• 대한간호학회지
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• 제21권3호
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• pp.383-395
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• 1991

This study was to investigated the factors influencing the decisions of nurses to resign. The purpose was to contribute information useful for the effective management of nurse staffing resources. The specific objectives were as follows : 1. To investigate the level of job satisfaction of nurses who resign. 2. To analyze the relationship of job expectations and the decisions to resign. 3. To investigate the major reason for nurses' resignations. 4. To identify the relationship of the general characteristics of the nurses and the factors influencing their decisions to resign. 5. To analyze the relationship of the intention to resign and the factors influencing the decisions to resign. The sample consisted of 90 nurses who worked at Y hospital in Seoul from march. 1987 to Feb. 1988 and who had resigned. The instruments used for this study were slavitt et al's Index of Work Satisfaction Scale and a job expectations scale developed by the researcher Analysis of data was done using frequency, t-test and ANOVA. The results of study were as follows : 1. There was no difference in the job satisfaction level of nurses who resigned compared with nurses in active service but the subcategory interaction score was lower and the subcategory salary score was higher than for nurses in active service. 2. Low job expectation scores influenced the decision to resign. 3. The major reason for resigning were personal problems such as marriage, childbirth, and relocation of family. 4. The length of employment and the number of different service areas of the nurses who resigned were associated with the job satisfaction level. 5. The nurses who had have an intention to resign while in active service had lower scores for job satisfaction and the job expectation score was a greater influence on the decision to resign. In conclusion, the factors influencing the decisions of nurse to resign were job satisfaction, job expectations and intention to resign while still in active service.

• 한국융합학회논문지
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• 제11권3호
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• pp.351-360
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• 2020

간호간병통합서비스병동과 일반병동 간호사의 직무스트레스와 직무만족을 확인하여 효과적인 간호인력 관리를 위한 자료를 제공하고자 실시되었다. 300병상 미만의 4개 병원에서 간호간병통합서비스병동 간호사 62명과 일반병동 간호사 62명의 설문지를 수집하여 분석하였다. 간호간병통합서비스병동 간호사는 일반병동 간호사보다 직무만족이 높았고, 특히 보수, 전문성, 행정요구, 자율성, 업무요구, 상호작용 영역에서 높았다. 일반병동 간호사는 간호간병통합서비스병동 간호사보다 직무스트레스 중 간호업무, 의사와 갈등, 환자와 보호자 영역에서 높았고, 간호사 대우 영역에서 낮았다. 직무만족과 직무스트레스의 관계는 일반병동 간호사에서만 유의한 역상관관계로 직무스트레스가 낮을수록 직무 만족은 높았다. 따라서 간호사들의 직무스트레스를 낮추고 직무만족 향상을 위해 명확한 업무규정에 의한 업무수행, 과도한 업무부담의 감소, 적절한 보상, 상위 교육 지원이 필요하다.

• 임상간호연구
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• 제27권2호
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• pp.130-139
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• 2021

Purpose: This study aimed to investigate the effect of educational nurse practitioners at comprehensive nursing care service units by comparing the educational satisfaction of general nurses and the occupational stress of preceptor nurses before and after education by educational nurse practitioners. Methods: Participants were 71 general nurses and 71 preceptor nurses working at comprehensive nursing care service units of G University hospital in I City. The level of educational satisfaction of general nurses and occupational stress of preceptor nurses were measured and compared. The differences in educational satisfaction and occupational stress before and after the education program were verified by paired t-test and one-way ANOVA using SPSS/WIN 27.0 statistical program. Differences before and after the education program according to the general characteristics were analyzed with repeated measure analysis of variance after Sapiro-Wilks normality test, and post-hoc analysis was conducted using Scheffétest. Results: It was inferred that there was a significant difference (t=-9.32, p<.001) in the educational satisfaction of general nurses, with an average of 3.72±0.77 before the education and 4.47±0.60 after the education. However, there was no significant difference in occupational stress in the preceptor nurses. Conclusion: It could be concluded that introduction of educational nurse practitioners at comprehensive nursing care service units has a positive effect on the educational satisfaction of general nurses. This result will serve as basic data to implement educational nurse practitioners for general nurses in all medical institutions as well as comprehensive nursing care service units.

• 간호행정학회지
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• 제6권3호
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• pp.319-331
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• 2000

The purpose of this study was to identify patterns of and trends in studies of job satisfaction among Korean nurses as selected from master theses whose research had covered studies from the period $1972{\sim}1997$. These studies were analyzed for publication date, research design, theoretical framework, research questions, and research hypotheses, subjects, sampling methods, measurement tools, statistical analyses, job satisfaction-related variables, and suggestions for further research. The findings of the analysis were as follows: 1) The number of studies on the subjects of job satisfaction has increased enormously since the 1980s. 2) In research design, 73.8% of the studies involved correlation research. 3) Conceptual frameworks, research questions, and hypotheses were not involved in 88.8%, 76.3%, and 68.% of the studies respectively. 4) With respect to subjects, 53.7% involved head nurses, charge nurses, and staff nurses. 5) As sampling methodology, questionnaires were employed in all the studies. 6) Measurement instruments developed by Slavitts et al.(1978) and Stamps et al.(1978) were used in 27 studies and 24 studies, respectively. 7) For the statistical analysis, ANOVA(30.7%), t-test(23.7%), and correlation(23.7%) were used. 8) The number of job satisfaction-related variables were eight items and 36 sub-concepts. 37.5%(30 studies) employed applied variables related to organizational characteristics. 9) 93.7% of the studies made suggestions for further research. On the basis of the above findings, the following recommendations were made: 1) Qualitative research should be performed to identify variables related to job satisfaction. 2) Research on developing interventions is needed to elevate job satisfaction. 3) Development of measurement tools is needed to evaluate the job satisfaction of Korean nurses. 4) Correlation studies are needed to identify the relationship between job satisfaction of nurses and outcomes to patients.

• 성인간호학회지
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• 제12권3호
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• pp.345-355
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• 2000

The purpose of this study was to explain the relationship of professional self-concept, self-efficacy and job satisfaction among nephrology nurses. The subject consisted of 84 nephrology nurses who work at 17 hospitals in Kwangju, Chonnam, Chonbuk and Cheju-do. The instrument of this study was a structured questionnaire on professional self-concept, self-efficacy and job satisfaction. The data were collected from August 16 to September 10, 1999 and analyzed by Cronbach alpha, descriptive statistics, t-test, ANOVA, Scheffe's test and Pearson's correlation coefficient by using the SPSS/PC+ program. The results of the research were as follows : 1. The average item scores were 2.73 for professional self-concept and 7.16 for selfefficacy. The average item score of job satisfaction was 3.05. Professional status (3.56) among the component factors of the job satisfaction had the highest value followed by the interaction(3.46), task requirements(3.28), autonomy(2.98), organizational requirement(2.70), and pay(2.22) was the lowest. 2. The relationship between general characteristics and professional self-concept shows a significant difference with regard to position and the nurses' intention to stay. The relationship between general characteristics and self-efficacy shows a significant difference with regard to position and shift. 3. A significant positive correlation between professional self-concept and self-efficacy (r=0.462, p<0.01) was found. A significant positive correlation between professional self-concept and job satisfaction(r=0.486, p<0.01) was found. In conclusion, professional self-concept and job satisfaction of nephrology nurses are significantly related. A professional self-concept is an important factor for job satisfaction of nephrology nurses. Therefore, this study suggested that we should develop programs and policies to increase the professional self-concept of nephrology nurses for their job satisfaction.

• 임상간호연구
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• 제17권1호
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• pp.57-69
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• 2011

Purpose: This study aimed to investigate the types of nursing organizational culture and its relationships with nurses' satisfaction with life, and job satisfaction. This study was eventually aimed to create healthier and more positive nursing organizational culture. Methods: This study utilized a descriptive correlational method to explore mediating effects of the types of nursing organizational culture on nurses' satisfaction with life and their job. Data were collected from a total of 1,801 nurses who have worked for more than 3 years in 35 different hospitals with more than 100 beds. Using SPSS 17.0 and Sobel Test Calculator, t-test, one way ANOVA, Duncan test, multiple regression and sobel test were used for data analysis. Results: The analysis showed that the nurses had a hierarchical organizational culture. Also the subjects' job satisfaction was significantly correlated with innovation, relation, and hierarchy-oriented factors and satisfaction with life. Conclusion: Innovative organizational culture is a leading factor in determining nurses' professional satisfaction. In view of the above it is recommended that strategies for creating innovative organizational culture and its application to nursing practice.

• 한국직업건강간호학회지
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• 제20권1호
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• pp.65-73
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• 2011

Purpose: This study investigates nurses' organizational commitment, internal marketing, and occupational satisfaction depending on their age, martial status, clinical experience and income. Methods: The subjects of this study were 350 nurses from six hospitals in Jeolla-do. The t-tests were used to analyze the differences in internal marketing, occupational satisfaction, and organizational commitment depending on their age, marital status, career, and income. The relationships among internal marketing, occupational satisfaction, and organizational commitment were analyzed by the path analysis. Results: The results of this study showed that organizational commitment was correlated with age, clinical experiences, and income, but not significantly associated with martial status. Education and training policy, benefit system, and fairness of the internal marketing were influencing factors on occupational satisfaction. These factors were correlated with organizational commitment through occupational satisfaction. Conclusion: This study addressed the relationships among nurses' internal marketing, occupational satisfaction, and organizational commitment. Based on the results, it is suggested that hospital organizations introduce more diverse incentive policies to enhance nurses' occupational satisfaction and organizational commitment.

• 한국직업건강간호학회지
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• 제20권1호
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• pp.1-13
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• 2011

Purpose: This study was conducted to compare the characteristics of organizational structure and occupational satisfaction among nurses in general hospital and small to medium-sized hospital and to investigate the affecting factors on their occupational satisfaction. Methods: The study was based on the cross-sectional descriptive survey. A self-report questionnaire was used to collect data from 343 nurses between June and July, 2010. Data were analyzed by ${\chi}^2$-test, t-test, ANOVA, Scheffe's test, Pearson's correlation coefficient, and multiple regression using the SPSS/WIN 14.0 program. Results: Hierarchical structure was dominant in general hospital whereas relationship was highly valued in small to medium-sized hospital. Occupational satisfaction was positively correlated with work environment built on relationship, innovation and tasks. Factors significantly influencing on occupational satisfaction in general hospital included innovative work environment, nurses' income and their health status ($R^2$=40.3%). For the small to medium-sized hospital, they included innovative work environment, satisfaction in life, tasks and professionalism ($R^2$=40.4%). Conclusion: Organizational structure, especially innovative work environment and relationship-oriented attitude had a significant influence on nurses' occupational satisfaction. Therefore, nursing administrators have to develop and consider organizational structure to improve occupational satisfaction.

• 기본간호학회지
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• 제18권4호
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• pp.547-555
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• 2011

Purpose: The purpose of this study was to identify the relationship between professional self-concept, professional autonomy, self-esteem, and job satisfaction of clinical nurses. Method: Data were collected from a convenience sample of 289 clinical nurses who worked in one of 4 hospitals located in B City. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient, and multiple regression. Results: There were significant differences in job satisfaction according to marital status, current position, shift pattern, and average income. There was a significant positive correlation between professional self-concept and professional autonomy, self-esteem and job satisfaction. Job satisfaction showed a significant positive correlation with professional autonomy and self-esteem. The significant factors influencing job satisfaction were professional self-concept, self-esteem and professional autonomy, which explained 29.5% of the variance in job satisfaction. Conclusion: The results of this study indicate that the important role-related variables of professional self-concept, self-esteem and professional autonomy of clinical nurses are significantly related, and that as, professional self-concept is an important factor for job satisfaction of clinical nurses, strategies to increase professional self-concept need to be developed.

• 간호행정학회지
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• 제18권1호
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• pp.13-22
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• 2012

Purpose: This study was done to analyze the relationship between organizational communication satisfaction and organizational commitment among hospital nurses. Method: A survey was conducted with 647 nurses who were working in 24 hospitals in Korea. Data were collected during August 2010. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation analysis, and multiple regression. Results: The mean level of organizational communication satisfaction was 3.15 (min 1.88 -max 4.88) and the mean level of organizational commitment was 3.21 (min 1.33 - max 4.83). There was a statistically significant correlation between organizational communication satisfaction and organizational commitment (r=. 655). According to analysis of the impact of the subconstructions of organizational communication satisfaction on organizational commitment, the following factors had significant influence on organizational communication satisfaction: vertical communication, communication media, and organizational climate. Conclusion: These findings showed that communication satisfaction was the most important factor for nurses' organizational commitment. Therefore, there is a need to develop communication strategies and skills for hospital nurses to increase the level of communication satisfaction.