대한간호학회지 (Journal of Korean Academy of Nursing)

한국간호과학회 (Korean Society of Nursing Science)
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병원 최고간호관리자의 이직의도 결정요인: 직무 스트레스, 직무만족, 조직몰입, 사회적 지지를 중심으로

A Model on Turnover Intention of Chief Nurse Officers

  • 박광옥 (국립순천대학교 생명산업과학대학 간호학과) ;
  • 김종경 (단국대학교 간호학과) ;
  • 김세영 (을지대학교 간호대학) ;
  • 장선주 (서울대학교병원)
  • Park, Kwang-Ok (Department of Nursing, Sunchon National University, College of Life Science and Natural Resources) ;
  • Kim, Jong-Kyung (Department of Nursing, Dankook University) ;
  • Kim, Se-Young (College of Nursing, Eulji University) ;
  • Chang, Sun-Ju (Seoul National University Hospital)
  • 투고 : 2011.04.09
  • 심사 : 2012.02.05
  • 발행 : 2012.02.29
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초록

Purpose: The purpose of this study was to test the turnover intention model for chief nurse officers in general hospitals. The variables for the study included job stress, social support, job satisfaction, and organization commitment. Methods: A predictive, non-experimental design was used with a sample of 144 chief nurse officers from 144 general hospitals. Data were collected using self-administered questionnaires and analyzed using SPSS, AMOS program. Results: The overall fitness of the hypothetical model to the data was good (${\chi}^2$=16.80, p=.052, GFI=.96, AGFI=.90, NFI=.97, CFI=.99). Job stress, social support, job satisfaction, and organization commitment explained 59.0% of the variance in turnover intention by chief nurse officers. Both organization commitment and social support directly influenced turnover intention for chief nurse officers, and job stress and job satisfaction indirectly influenced turnover intention. Conclusion: The results imply that chief nurse officers in hospitals need social support and management of job stress to increase job satisfaction and organization commitment, and lower turnover intention.

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참고문헌

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