• 간호행정학회지
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• 제9권1호
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• pp.63-73
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• 2003

Purpose : The purpose of this study is to analyze the comparison of organizational climate and job satisfaction of nurses between a secondary hospital and a tertiary hospital. Method : The subjects of this study were 50 nurses who were working in a secondary hospital and 50 working in a tertiary hospital. The data was collected by self-reporting questionnaires. The data were analysed using frequency, percentage, mean, standard deviation, t-test, ANOVA, Pearson's correlation coefficient, regression analysis. Result : 1) There was no statistical significance of the difference of organizational climate between a secondary hospital and a tertiary hospital. However, there was a statistical significance of the difference of job satisfaction. 2) In the organizational climate, there was a significant difference by income in a secondary hospital, and by position in a tertiary center. 3) In the job satisfaction, there was significant differences by age, marriage, position, and duration of working in a secondary hospital, otherwise. there was no significant difference in a tertiary hospital. 4) There was significant positive correlation between organizational climate and job satisfaction. Organizational climate significantly affected job satisfaction. Conclusion : It is suggested that the nursing organizational effectiveness program should be developed with reflecting on organizational characteristics that the nurses perceived.

• 기본간호학회지
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• 제19권4호
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• pp.453-462
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• 2012

Purpose: The purpose of this study was to examine the impact of job satisfaction and organizational commitment on patient safety management activities of nurses. Methods: A cross-sectional design was adopted. The sample included 307 nurses working in three tertiary university hospitals. Data were collected during November and December, 2012, with a response rate of 93%. A 40-item patient safety management activities scale was used to measure patient safety activities. Job satisfaction and organizational commitment were also measured with established instruments and included general characteristics. Data were analyzed with PASW 18.0 program. Results: The mean score for patient safety management activities was 3.98 out of 5. Stepwise multiple linear regression indicated that organizational commitment (${\beta}$=.20, p<.001) and job satisfaction (${\beta}$=.18, p=.013) respectively predicted patient safety management activities. Especially, the addition of organizational commitment as the strongest predictor of patient safety management activities increased the associated explained variance ($R^2$ change=.11, p<.001). Conclusion: It is important for managers to create an organizational climate that promotes the organizational commitment and job satisfaction of nurses. Future studies are encouraged to replicate the findings and also to better understand patient safety management activities and personal emotional stability.

• 한국직업건강간호학회지
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• 제21권3호
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• pp.266-273
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• 2012

Purpose: The objective of this study was to investigate the relationship among self-efficacy, nursing organizational culture and the emotional labor in clinical nurses. Methods: The subjects of this study were the clinical nurses working at 3 general hospitals in D city. The self-reported questionnaires were administered to 293 clinical nurses and data were analyzed with SPSS/WIN 19.0. Results: The levels of self-efficacy, nursing organizational culture and emotional labor of the subjects were revealed moderate to high. Significant explanatory variables of the degrees of self-efficacy included age, career of work and job satisfaction and nursing organizational culture included position, nursing method and job satisfaction and emotional labor included education, number of patient and job satisfaction. Correlations between self-efficacy and emotional labor and nursing organizational culture and emotional labor were negative while self-efficacy and nursing organizational culture were positive. Conclusion: The findings suggested the intervention program in order to improve job performance and job satisfaction, develop effective nursing organizational culture and reduce role conflicts among clinical nurses.

• 간호행정학회지
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• 제12권4호
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• pp.604-614
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• 2006

Purpose: This study was to identify factors that influence the organizational commitment and job satisfaction of nurses. Method: The data were collected from 1st, August until 7th, August, 2005. The subjects were 238 nurses from a general hospital in Busan. Data were analyzed with descriptive statistics, t-test, one-way ANOVA, Pearson correlation coefficient, and stepwise multiple regression using SPSS program. Result: The organizational commitment and job satisfaction was significant positive correlations with flexibility, satisfaction, competence factors and significant negative correlations with empathy factors and centralization factor. The most powerful predictors of Nurses's organizational commitment and job satisfaction was managerial strategy of organizational characteristics. And, satisfaction factors of professional self-concept, affiliative-dominant culture and conservative- dominant culture and innovative-dominant culture were powerful predictor factors. The Other powerful predictors of nurses's job satisfaction were satisfaction factors of professional Self-concept, communication and centralization factor of organizational characteristics, affiliative-dominant culture and conservative-dominant culture, professional image factor of nurse image. Conclusion: This study revealed that important factors for nurses's organizational commitment and job satisfaction. Consequently, the manager should be make effective managerial strategy and encourage that nurse have more satisfy to professional self-concept. And the manager make constant efforts to create an affiliative culture in hospital.

• The Journal of Asian Finance, Economics and Business
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• 제7권7호
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• pp.379-390
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• 2020

This study aims to get empirical evidence about the influence of budgetary participation and understanding of the accounting system on the performance of local government apparatus with organizational commitment as an intervening variable. The population in this study was structural apparatuses in the Regional Apparatus Organization (OPD) of Sleman Regency, Indonesia, which included offices and agencies with a total of 25 OPDs. 125 people were selected as sample by using purposive sampling based on specific criteria. Data were analyzed based on multiple regression and path analysis (Analysis Path) utilizing the SPSS program. The results of this study indicated that budgetary participation had no positive influence on organizational commitment; understanding of the accounting system had a positive effect on organizational commitment; organizational commitment did not have a positive effect on the performance of local government apparatuses; budgetary participation did not impact positively on the local government apparatuses performance; understanding of the accounting system positively effected the performance of local government apparatuses; participation in budgeting did not have a positive effect on the local government apparatuses performance through organizational commitment; while understanding the accounting system had a positive impact on the local government apparatuses performance through organizational commitment.

• 임상간호연구
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• 제26권1호
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• pp.1-9
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• 2020

Purpose: This study was conducted to provide fundamental data on increasing organizational commitment of clinical nurses by verifying the mediation effects of resilience in the correlation between the verbal violence experienced by nurses and their organizational commitment. Methods: Participants were 167 nurses working in 2 university hospitals and 3 general hospitals located in D city Nurse managers were excluded. Data were analyzed using t-test, ANOVA, Pearson's correlation coefficient, and multiple regression analysis based on the three-step mediation effect verification procedures proposed by Baron and Kenny. SPSS 24.0 program was used. The significance of mediation effect was verified by performing the Sobel test. Results: The resilience was confirmed to have a partial mediating effect in the relationship between verbal violence experience and organizational commitment (β=.25, p=.001), and verified by Sobel test (Z=-1.95, p=.026). Conclusion: The results verifiying that verbal violence experience, organizational commitment, and resilience are correlated with each other, and showing that the organizational culture needs to be improved and the hospital environment needs to be changed to decrease verbal violence experiences and increase resilience in order to enhance organizational commitment.

• 한국보육지원학회지
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• 제19권5호
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• pp.21-43
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• 2023

Objective: The purpose of this study is to reduce job stress among child care teachers and enhance the quality of child care by examining the mediating effect of job stress in the relationship between positive psychological capital and the organizational commitment of child care teachers. Methods: The subjects of this study were 560 childcare teachers in Gyeonggi-do, and 465 questionnaires were ultimately analyzed. Descriptive statistics, correlation analysis, multiple regression analysis, and structural equation model were analyzed using SPSS 23.0 and AMOS 23.0. Results: As a result of the study, first, positive psychological capital of childcare teachers showed a positive correlation with organizational commitment. Additionally, both positive psychological capital and organizational commitment showed a negative correlation with job stress. Second, the direct effect of childcare teachers' positive psychological capital affecting organizational commitment was significant, and the direct effect of job stress affecting organizational commitment was also significant. It was found that positive psychological capital of childcare teachers significantly influenced organizational commitment through job stress. Conclusion/Implications: Therefore, providing an educational program to help childcare teachers enhance their positive psychological capital and foster commitment to the organization can significantly contribute to the improvement of childcare quality.

• 한국산학기술학회논문지
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• 제15권8호
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• pp.4981-4986
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• 2014

본 연구는 의료기관에 종사하는 간호사의 직무스트레스, 소진 및 간호조직문화가 이직의도에 미치는 영향을 파악하기 위하여 시도되었다. 연구대상은 2개의 종합병원에서 근무하는 간호사 198명이며, 자료분석은 SPSS/PC 18.0을 이용하여 기술통계, Pearson's correlation, 단계적 다중회귀분석으로 분석하였다. 이직의도는 직무스트레스(r=.59, p<.001) 및 소진(r=.64, p<.001)과 정적 상관관계가 있었으며, 간호조직문화(r= -34, p<.001)와 부적 상관관계가 있었다. 이직의도에 영향을 미치는 요인으로는 직무스트레스의 하부영역 중 직무요구, 직무자율성 결여, 대인관계 갈등과 소진의 하부영역 중 정서적 탈진, 비인격화로 조사되었다. 본 연구의 결과는 간호사들의 의직의도를 감소시키기 위한 프로그램 개발에 근거자료로 활용될 수 있을 것이다.

• 한국직업건강간호학회지
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• 제24권4호
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• pp.302-312
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• 2015

Purpose: This study was conducted to identify the influencing factors of job stress, self-efficacy, and organizational culture to presenteeism in clinical nurses. Methods: A descriptive correlation research design was used for the this study. The subjects were 245 nurses working at the hospital in S, A and C City, from August $1^{st}$ to October $30^{th}$ 2014. Data were analyzed using t-test, ANOVA, $Scheff{\acute{e}}^{\prime}s$ test, stepwise multiple regression by SPSS 21.0 program. Results: Job impairment indicated a significant positive relationship to job stress (p=.009), health problem (p<.001), and indicated significant negative relationship to self-efficacy (p<.001), innovative-oriented (p<.001), affiliative-oriented (p=.002), task-oriented (p=.026) in organizational culture. Significant factors of influencing to presenteeism were self-efficacy (p<.001, ${\beta}=-.363$), culture of task-oriented (p<.001, ${\beta}=-.248$) in organizational culture, and health problem (p=.002, ${\beta}=.187$). Conclusion: Self-efficacy was defined as a variable to influence on presenteeism, and developing of strategies and program to strengthen self-efficacy and task-oriented of organizational culture in nursing is helpful to reduce the presenteeism of clinical nurses.

• 간호행정학회지
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• 제15권1호
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• pp.16-25
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• 2009

Purpose: This study was to identify the factors influencing turnover intention of nurses in small and medium-sized hospitals. Method: The participants in this descriptive survey on causal relations were 192 nurses who were working at small and medium-sized hospitals in Daegu city. The data were collected by self-reporting questionnaires and analysed by the SPSS Win 14.0 program using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficients and stepwise multiple regression. Result: The mean for job characteristics scores were 2.90, the job satisfaction scores were 3.00, the organizational commitment scores were 3.00, job stress scores were 2.42, the turnover intentions scores were 3.08. Turnover intention according to general features were shown as following; age, marital status, clinical career, work schedule type, frequency of night duty. The relationship between turnover intention and job stress had positive correlation. But the relationship between turnover and other factors that job satisfaction, organizational commitment had negative correlation. The causal factors of turnover intention were organizational commitment, job satisfaction, job stress, and job characteristics, frequency of night duty. $R^=.39$. The organizational commitment were the highest significant predictors of turnover intention. Conclusions: The findings of study suggest that broad intention program should be provided to prevent problems of turnover.