• 한국산학기술학회논문지
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• 제19권9호
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• pp.166-173
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• 2018

본 연구는 종합병원에 근무하는 간호사를 대상으로 직장 내 집단약자 괴롭힘, 사회적 지지가 이직의도에 미치는 영향을 확인하는데 목적이 있다. 자료 수집은 충청북도의 종합병원에서 간호사 133명을 대상으로 하였다. 자료는 2016년 11월 1일부터 12월 25일까지 자가 보고식의 구조화된 설문지로 수집하였다. 수집된 자료는 SPSS WIN 20.0을 이용하여 ANOVA, t-test, Pearson' correlation coefficients, multiple regression으로 분석하였다. 연구결과, 간호사의 직장 내 집단약자 괴롭힘은 1.46점(4점 만점), 사회적 지지는 3.55점(5점 만점), 이직의도는 3.30점(5점 만점)이었다. 상관관계에서 이직의도와 직장 내 집단약자 괴롭힘(r=.218, p=.012)은 유의한 양의 상관관계가 있었지만, 이직의도와 사회적 지지(r=-.363, p<.001)는 유의한 음의 상관관계가 있었다. 또한 이직의도에 영향을 미치는 요인은 교육(${\beta}=.-.268$, p<.009), 임상경력(${\beta}=.706$, p<.001), 직장 내 집단약자 괴롭힘(${\beta}=.183$, p<.036)으로 나타났다. 본 연구 결과를 토대로, 간호사의 이직의도를 감소시키기 위해서, 직장 내 집단약자 괴롭힘의 중요성을 인지하고, 직장 내 집단약자 괴롭힘을 감소시킬 수 있는 프로그램을 개발 및 적용할 필요가 있다.

• 한국산학기술학회논문지
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• 제16권5호
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• pp.3257-3267
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• 2015

본 연구는 공공병원 간호사의 직장 내 약자 괴롭힘 및 자아탄력성이 이직의도에 미치는 영향을 파악하여 긍정적인 간호현장을 조성하도록 돕는 기초자료를 제시하고자 시행하였다. 연구의 대상자는 서울시에 위치한 일개 공공병원 간호사를 대상으로 편의표집 한 216명으로 하였다. 조사기간은 2014년 11월 20일부터 12월 3일까지이었고, 배부된 236부 중 216부를 최종 분석하였다. 자료 분석은 SPSS 21.0 for Window 프로그램을 사용하였다. 연구결과, 변수들 간의 상관관계를 보였고, 공공병원 간호사의 이직 의도는 직장 내 약자 괴롭힘과 자아탄력성에 의해 영향을 받는 것이 확인되었으며 그 중에서도 업무관련 괴롭힘이 가장 영향력이 컸다. 따라서 공공병원 간호사의 이직의도를 낮추기 위해서는 직장 내 약자 괴롭힘 예방 및 중재방안을 위한 프로그램을 개발하는 것이 필요하다.

• 간호행정학회지
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• 제19권5호
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• pp.578-588
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• 2013

Purpose: The purpose of this study was to identify the effects of bullying, negative affectivity and burnout in the nurses. Methods: The sample consisted of 389 nurses. Data were analyzed using frequency, percentage, mean, standard deviation, t-test, ANOVA, Scheff$\acute{e}$, Pearson Correlation Analysis and Hierarchical Multiple Regression. Results: The control variables of age, marital status, education level, current position, health status and work unit explained 30.2%(F=28.9, p<.001) of variance in burnout. The control variables, bullying and negative affectivity collectively explained 49.7% of variance in burnout. Conclusion: The results indicate that the demographic factors influencing burnout are age, education level, health status, work unit, while bullying and negative affectivity in the work places are factors that influence burnout. These findings can be utilized to develop strategies to reduce bullying and negative affectivity.

• 성인간호학회지
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• 제26권5호
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• pp.553-562
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• 2014

Purpose: The purpose of this study was to identify factors influencing workplace bullying among Korean hospital nurses. Methods: Subjects in this study included 178 hospital nurses who attended two nationwide nursing educational conferences in 2013. The data was collected using self-report questionnaires which were used to identify the subjects' characteristics, self-esteem, perception of nursing organizational culture, and workplace bullying experience. Results: The results showed that 19.1% of study subjects reported being victims of workplace bullying and mostly experienced person-related and work-related bullying. Multiple regression analysis was done to identify factors affecting workplace bullying. The perception of relation-oriented culture, task-oriented culture and self-esteem turned out to be variables that explained nurses' workplace bullying, and these factors accounted for 32.0% of the variance. Conclusion: The findings suggest that nurses experience more workplace bullying in task-oriented cultures. However, they experience less bullying and report higher self-esteem and awareness in relation-oriented cultures. Interventions focused on the characteristics of the organization need to be developed to prevent workplace bullying in hospital nurses.

• 임상간호연구
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• 제19권2호
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• pp.169-180
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• 2013

Purpose: This study was performed to investigate nurses' experience of bullying in clinical fields. Methods: Participants were 309 nurses working in general hospitals. Data were collected using self- report questionnaires which were evaluated in terms of workplace bullying, burnout, organizational commitment, turnover intention and nursing productivity. Results: Of the participants 17.2% reported being victims of workplace bullying of nurses in general hospital, based on the operational definition of bullying. Coping response to workplace bullying was mainly passive such as enduring, ignoring, and evading. Experience of workplace bullying was positively correlated with burnout and turnover intention and negatively correlated with organizational commitment and productivity. Conclusion: The findings suggest that there is a need for assessment of the reality of workplace bullying of nurses in clinical areas as well carefully reviewing the problem and impact. A supportive system, education programs and improved workplace climate are recommended to reduce workplace bullying in clinical fields.

• 간호행정학회지
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• 제20권4호
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• pp.383-393
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• 2014

Purpose: The purpose of this descriptive study was to identify the impact of workplace bullying and LMX (Leader-Member Exchange) on turnover intention among nurses. Methods: The participants were 364 nurses from the Seoul metropolitan area who were attending a continuing education program. A structured questionnaire was used for data collection and data were analyzed using the SPSS/Window program. Hierarchical multiple regression analysis was performed to verify the effect of variables on turnover intention. Results: Higher workplace bullying was associated with higher turnover intention. Workplace bullying was negatively correlated with leader-member exchange. The most influential factors for turnover intention were LMX (${\beta}=-7.22$, p<.001), work load (${\beta}=2.96$, p=.003), and workplace bullying (${\beta}=2.64$, p=.009). These factors accounted for 28% of the variance in turnover intention. Conclusion: The study results indicate that there is need to develop strategies to prevent workplace bullying and cultivate a good relationship between nursing managers and nurses to lower nurses' turnover intention.

• 한국직업건강간호학회지
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• 제22권4호
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• pp.267-274
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• 2013

Purpose: This study was to assess the prevalence of workplace bullying and the relationship workplace bullying to self-esteem and turnover intention among clinical nurses. Methods: The subjects were 223 clinical nurses at 3 small and medium-sized hospitals in K and B cities. The data were collected from February 1st throughout 28th, 2013. The collected data were analyzed using the SAS program through the frequency, percentage, mean, and Pearson's correlation coefficients. Results: The rate of self-reported bullying in the nursing workplace was 24.6% of respondents. There was a negative correlation between workplace bullying and self-esteem (r=-.39, p<.001). Also there was a positive correlation between workplace bullying and turnover intention (r=.14, p=.031). Conclusion: Prevalence of self-reported bullying is high among small and medium-sized hospitals and is clearly associated with lower levels of self-esteem and higher levels of turnover intention. Therefore, an organizational nursing management program as a monitoring regularly the psychosocial work environment and policies and procedures to prevent and manage workplace bullying is strongly recommended for the promotion of self-esteem and reducing the nurse's intention to leave the organization.

• 임상간호연구
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• 제24권2호
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• pp.178-187
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• 2018

Purpose: The purpose of this study was to explore the relationships among workplace bullying, organizational commitment, and turnover intention of nurses. Methods: A cross-sectional study was conducted. Data were collected using a structured questionnaire from nurses at five public hospitals (N=190). Results: The experience of bullying was 31.29 points (range 16-64) on average: Work-related bullying was the highest, followed by verbal/non verbal bullying and external threats. The consequences of bullying were 30.54 points (range 13-52) on average: The physical/psychological withdrawal was the highest, followed by increasing distrust and the poor quality of patient care. The experiences of bullying had positive correlations with the consequences of bullying (r=.55, p<.001) and the turnover intention (r=.27, p<.001), and had a negative correlation with organizational commitment (r=-.28, p<.001). The consequences of bullying had a positive correlation with the turnover intention (r=.52, p<.001), and had a negative correlation with organizational commitment (r=-.49, p<.001). Organizational commitment showed a negative correlation with the turnover intention (r=.63, p<.001). Conclusion: The findings of this study suggests the needs of a regular monitoring system and organizational management for workplace bullying, which helps nurses to commit to their organization and to be retained in a workplace.