DOI QR코드

DOI QR Code

종합병원 간호사의 재직의도에 영향을 미치는 요인

Factors Influencing the Retention Intention of Nurses in General Hospital Nurses

  • 김유미 (경상대학교 간호대학원) ;
  • 서민정 (경상대학교 간호대학.건강과학연구원 노인건강연구센터)
  • Kim, Yu-Mi (Department of Nursing, Gyeongsang National University) ;
  • Seo, Minjeong (College of Nursing.Gerontological Health Research in Institute of Health Sciences, The Gyeongsang National University)
  • 투고 : 2020.10.05
  • 심사 : 2020.12.20
  • 발행 : 2020.12.28

초록

본 연구의 목적은 종합병원 간호사의 감정노동, 윤리적 풍토, 직무만족 및 재직의도를 파악하고 변수들 간의 관계와 재직의도에 영향을 미치는 요인을 확인하기 위한 서술적 조사연구이다. 연구 대상자는 4개 종합병원에 근무하는 간호사 198명으로, 구조화된 설문지를 이용하여 2019년 9월 18일부터 9월 30일까지 자료를 수집하였다. 수집된 자료는 SPSS WIN 25.0을 이용하여 t-test, ANOVA, Pearson's correlation coefficients, Multiple regression으로 분석하였다. 연구결과 종합병원 간호사의 재직의도는 윤리적 풍토(r=.345, p<.001)와 직무만족(r=.388, p<.001)은 정적 상관관계가 있었고, 감정노동(r=-.153, p=.031)은 부적 상관관계가 있는 것으로 나타났다. 종합병원 간호사의 재직의도에 영향을 미치는 요인은 직무만족(β=.27, p=.001), 연령(β=.27, p<001), 윤리적 풍토(β=.16, p=044)이며, 변수의 설명력은 24.2%이었다. 종합병원 간호사의 재직의도를 높이기 위해서는 직무만족을 높이고 건전한 윤리적 풍토를 만들어야 하며, 연령별로 재직의도를 높일 수 있는 중재 프로그램 개발이 필요하다.

The purpose of this study is a descriptive research study to identify the emotional labor, ethical climate, job satisfaction, and retention intention of nurses in general hospitals, and to identify the relationship between variables and factors influencing the retention intention. The study subjects were 198 nurses working in four general hospitals, and data were collected from September 18 to September 30, 2019 using a structured questionnaire. The collected data were analyzed by t-test, ANOVA, Pearson's correlation coefficients, and multiple regression using SPSS WIN 25.0. As a result of the study, there was a positive correlation between ethical climate(r=.345, p<.001) and job satisfaction(r=.388, p<.001), but emotional labor (r=-.153, p=.031) showed negative correlation. Factors influencing the retention intention of general hospital nurses are job satisfaction(β=.27, p=.001), age(β=.27, p<001), ethical climate(β=.16, p=044), and the explanatory power of the variable was 24.2%. In order to increase the retention intention of general hospital nurses, it is necessary to increase job satisfaction and create a sound ethical climate, and to develop an intervention program that can increase the retention intention by age.

키워드

참고문헌

  1. N. Y. Lee, U. Lee & J. H. Hwang. (2012). Factors Affecting on Hospital Nurse Intention of Retention. Journal of The Korean Data Analysis Society, 14(3), 1479-1491. UCI:G704-000930.2012.14.3.043
  2. P. S. Park & T. W. Lee. (2018). Factors Influencing Korean Nurses Intention to Stay A Systematic Review and Meta-analysis. Korean Academy of Nursing Administration, 24(2), 139-148. DOI:https://doi.org/10.11111/jkana.2018.24.2.139
  3. E. J. Oh & K. S .Jeong. (2019). The Effect of Job Stress, Nursing Organizational Culture and Emotional Exhaustion on Retention Intention among Clinical Nurses. The Korea Contents Society, 19(7), 467-477. DOI:https://doi.org/10.5392/JKCA.2019.19.07.467
  4. Hospital Nursing Society (2018). Survey on the status of hospital nursing staff placement. Lee SS, Nam SJ, Kim YA, Shin SJ, Choi HR, Cheon MH, et al. Survey of working condition of hospital nurse [Internet]. Seoul: Hospital Nurses Association; c2018[cited 2018 Sep30].Available from: https://khna.or.kr/home/pds/utilities.php?bo_table=board1&wr_id=8037&page=2
  5. S. Y. Choi & M. A. Lee. (2018). Effects of Job Embeddedness and Nursing Professionalism on Intent to Stay in Hospital Nurses. Journal of Korean Academy of Nursing Administration, 24(3), 234-244. DOI:https://doi.org/10.11111/jkana.2018.24.3.234
  6. Cowin, L. (2002). The effects of nurses' job satisfaction on retention: An australian perspective. JONA: The Journal of Nursing Administration, 32(5), 283-291. https://doi.org/10.1097/00005110-200205000-00008
  7. S. O. Choi & J. H. Kim. (2013). Relationships among Job Stress, Nursing Performance, and Retention Intention of Clinical Nurses. Korean Society of Public Health Nursing, 27(1), 142-152. : DOI:https://doi.org/10.5932/JKPHN.2013.27.1.142
  8. Nanncarrow, S., Bradbury, J., Pit, S. W., & Ariss, S. (2014). Intention to stay and intention to leave: Are they two sides of the same coin? A cross-sectional structural equation modelling study among health and social care workers. Journal of Occupational Health,, 14-0027-OA.
  9. H. R. Nam & Y. M Cho. (2017). Effects of Empathy Ability, Emotional Intelligence on Emotional Labor in Nurses. The Journal of Korean Nursing Research, 1(1), 37-45.
  10. M. R. Song & K. J. Park. (2011). Emotional Labor Experienced by Ambulatory Care Nurses. Journal of Korean Academy of Nursing Administration, 17(4), 451-461. https://doi.org/10.11111/jkana.2011.17.4.451
  11. S. M. Park, O. I. Park & H. Moon. (2013). The effect of the emotional intelligence on the relationship between emotional labor and turnover intention of the general hospital nurses. Health Soc Welf Rev, 33(3), 540-564. DOI:https://doi.org/10.15709/hswr.2013.33.3.540
  12. Y. H. Yom, H. S. Son. & H. S. Lee. (2017). The Relationship between Physical Discomfort, Burnout, Depression, Social Supports and Emotional Labor of Clinical Nurses in Korea. Journal of Korean Clinical Nursing Research, 23(2), 222-23. DOI:https://doi.org/10.22650/JKCNR.2017.23.2.222
  13. S. Y. Song. (2018). Effect of Emotional Labor and Psychological Empowerment on the Organizational Commitment of the Nurse in the Small-Medium sized Hospital. Unpublished master's thesis, Gachon University Gradeuste School of Nursiong, Gyeonggi.
  14. M. Y. Choi, H. S. So & E. KO. (2019). Influences of Occupational Stress, Ethical Dilemma, and Burnout on Turnover Intention in Hospital Nurses. J Korean Acad Fundam Nurs. 26(1), 42-51. DOI:https://doi.org/10.7739/jkafn.2019.26.1.42
  15. Victor, B., & Cullen, J. B. (1988). The organizational bases of ethical work climates. Administrative science quarterly. , 101-125.
  16. Olson, L. L. (1998). Hospital nurses'perceptions of the ethical climate of their work setting. Image: the Journal of Nursing Scholarship, 30(4), 345-349. https://doi.org/10.1111/j.1547-5069.1998.tb01331.x
  17. Y. J. Jang & Y. J. Oh. (2017). Impact of ethical factors on job satisfaction among Korean nurses. Nursing Ethics, 0(0). DOI:https://doi.org/10.1177/0969733017742959
  18. J. I. Hwang & H. A Park. (2014). Nurses' perception of ethical climate, medical error experience and intent-to-leave. Nursing Ethics, 21(1) 28-42. DOI: http://nej.sagepub.com/content/21/1/28 https://doi.org/10.1177/0969733013486797
  19. N. Y. Goo & O. S. Lee. (2020). Factors Related to Ethical Climate of Nurses in Korea: A Systematic Review. Journal of Health Informatics and Statistics, 45(3), 261-272. DOI : https://doi.org/10.21032/jhis.2020.45.3.261
  20. Locke, E. A. (1976). The nature and causes of job satisfaction. handbook of industrial and organizational psychology. Chicago: RandMc Narlly, 2(5), 360-580.
  21. R. Y. Kang. (2018). Job Satisfaction, Turnover Intention, and Nursing Work Environment in Nurses in Small-Medium Sized Hospitals Categorized by Number of Bed, Unpublished master's thesis, Ewha Woman University, seoul.
  22. Amiresmaili, M., & Moosazadeh, M. (2013). Determining job satisfaction of nurses working in hospitals of Iran: A systematic review and meta-analysis. Iranian Fjournal of Nursing and Midwifery Research , 18(5), 343.
  23. K. J. Lee & S. Y. Yoo. (2011). Relationships between Nurses' Ethical Dilemma, Coping Types, Job Satisfaction and Turnover Intention in Korea. Journal of Korean Clinical Nursing Research. 17(1), 1-15.
  24. Morris, J. A., & Feldman, D. C. (1997). Managing emotions in the workplace. Journal of Managerial Issues, , 257-274..
  25. M. J. Kim. (1998). Effects of the hotel employee's emotional labor upon the job related attitudes. The Tourism Sciences Society of Korea. 21(2), 129-141.
  26. E. S. Jung. (2014). Effects of Clinical Nurses' Job Stress and Emotional Labor on Job Satisfaction. Unpublished master's thesis, Catholic University, Seoul.
  27. Slavitt, D. B., Stamps, P. L., Piedmont, E. B., & Haase, A. M. (1978). Nurses' satisfaction with their work situation. Nursing Research, 27(2), 114-120.
  28. O. H. Koo. (2000). Clinical Nurses Perception of Empowerment Structur al Model in Nursing Organizatio Department of Nursing Unpublishe doctoral thesis, Graduate School Chungnam National University, Taejon.
  29. J. H, Park & J. A. Kim. (2016). Effects of Emotional Labor and Work Environment on Retention Intention in Nurses. Asian J Beauty Cosmetol, 14(4), 437-448. DOI: https://doi.org/10.20402/ajbc.2016.0077
  30. M. Baek & K. S. Jang. (2016). Development and Verification on the Effectiveness of Coaching Program for Nurses. Journal of Health Informatics and Statistics, 41(1), 57-66. DOI: http://dx.doi.org/10.21032/jhis.2016.41.1.57
  31. I. S. Kang & W. G. Kim. (2019). The Effects of Ethical Climate and Ethical Sensitivity on Organizational Effectiveness of Small and Middle-sized Hospital Nurses. The Korea Contents Society, 19(1), 24-36. http://www.dbpia.co.kr/journal/articleDetail?nodeId=NODE07610705
  32. M. H. Lee & J. K. Kim. (2013). A Comparative Study on Nursing Practice Environment, Professionalism, and Job Satisfaction according to Hospital Size. J Korean Acad Nurs Adm. 19(4), 470-479. DOI:http://dx.doi.org/10.11111/jkana.2013.19.4.470
  33. Y. S. Choi. (2014). Nursing professionalism, job satisfaction and turnover intention of nurses in small and medium-sized hospitals-focused on. Journal of the Korea Academia-Industrial Cooperation Society, 15(5), 2695-2702. DOI:http://dx.doi.org/10.5762/KAIS.2014.15.5.2695
  34. I. J. Jung & Y. M. Kim. (2016). A Comparison of Empowerment, Job Satisfaction Organization Commitment between Advanced Practice Nurses and Registered Nurses of Hospitals. The journal of the Korea Contents Association, 16(3), 354-365. DOI:https://doi.org/10.5392/JKCA.2016.16.03.354
  35. S. W. Byun & Y. O. Ha. (2019). Factors Influencing Nurses' Intention to Stay in General Hospitals. Korean Journal of Occupational Health Nursing, 28(2), 104-113. DOI:https://doi.org/10.5807/kjohn.2019.28.2.104
  36. H. S. Kim. (2017). Impact of Moral Sensitivity, Ethical Climate and Moral Distress on Turnover Intention among Hemodialysis Nurses. Unpublished master's thesis, Graduate School of Sciences Hallym University, Gangwon.
  37. Numminen, Olivia, Leino-Kilpi, Helena, Isoaho, Hannu, & Meretoja, Riitta. (2015). Ethical climate and nurse competence-newly graduated nurses' perceptions. Nursing Ethics, 22(8), 845859.
  38. M. H. Park & S. H. Cho. (2019). Relationships among Grit, Job Satisfaction, and the Intention to Stay of Clinical Nurses in Korea. Journal of Korean Clinical Nursing Research, 5(3), 285-293. DOI:https://doi.org/10.22650/JKCNR.2019.25.3.285
  39. M. K. Jeon & S. J. Han. (2019). The Effect of Nurses' Perceived Working Environment, Job Satisfaction, and Social Support on Intent to Stay. The Journal of the Korea Contents Association, 19(5), 532-541. DOI:https://doi.org/10.5392/JKCA.2019.19.05.532
  40. Measures to improve working environment and treatment of nurses https://www.mohw.go.kr/react/al/sal0301vw.jsp?PAR_MENU_ID=04&MENU_ID=0403&CONT_SEQ=34422
  41. Y. O. Suh & K. W. Lee. (2013). Lived Experiences of New Graduate Nurses. Journal of Korean Academy of Nursing Administration, 19(2), 227-238. DOI:http://dx.doi.org/10.11111/jkana.2013.19.2.227