• 디지털융복합연구
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• 제14권1호
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• pp.275-284
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• 2016

본 연구는 병원간호사의 고객지향성에 영향을 미치는 간호조직문화, 직무만족과 조직몰입 간의 인과관계를 알아보고자 시도되었다. 연구대상자는 병원에 근무하는 간호사 261명으로, 자료분석은 SPSS와 AMOS programs이용하여 경로분석하였다. 연구결과는 첫째, 직무만족과 조직몰입은 고객지향성에 직접 영향을 주는 것으로 나타났다. 둘째, 간호조직문화와 직무만족은 조직몰입에 영향을 주어 고객지향성에 간접영향을 주는 것으로 나타났다. 병원간호사의 고객지향성을 제고하기 위해서는 간호조직문화를 구축하는 것뿐만 아니라 구성원들의 직무만족과 조직몰입을 높이도록 병행하는 것이 더욱 효과적이라는 것을 시사해 준 것이다.

• 보건의료산업학회지
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• 제11권4호
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• pp.29-40
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• 2017

Objectives : The purpose of this study was to identify the effects of emotional competence, learning organization and nursing organizational culture on performance among clinical nurses. Methods : This study was conducted over a six-month period, with 170 nurses from general hospitals with 400 beds in three regions of Korea. Data were gathered from August 25th to September 10th, 2016, using a self-report questionnaire, and analyzed using the IBM SPSS 19.0 program. Results : The significant predictors of nursing performance were self-awareness (${\beta}=.32$), a master's degree or higher (${\beta}=.20$), relationship management (${\beta}=.26$), personal mastery(${\beta}=.23$), and 5~10 years in a clinical career (${\beta}=.16$). These variables explained 47.3% of the variance in nursing performance. Conclusions : To improve nursing performance, interventions that can enhance nurses' emotional competence and the need for program development to enhance their learning organization, as well as related variables, including academic credentials and clinical career, should be considered.

• 보건의료산업학회지
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• 제9권1호
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• pp.95-107
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• 2015

The purpose of this study is to analyze the characteristics of hospital organization structure, organization culture, organization conflict and the interrelation of influential factor in organization conflict. The data for this study were collected through a self-administered survey with a structured delivered to 755 subjects including several nursing staff members, administration staff members and medical technicians at six hospitals. The structural equation model was used to examine the relation of organization structure, organization culture and organization conflict. The results of the analysis in this study were as follows. First, organization structure had a positive influence on organization conflict, especially in terms of complexity and centralization. But, formalization had a negative influence on organization conflict. Second, organization culture had a positive influence on organization conflict, especially in terms of group culture, developmental culture, and hierarchical culture. But, group culture had a negative influence on organization conflict. Third, organization structure had positive influences, especially on organization culture complexity, centralization, and formalization. But, centralization had negative influences too.

• 간호행정학회지
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• 제15권4호
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• pp.581-592
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• 2009

Purpose: This study was designed to describe the nurses' knowledge and attitude about incidence reporting according to nursing organizational culture and organizational characteristics. Methods: The subjects of this study were 783 clinical nurses who were in A university hospital in Gyeonggi-Do. The data were collected from May, 20, 2009 to June, 2, 2009. The collected data were analyzed through descriptive methods, Pearson correlation coefficient, multiple regression in SPSS win(12.0). Results: Nurses' knowledge and attitude about incidence reporting were positively correlated with innovation oriented culture, relation oriented culture, and culture of patient safety. And among characteristics of nursing organization, communication, decision making, centralization were positively correlated with nurses' knowledge and attitude about incidence reporting. But the most correlated factor with nurses' knowledge and attitude about incidence reporting was culture of patient safety. Conclusions: The findings of this study suggest that to encourage reporting incidence, there must be a organizational approach, such as creating a culture of patient safety, active participating decision making, and communication.

• 간호행정학회지
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• 제12권3호
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• pp.385-396
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• 2006

Purpose: This study was a literary investigation in the development of an effective team-raised and cultural nursing organization targeting operating room nurses. This was done by grasping organizational features, different types of nursing organizational culture and team effectiveness, and by analyzing the relationships among variables. Method: The participators were 373 nurses. The data was collected between March 10th and April 28th, 2004. SPSS Win 11.0 program was used for data analysis. Results: Results of this study were as follows: A nursing organization at operating rooms was found to have an organizational culture with the characteristic of a centralized power and hierarchy-oriented organizational culture. With respect to a relationship between operating room organizational characteristics and the types of nursing organizational culture, there was a significant correlation in relationship-oriented culture and innovation-oriented culture. In the relation between the types of operating room organizational culture and team-effectiveness, it showed a significant correlation in team-devotion, peer-groupsatisfactional perception of a team's outcome in decreasing order. Conclusion: The organizational characteristic at operating rooms was power centralization and the culture type was hierarchy-oriented. These are factors that have a negative effect on a team-effectiveness-affecting relationship-oriented culture, innovation-oriented culture and work-oriented culture.

• 디지털융복합연구
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• 제13권11호
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• pp.303-311
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• 2015

이 연구는 종합병원에 근무하는 간호사를 대상으로 간호사의 고객지향성을 파악하고 간호사가 인식한 간호조직문화와 고객지향성이 어떤 관계가 있는지를 분석하고자 한다. 2014년 10월 1일에서 15일까지 442부의 설문지를 선택하였고 SPSS 21.0 프로그램을 통해 분석하였다. 연구결과는 간호사가 인식한 각 간호조직문화 유형과 고객지향성은 양의 상관관계가 있는 것으로 나타났다. 책임 간호사, 비교대 근무형태에서 유의한 결과가 나왔다. 또한 관계지향적 문화, 혁신적조직 문화, 위계지향적 문화 순으로 유의하게 나타났다. 따라서 병원 관리자들은 간호 조직 문화내의 내부 고객인 간호사에 대한 관심과 관리가 필요할 것이다.

• 간호행정학회지
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• 제11권2호
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• pp.129-145
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• 2005

Purpose: This research was, by investigating the relations between the cultural types of a nursing organization in military hospital and performance, to ascertain the cultural types to be able to improve performance. Method: The date were gathered from 255 nurse officers who were in 19 military hospitals by using the self-report type of questionnaire. The period of data collection was from April 20, 2003 to July 15, 2003. For this research, the following tools were used: the tools for measuring the organizational characteristics, organizational culture, and job satisfaction, the tool for measuring organizational commitment. For data analysis the SPSS Win 12.0 program was used. Result: 1) Most of the cultural types of a nursing organization in military hospital is Relation-oriented. 2) In the relation between general the characteristics of subject and the organizational cultural type, there was a difference in the innovation-oriented, relation-oriented, hierarchy-oriented, and task-oriented culture according to nurse officers careers, hospital types, year in hospital, marital status, and unit(p<0.05). 3) In the relation between general characteristics of subject and organizational performance, there was a difference in the job satisfaction, affective commitment, transactional commitment, and normative commitment according to nurse officers careers, education, madrigal status and unit(p<0.05). 4) In the relationship between the of a military hospital were correlated with the type of each culture(p=0.00), 5) In the relation between the organizational culture type of military hospital and its performance, there was a positive correlation among job satisfaction and innovation-oriented culture, relation-oriented culture, task-oriented culture(p<0.05). And hierarchy-oriented culture showed that they had a weak negative correlation with job satisfaction(p<0.05). There was a positive correlation among affective commitment and innovation-oriented culture, relation-oriented culture, task-oriented culture(p<0.05). And hierarchy-oriented culture showed that they had a weak negative correlation with affective commitment(p<0.05). There was no culture type significantly related to continuance commitment and there was a weak positive correlation among normative commitment and innovation-oriented culture, relation-oriented culture, task-oriented culture. The types to have an influence upon nurse officers' job satisfaction were relation-oriented culture and innovation-oriented culture(p=0.00). And relation-oriented culture and innovation-oriented culture were major variances for affective commitment and only relation-oriented culture was influential variance for normative commitment(p=0.00). Conclusion: The organizational culture type was found which had an influence upon nurse officers' job satisfaction and organizational commitment. These result are very significant in having showed the persons in charge of nursing administration a basic data for creation of an effective organizational culture.

• 임상간호연구
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• 제24권2호
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• pp.137-146
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• 2018

Purpose: The purpose of this study was to identify the influence of nursing organization culture on resilience of new nurses. Methods: Participants were 1,033 new nurses with careers of less than 12 months and who were from 43 general hospitals located in Seoul, Incheon, other metropolitan cities and provinces in Korea. The data were analyzed using t-test, ANOVA, Pearson correlation coefficient and multiple regression with SPSS/WIN 24.0 program. Results: Relation-oriented culture was scored highest for perception of organizational culture by new nurses (3.35), followed by hierarchy-oriented culture (3.19), innovation-oriented culture (3.12), and task-oriented culture (2.73). The score for resilience of the new nurses was 3.49, and the first subcategories were interpersonal relationship ability 3.66, self-positivity 3.45, and self-control ability 3.36. Relation-oriented culture (${\beta}=.30$, p<.001) was the most significant factor influencing resilience of new nurses, followed by innovation-oriented culture (${\beta}=.14$, p=.001), hierarchy-oriented culture (${\beta}=.12$, p<.001), task-oriented culture (${\beta}=-.10$, p=.003) in that order ($R^2(adj. R^2)=.16$, F=47.04, p<.001). Conclusion: Findings show that for improved resilience in new nurses it is necessary to develop relation-oriented culture to provide a cooperative work environment(friendly interpersonal relation and dialogue) for new nurses and to encourage involvement of these members in the hospital culture.

• 한국융합학회논문지
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• 제9권11호
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• pp.491-500
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• 2018

병원간호사가 인식하는 간호조직문화의 유형을 파악하고, 이러한 간호조직 문화와 전문적 삶의 질과의 관계를 확인하기 위함이다. 대상자는 충북의 C시에 소재한 일개 대학병원에 근무하는 간호사 216명이다. 자료 분석은 SPSS/WIN22.0 프로그램을 이용하여 분석하였다. 전문직 삶의 질의 하위영역인 공감만족에 미치는 영향요인으로는 혁신지향문화, 결혼상태, 관계지향문화가 유의한 예측변인으로 나타났고, 이차성 외상 스트레스는 연령, 업무지향문화, 위계지향문화가 유의한 예측변인으로 나타났으며, 소진은 관계지향문화, 임상경력, 위계지향문화가 유의한 예측변인으로 나타났다. 이 같은 결과를 토대로 조직 내 혁신지향문화 및 관계지향문화 형성을 위한 간호사들의 인식 전환 및 개선을 위한 중재프로그램 개발 및 임상에서의 효과를 검정하는 연구가 필요하며, 숙련되고 임상경험이 풍부한 우수한 간호사를 확보하기 위해 조직차원에서의 근무환경 및 처우 개선이 이루어져야 한다.

• 간호행정학회지
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• 제10권2호
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• pp.255-264
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• 2004

Purpose: The Purpose of this study was to identify the relationship between 7S factors of the nursing organizational culture and organizational effectiveness. Method: The data were gathered from the self-reported questionnaires of 717 nurses who work for eight different general hospitals located around Seoul and Kyounggi province. The period of data collection was from November 12 to December 7, 2002. For data analysis, descriptive statistics, clustering analysis, and t-test with SPSS Program were used. Result: The nurses who highly perceived 7S factors of nursing organizational culture showed higher job satisfaction and organizational commitment in comparison with the nurses who lowly perceived 7S factors of nursing organizational culture. And the nurses who highly perceived 7S factors of nursing organizational culture showed higher organizational citizenship behavior in comparison with the nurses who lowly perceived 7S factors of nursing organizational culture. Among subdimension of organizational citizenship behavior, altruism and civic virtue were significant. Conclusion: From the above results, the high group with 7S factors of nursing organizational culture has strong culture, therefore nursing organization with strong culture is very implicative to enhance the organizational effectiveness.