• 디지털융복합연구
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• 제14권1호
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• pp.241-252
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• 2016

본 연구의 목적은 병원 간호사의 직장 내 괴롭힘이 이직의도에 미치는 효과를 확인하기 위함이다. 연구대상자는 병원 근무 간호사 500명이었다. 자료 수집은 구조화된 설문지를 통해 자가보고 형식으로 2014년도 3월 1일부터 20일까지 수집하였고, 통계분석은 SPSS/PC+ ver. 18.0을 이용하여 위계적 다중 회귀분석으로 분석하였다. 연구결과, 이직의도는 직장 내 괴롭힘과 양의 상관이 있었고, 간호근무환경, 감성지능 및 직무만족과 음의 상관관계가 나타났다. 또한 직장 내 괴롭힘은 이직의도에 정적인 영향을 주었고, 간호근무환경, 감성지능 및 직무만족은 이직의도에 부적인 영향을 주었다. 감성지능은 직장 내 괴롭힘과 이직의도와의 관계에서 조절효과가 나타나지 않았지만 직무만족은 직장 내 괴롭힘과 이직의도와의 관계에서 조절효과가 있었다. 이러한 결과는 직장 내 괴롭힘, 간호근무환경, 감성지능, 직무만족이 간호사의 이직의도에 강하게 영향을 주는 요인이었다. 따라서 직장 내 괴롭힘을 예방할 수 있는 융복합 프로그램을 개발하여 간호조직에 적용되어야 한다.

• 유통과학연구
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• 제14권11호
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• pp.19-28
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• 2016

Purpose - The purpose of this study is to investigate if workplace bullying and abusive supervision was a correlation as two kinds of workplace violence arouse internet pornography addiction, which influences employees' organizational commitment and work-family conflict. This study explores if perceived organizational support can be an interpersonal factor moderating the relationship between workplace violence and internet pornography addiction. Research design, data, and methodology - Using a survey method, this study distributed the survey to 319 employees working at Korean companies. This study used a series of multiple regression analyses. Result - In the results, the more job-related bullying or abusive supervision people perceive in the workplace, the stronger their internet pornography addiction are Second, the stronger internet pornography addiction people have, the weaker their organizational commitment and the stronger work-family conflict are. Finally, when people have higher POS in workplace, workplace bullying and abusive supervision have weaker impact on their internet pornography addiction. Conclusions - For research contributions, this study introduces internet pornography addiction in the context of workplace and investigate workplace violence as the antecedents of internet pornography. Second, this study suggests and empirically verify that perceived organizational support is an organizational factor moderating the relationship between workplace violence and internet pornography addiction. Practically, corporate executives need to recognize the appearance of workplace violence by monitoring the phenomena of employees' internet pornography addiction. Future studies need to be investigated for other types of addiction.

• 임상간호연구
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• 제25권3호
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• pp.314-322
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• 2019

Purpose: The purpose of this study were to identify the influential factors of bullying of intensive care nurses and to suggest a final structural model based on identified relationships between nursing organizational culture, authentic leadership, self-esteem, and bullying in the workplace. Methods: Data were collected from 221 nurses at intensive care units in eight general hospitals using structured questionnaires and analyzed by structural equation modeling. Results: In this study, the average of bullying in the workplace was 1.34±0.40, nursing organizational culture was 3.31±0.47, self-esteem was 2.79±0.44, and authentic leadership was 3.61±0.60. The factors affecting nursing organizational culture were authentic leadership (β=.54, p<.001) and self-esteem (β=.24, p=.002) that had direct positive effects on the nursing organizational culture. The nursing organizational culture had also a direct effect on reducing workplace bullying (β=-.45, p<.001). Authentic leadership (β=-.24, p=.004) and self-esteem (β=-.11, p=.004) had indirect effects on workplace bullying, which was mediated by the nursing organizational culture. Conclusion: To understand and reduce workplace bullying, evaluating a nursing organizational culture should be preceded. Based on the finding of this study, an intervention for increasing authentic leadership and self-esteem of nurses can positively help to create the nursing organizational culture and then reduce workplace bullying.

• 임상간호연구
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• 제24권2호
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• pp.178-187
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• 2018

Purpose: The purpose of this study was to explore the relationships among workplace bullying, organizational commitment, and turnover intention of nurses. Methods: A cross-sectional study was conducted. Data were collected using a structured questionnaire from nurses at five public hospitals (N=190). Results: The experience of bullying was 31.29 points (range 16-64) on average: Work-related bullying was the highest, followed by verbal/non verbal bullying and external threats. The consequences of bullying were 30.54 points (range 13-52) on average: The physical/psychological withdrawal was the highest, followed by increasing distrust and the poor quality of patient care. The experiences of bullying had positive correlations with the consequences of bullying (r=.55, p<.001) and the turnover intention (r=.27, p<.001), and had a negative correlation with organizational commitment (r=-.28, p<.001). The consequences of bullying had a positive correlation with the turnover intention (r=.52, p<.001), and had a negative correlation with organizational commitment (r=-.49, p<.001). Organizational commitment showed a negative correlation with the turnover intention (r=.63, p<.001). Conclusion: The findings of this study suggests the needs of a regular monitoring system and organizational management for workplace bullying, which helps nurses to commit to their organization and to be retained in a workplace.

• 디지털융복합연구
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• 제19권10호
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• pp.209-220
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• 2021

본 연구는 직장 내 괴롭힘이 이직 의도에 미치는 영향을 조직 공정성이 조절하는 매개효과의 영향 관계를 살펴보고자 하였다. 중소기업 종사자를 대상으로 400부의 설문을 분석하여 SPSS 24와 smartPLS 3를 사용하여 연구가설을 검증하였다. 연구 결과 직장 내 괴롭힘의 증가하면 정서적 고갈, 이직 의도도 증가하는 것으로 나타났다. 정서적 고갈은 직장 내 괴롭힘과 이직 의도 사이의 영향 관계를 유의미하게 매개하는 것으로 나타났고, 조직 공정성은 직장 내 괴롭힘과 정서적 고갈 사이의 영향 관계를 유의미하게 조절하는 이론적 토대를 마련하였다. 따라서 직장 내 괴롭힘 예방 교육 의무화와 다양한 프로그램을 통하여 종사자들에 대한 존중과 감수성을 높이고, 조직 공정성을 증가시킴으로써 개인과 기업의 안녕과 성장으로 경쟁력을 높이는 실무적 시사점을 제시하였다. 향후 연구에서는 괴롭힘 예방을 위한 다양한 변수를 활용한 연구가 필요하다.

• 중환자간호학회지
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• 제9권1호
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• pp.51-65
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• 2016

Purpose: This study aimed to estimate the pooled prevalence of workplace bullying among nurses and examine the effect of moderate factors. Methods: Studies that assessed nursing workplace bullying using the negative act questionnaire developed by Einarsen et al. were searched for in 8 databases. The pooled prevalence was calculated with overall event rate and meta-ANOVA was performed for subgroup analysis. A funnel plot and Egger's linear regression asymmetry test were performed to confirm the publication bias of meta-analyzed studies. Results: A total of 23 studies (N=11,748) were included in the systematic review, and 14 studies (N=4,585) that reported prevalence using operational criteria of victim were selected for meta-analysis. The pooled prevalence of workplace bullying was 22.2% (95% CI: 19.0~25.7). Domestic studies reported lower prevalence than international studies (18.6% vs. 27.0%, Q=8.75, p=.003). The prevalences were different according to publication year (30.6% in 2008~2010, 19.5% in 2011~2014, 21.8% in 2015, Q=11.89, p=.003). Studies that recruited only new nurses reported higher prevalence than others (28.4% vs. 20.6%, Q=3.92, p=.048). Publication bias was not found. Conclusions: Workplace bullying is prevalent in the nursing profession, and is more serious for new graduate nurses. Individual and organizational measures for preventing workplace bullying among nurses need to be sought.

• Asian Journal of Business Environment
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• 제8권3호
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• pp.13-21
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• 2018

Purpose - This study examined workplace bullying as a situational antecedent of workaholism and burnout as a consequence of workaholism and explored the mediating role of workaholism and the moderation effect of perceived organizational support. Research design, data, and methodology - This study collected data from 319 employees in South Korean companies through a survey method. Results - First, job-related bullying promotes a compulsive and excessive drive to work. However, person-related bullying was positively related to the tendency to work excessively hard. Second, only working excessively shows positive relationship with only exhaustion excepting cynicism. Third, although bullied employees may reserve their personal resources through workaholism in short time, it drives them to be workaholic, which leads them exhausted in turn. Finally, perceived organizational support decreases the effect of job-related bulling on both of working compulsively and working excessively. Conclusions - First, this study suggests workplace bullying as a situational antecedent and verify burnout as a consequence of workaholism. Second, it investigate the mediating role of workaholism and the moderation effect of perceived organizational support. Practically, When they find workaholic employees, they should investigate if workplace bullying exists through face-to-face talk. If necessary, they should decide personal transfer to the other department or work team.

• 한국산학기술학회논문지
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• 제21권5호
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• pp.523-531
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• 2020

본 연구는 직장 내 괴롭힘 방지법 교육 후 간호사의 간호조직문화, 직장 내 괴롭힘. 직무스트레스 정도 변화를 확인하고 간호사의 직장 내 괴롭힘과 직무스트레스에 영향을 미치는 과정에서 간호조직문화의 매개효과를 알아보고자 시도된 서술적 상관관계 연구이다. 대상자는 경기도에 소재한 대학병원 간호사 130명에게 설문조사를 실시하였고, 자료분석은 SPSS 23.0 프로그램으로 분석하였다. 간호사의 간호조직문화는 평균 2.99±.74이었으며, 직장 내 괴롭힘은 평균 1.85±.65 이었으며, 직무스트레스는 평균 2.50±.35로 나타났다. 간호사의 간호조직문화는 직장 내 괴롭힘(r=-.45, p=.001), 직무스트레스(r=-.61, p=001)와 부적 상관관계를 나타났으며, 직장 내 괴롭힘은 직무스트레스(r=.42, p=.001)와 정적 상관관계가 있는 것으로 나타났다. 매개효과를 확인하기 위하여 Sobel test를 실시하였고, 간호사의 직장 내 괴롭힘이 직무스트레스에 미치는 영향에서 간호조직문화는 .13의 부분 매개로 통계적으로 유의미하였다(sobel'z=-2.287, p<.05). 따라서 직장 내 괴롭힘을 감소시키기 위해 관계지향적 간호조직문화와 혁신지향적 간호조직 문화를 형성하는 것이 필요하고 직무스트레스를 감소시킬 수 있는 간호근무환경과 간호업무 간의 관련된 조직문화의 이해를 높이는 것이 중요하며 병원조직에서도 예방교육에 대한 제도적인 교육전략이 필요하겠다.

• 한국심리학회지 : 문화 및 사회문제
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• 제29권1호
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• pp.125-146
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• 2023

본 연구의 목적은 직장 내 지지와 직장 내 상담접근성이 직장 내 괴롭힘 피해 근로자의 우울에 미치는 영향을 확인하고 수준 간 상호작용효과를 검증하는 것이다. 분석을 위하여 2017년 국가인권위원회에서 실시한 조사에서 직장 내 괴롭힘 피해 경험이 있는 642명의 응답 자료를 사용하여 다층분석을 적용하였다. 분석결과는 다음과 같다. 첫째, 피해자가 인식한 직장에 대한 안전감에 따라 집단을 분류한 결과, 직장에 대한 안전감을 낮게 인식할수록 피해자의 우울이 높았다. 둘째, 피해자가 직장 내 지지를 높게 인식할수록 피해자의 우울이 낮게 나타났다. 셋째, 직장 내 상담접근성이 높을수록 피해자의 우울이 낮게 나타났다. 넷째, 직장 내 지지와 우울의 관계에서 직장 내 상담접근성의 정적인 상호작용효과가 확인되었다. 즉 직장 내 상담접근성이 높을 때 직장 내 지지가 피해 근로자의 우울을 낮추는 영향이 크게 나타났다. 이상의 결과는 직장 내 괴롭힘에 대한 직장동료나 상급자의 지지 및 회사의 대응에 관하여 안전하고 신뢰로운 조직문화를 형성하고, 근로자의 고충 처리를 담당하는 상담 및 도움창구의 운영이 직장 내 괴롭힘 피해 근로자의 대응을 돕고 우울을 완화하는 보호자원으로 기능할 수 있음을 시사하였다.

• 대한간호학회지
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• 제44권2호
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• pp.209-218
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• 2014

Purpose: The purpose of this study was to develop an instrument to assess bullying of nurses, and test the validity and reliability of the instrument. Methods: The initial thirty items of WPBN-TI were identified through a review of the literature on types bullying related to nursing and in-depth interviews with 14 nurses who experienced bullying at work. Sixteen items were developed through 2 content validity tests by 9 experts and 10 nurses. The final WPBN-TI instrument was evaluated by 458 nurses from five general hospitals in the Incheon metropolitan area. SPSS 18.0 program was used to assess the instrument based on internal consistency reliability, construct validity, and criterion validity. Results: WPBN-TI consisted of 16 items with three distinct factors (verbal and nonverbal bullying, work-related bullying, and external threats), which explained 60.3% of the total variance. The convergent validity and determinant validity for WPBN-TI were 100.0%, 89.7%, respectively. Known-groups validity of WPBN-TI was proven through the mean difference between subjective perception of bullying. The satisfied criterion validity for WPBN-TI was more than .70. The reliability of WPBN-TI was Cronbach's ${\alpha}$ of .91. Conclusions: WPBN-TI with high validity and reliability is suitable to determine types of bullying in nursing workplace.