디지털융복합연구 (Journal of Digital Convergence)

  • 제18권1호
  • /
  • Pages.169-175
  • /
  • 2020
  • /
  • 2713-6434(pISSN)
  • /
  • 2713-6442(eISSN)
한국디지털정책학회 (The Society of Digital Policy and Management)
권호 표지
DOI QR코드

DOI QR Code

간호조직 내 태움과 조직성과에 관한 연구: 조직침묵의 매개효과 분석을 중심으로

Mediating Effects of Organizational Silence between Workplace Bullying and Organizational Performance among Nurses

  • 정종원 (가톨릭대학교 행정학과)
  • Cheong, Jong One (Department of Public Administration, The Catholic University of Korea)
  • 투고 : 2019.10.22
  • 심사 : 2020.01.20
  • 발행 : 2020.01.28
PDF 다운로드
⟨ 이전 논문 다음 논문 ⟩

초록

본 연구는 간호조직 내 태움(직장 내 괴롭힘)이 간호 조직성과의 인과관계와 조직침묵의 매개효과를 검증을 목적으로 한다. 본 연구의 조사대상은 서울에 위치한 A대학병원 273명의 간호사이며, 인과관계 및 매개효과 분석을 위하여 매개회귀분석를 실시하였다. 분석결과 태움은 기본적으로 간호조직성과에 부정적 영향을 주고 있었다. 조직침묵의 매개효과를 고려하였을 때, 체념적 침묵은 완전매개효과를 갖고 있는 것으로 나타나 태움이 직접적으로 조직성과에 부정적 영향을 주지는 않았으나, 체념적 침묵을 통하여 부정적 영향을 주고 있는 것으로 분석되었다. 방어적 침묵의 매개효과는 부분적이었으며, 태움이 직접적인 영향을 주고 있는 것과 동시에 방어적 침묵을 통하여서도 매개하여 부정적 영향을 주고 있는 것으로 나타났다. 태움의 부정적 영향은 간호조직의 성과에 직·간접적으로 영향을 주고 있고, 조직 침묵을 매개하기 때문에, 태움에 대한 제도적 예방을 통한 적극적 간호관리가 이루어져야 할 것이다.

This study is to analyze the relationship between Taeoom(workplace bullying) and organizational performance and to investigate the mediating effects of organizational silence between the relationship among nurses. In order to test the causal and mediating effects, this study employs the mediation analyses with regression. The sample is 273 from A university hospital in Seoul. Based on the results, Taeoom is basically, negatively associated with organizational performance. Acquiescence silence has played a full mediating role in the relationship between Taeoom and organizational performance. That is, Taeoom is not directly associated with organizational performance; however, it has a negative effect on organizational performance through acquiescence silence. Defensive silence plays a partial mediating role in the interdependence relationship. The implications of this study are that the negative effects of Taeoom would increase organizational silence and performance directly and indirectly; therefore, it is necessary to provide institutional prevention of Taeoom.

키워드

참고문헌

  1. https://www.moel.go.kr/policy/policydata/view.do?bbs_seq=20190200639. Ministry of Employment and Labor.
  2. Section 2 of Chapter 6 of the Labor Standard Act.
  3. E. M. Lee & D. Kim. (2018). Moderating effects of Professional Self-concept in Relationship between Workplace Bullying and Nursing Service Quality among Hospital Nurses. Journal of Korean Academy of Nurse Administration, 24(5), 375-386. DOI : 10.11111/jkana.2018.24.5.375
  4. G. Eriguc, O. Ozer, I. S. Turac & C. Songur. (2014). Organizational Silence among Nurses: A Study of Structural Equation Modeling, International Journal of Business. Humanities and Technology, 4(1), 150-162.
  5. C. Woo & M. Lee. (2018). The Effect of Hospital Organizational Culture, Organizational Silence and Job Embeddedness on Turnover Intention of General Hospital Nurses. Journal of Digital Convergence, 16(3), 385-394. DOI : 10.14400/JDC.2018.16.3.385
  6. J. W. Kim & K. H. Kang. (2019). Effects of Organizational Silence and Professionalism on Job Embeddedness amon Nurses in Hospital Management. Journal of Korean Clinical Nursing Research, 25(2), 198-207. DOI :10.22650/JKCNR.2019.25.2.198
  7. S. Shi & S. Chung. (2018). The Effect of Organizational Silence on Organizational Performance: Focusing on the Mediating of Psychological Contract. Journal of Industrial Economics and Business, 31(2), 445-473. DOI: 10.22558/jieb.2018.04.31.2.445
  8. H. Kim, Y. Jo & J. Lee. (2018). The Effects of Trust in Supervisor, Work Intensity and Organizational Cynicism on Organizational Silence in Clinical Nurses. Journal of the Korea Academia-Industrial Cooperation Society, 19(12), 627-635. DOI: 10.5762/KAIS.2018.19.12.627
  9. Y. J. Lee & M. H. Lee. (2014). Development and validity of workplace bullying in nursing-type inventory (WPBN-TI). Journal of Korean Academy of Nursing, 44(2), 209-18. DOI: 10.4040/jkan.2014.44.2.209.
  10. L. Van Dyne, S. Ang & I. C. Botero. (2003). Conceptualizing employee silence and employee voice as multidimensional constructs. Journal of Management Studies, 40, 1359-1392. DOI : 10.1111/1467-6486.00384
  11. H. Kim. (2009). The Relationship of Conflict, Trust, and Organizational Effectiveness. Korean Public Administration Review, 43(1), 97-119. UCI : G704-000298.2009.43.1.015
  12. R. M. Baron & D. A. Kenny. (1986). The Moderator-Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Consideration. Journal of Personality and Social Psychology, 51, 1173-1182. DOI: 10.1037//0022-3514.51.6.1173
  13. Y. S. Seo. (2010). Testing Mediator and Moderator Effects in Counseling Psychology Research: Conceptual Distinction and Statistical Considerations. The Korean Journal of Counseling and Psychotherapy, 22(4), 1147-1168. UCI : G704-000523.2010.22.4.007
  14. A. R. Hong, S. Y. Lee & J. O. Cheong. (2019). An Empirical Study on the Effects of Organizational Politics and Conflicts on Workplace Bullying among Nurses. Journal of Digital Convergence, 17(8), 321-327. DOI:10.14400/JDC.2019.17.8.321
  15. P. E. Spector, M. L.Coulter, H. G.Stockwell & M. W. Matz. (2007). Perceived Violence Vlimate: A New Construct and its Relationship to Workplace Physical Violence and Verbal Aggression, and their Potential Consequences. Work & Stress, 21(2), 117-130. DOI:10.1080/02678370701410007
  16. P. E. Spector, L. Yang & Z. E. Zhou. (2015). A Longitudinal Investigation of the Role of Violence Prevention Climate in Exposure to Workplace Physical Violence and Verbal Abuse. Work & Stress, 29(4), 325-340. DOI:10.1080/02678373.2015.1076537