한국산학기술학회논문지 (Journal of the Korea Academia-Industrial cooperation Society)

  • 제19권12호
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  • Pages.627-635
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  • 2018
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  • 1975-4701(pISSN)
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  • 2288-4688(eISSN)
한국산학기술학회 (The Korea Academia-Industrial cooperation Society)
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임상간호사의 상사신뢰도, 간호업무강도, 조직냉소주의가 조직침묵에 미치는 영향

The Effects of Trust in Supervisor, Work Intensity and Organizational Cynicism on Organizational Silence in Clinical Nurses

  • 김효정 (부산가톨릭대학교 간호학과) ;
  • 조연교 (부산가톨릭대학교 간호학과) ;
  • 이지원 (부산가톨릭대학교 간호학과)
  • Kim, Hyo-Jung (College of Nursing, Catholic University of Busan) ;
  • Jo, Yeon-Gyo (College of Nursing, Catholic University of Busan) ;
  • Lee, Ji-Won (College of Nursing, Catholic University of Busan)
  • 투고 : 2018.09.17
  • 심사 : 2018.12.07
  • 발행 : 2018.12.31
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초록

본 연구는 임상간호사의 조직침묵에 상사신뢰도, 업무강도와 조직냉소주의가 미치는 영향에 대한 서술적 조사연구이다. 자료수집은 2018년 2월부터 3월 까지 B광역시와 U광역시에 소재한 100병상 이상의 6개 병원에 근무하는 임상간호사 134명을 대상으로 실시하였다. 자료분석은 SPSS 25.0 program을 활용하여 임상간호사의 상사신뢰도, 간호업무강도, 조직냉소주의, 조직침묵의 정도는 평균과 표준편차, 일반적 특성에 따른 상사신뢰도, 간호업무강도, 조직냉소주의, 조직침묵의 차이는 t-test와 one-way ANOVA, 사후검증은 $Scheff{\acute{e}}$ test, 상관관계는 Pearson correlation coefficient, 조직침묵에 미치는 영향요인은 단계적 다중회귀분석을 실시하였다. 연구결과의 상관관계에서 조직침묵은 상사신뢰도와 유의한 음의 상관(r=-.32, p<.001), 업무강도와 유의한 양의 상관(r=.18, p=.043)을 나타냈다. 조직침묵에 미치는 영향요인은 상사신뢰도(${\beta}=-.36$, p<.001)가 가장 컸으며, 다음이 현재의 병원 근무기간 중 10년 이상(${\beta}=-.67$, p=.002), 근무형태 중 상근근무(${\beta}=-.79$, p=.022), 3교대 근무(${\beta}=-.64$, p<.001)였고 총 설명력은 26.0%였다(F=11.47, p<.001). 이상의 연구결과에 근거하여 간호조직에서 임상간호사와 상사의 신뢰도 향상안, 다양한 근무형태 등 업무강도의 변화를 통해 조직침묵 개선을 위한 중재가 이루어져야 할 것이다.

This study was conducted to investigate the effects of trust in supervisor, work intensity, and organizational cynicism on organizational silence of clinical nurses. Data were collected from 134 nurses in 6 hospitals in two cities in February 2018. The data were analyzed by t-test, one-way ANOVA, $Scheff{\acute{e}}$ test, Pearson's correlation coefficient, and stepwise multiple regression using SPSS 25.0. There were significant correlations between trust in supervisor, work intensity and organizational silence, r=-.32(p=<.001) and r=.18(p=.043), respectively. The factors that significantly influenced organizational silence were trust in supervisor (${\beta}=-.36$, p<.001), the length of career in current hospital (over 10 years, ${\beta}=-.67$, p=.002), type of work (day only, ${\beta}=-.79$, p<.001; 3-shift, ${\beta}=-.64$, p<.001). In order to reduce clinical nurses' organizational silence, programs should be provided to increase trust in supervisor and to offer changes in work types and work intensity.

키워드

Table 1. General Characteristics

SHGSCZ_2018_v19n12_627_t0001.png 이미지

Table 2. Differences of Trust in Supervisor, Work Intensity, Organizational Cynicism and Organizational silence

SHGSCZ_2018_v19n12_627_t0002.png 이미지

Table 3. Correlation Between Trust in Supervisor, Work Intensity, Organizational Cynicism and Organizational Silence

SHGSCZ_2018_v19n12_627_t0003.png 이미지

Table 4. Factors Influencing Organizational Silence

SHGSCZ_2018_v19n12_627_t0004.png 이미지

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