇인가? 하는 연구문제를 가지고 여성간호사와 남성간호사의 상이점을 연구한 것이다. 본 연구의 참여자는 연구의 목적을 설명 듣고 이해한 후 연구에 참여하는 것에 동의한 13명의 여성간호사이다. 대상자 모집은 스노우볼 방식을 적용하였다. 본 연구의 결과로 다섯 개의 범주가 발견되었다. 범주는 임상업무에서의 상이함, 가정의 경제생활에 대한 부담감이 큼, 대인관계의 상이함, 간호조직 내에서의 상이함, 미지영역에서의 상이점으로 나타났다. 본 연구의 결과는 남성간호사와 여성간호사간의 상이점에 대한 이해의 폭을 확장하는 방식의 교육 자료와 연구 자료로 활용될 수 있을 것이다.

• 성인간호학회지
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• 제21권6호
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• pp.652-665
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• 2009

Purpose: This study was conducted to identify job experiences of male hospital nurses. Methods: Data were collected from 20 male nurses working at general hospitals, through semi-structured in-depth interviews. The interviews were recorded and subsequently transcribed verbatim. Using content analysis, data were coded and categorized. Results: The analyzed domains were motivations for choosing nursing, occupational experiences (3 subdomains), and attitudes toward the future. A total of 85 significant statements were selected from the data and classified into 32 categories. The nurses' motivations for choosing nursing were advantages of employment, their aptitude, scarcity value of men, professionalism and job security, good promotion, stable income, and family influence. In occupational experiences, they were assigned to special fields and dissatisfied with vertical relationship, promotion system, their salary, and gaps in military service time; they had difficulties in adapting to female-dominated groups and encountered gender role stereotype and preconception; they were satisfied with their distinguished performance, but had damaged self-esteem, and were stressed and disappointed in their work. In their attitudes toward the future, they considered their career changes, but tried to make professional and personal advancement. Conclusion: These findings have implications for recruiting and retaining male nurses in clinical settings.

• 근관절건강학회지
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• 제22권3호
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• pp.177-184
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• 2015

Purpose: The purpose of the study was to evaluate career choice of male nursing students and identify factors influencing their career choice. Methods: Subjects were 123 male nursing junior and senior students in B city, U city, and GN area. Career types were classified into a hospital nurse and a community nurse. Subjects were asked about 29 items of nurse image and 31 items of satisfaction on clinical practice. The collected data were analyzed by frequency, percentage, average and standard deviation, t-test, ${\chi}^2$-test, and logistic regression, using SPSS 21.0 program. Results: The percentage of career choice which subjects hoped when admitted into nursing universities consisted of hospital nurses of 77.2%, while the percentage changed to hospital nurses of 52.8% at the time of this survey. The nurse image represented as an influencing factor, and it was found that if nurse image score increased one unit, the hoping units of career type of hospital nurse increased 2.69 times. Conclusion: The educational institutions have to provide career education programs and information concerned to not only hospital nurses but also community nurses, and further studies on the positioning and expanding roles of community male nurses need to be conducted.

• 성인간호학회지
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• 제26권1호
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• pp.46-57
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• 2014

Purpose: This study was to investigate the influence of male nurses' gender role conflict and job satisfaction on their organizational commitment. Methods: Data were collected through a mixed method design using structured questionnaires (N=162) and a sequential qualitative interviews (N=8) from 2nd October, 2012 to 7th February, 2013. Data analysis included t-test, ANOVA, regression with SPSS/WIN 19.0 program and a qualitative thematic analysis. Results: Factors affecting participants' organizational commitment were job satisfaction and marital status which accounted for 36.2% of the total variance. In particular, low job satisfaction was not correlated with low organizational commitment despite lower job satisfaction. Three main themes connoting meanings of ambivalence were extracted from the data: desiring for the better future in spite of the current difficulty, strengthening their masculinity in tandem with complementing femininity in the midst of gender role conflict, leading their organization at times, and enduring hard work with responsibility for raising their family as a head of household. Conclusion: The findings indicate that male nurses' adjustment to the organization is controlled by ambivalence. It is essential to understand sociocultural contexts of male nurses as a minority in nursing fields for further research.

• 성인간호학회지
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• 제28권5호
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• pp.585-594
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• 2016

Purpose: The purpose of this study was to develop and test a predictive model on the male nurses' turnover intention. Methods: This study utilized the model-testing design based on the Price's causal model of turnover. This study collected data from 306 male nurses on a national scale with structured questionnaires measuring job opportunity, kinship responsibility, positive emotion, work autonomy, role conflict, work satisfaction, organizational commitment, and turnover intention. The data were analyzed using SPSS/WIN 22.0 program and AMOS 20.0 program. Results: As the outcomes satisfied the recommended level, the hypothetical model appeared to fit the data. Twenty-seven of the 38 hypotheses selected for the hypothetical model were statistically significant. 54.2% of turnover intention was explained by job opportunity, kinship responsibility, positive emotion, work autonomy, role conflict, work satisfaction and organizational commitment. Conclusion: The hypothetical model of this study was confirmed to be adequate in explaining and predicting male nurses' turnover intention. Findings from this study can be used to design appropriate strategies to decrease the male nurse's turnover intention.