• 경영과정보연구
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• 제37권3호
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• pp.49-64
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• 2018

본 연구의 목적은 첫째, 조직 내 무례함(Workplace-incivility)을 감소시키는 방안으로 조직 미덕(Virtue), 상사 구성원 관계(Leader Member Exchange)가 조직 내 무례함에 부(-)의 영향을 미치게 될지 실증하는 것이고, 둘째 조직 내 무례함이 정서적 몰입에 어떠한 영향을 미치게 될지 검증하는 것이다. 셋째, 성실성이 조직 내 무례함과 정서적 몰입(Affective commitment)간의 관계에서 조절변수로서 어떠한 영향을 미치게 될지 실증하는 것이 본 연구의 목적이다. 본 연구에서는 실증적 연구를 위해 국내 직장인 234명을 대상으로 설문조사를 한 후 가설을 검증하였다. 본 연구 결과 조직 미덕과 상사-구성원 관계가 조직 내 무례함에 부(-)의 영향을 미쳤고, 조직 내 무례함 역시 정서적 몰입에 부(-)의 영향을 미친다는 것이 밝혀졌다. 또한 조직 내 무례함과 정서적 몰입간의 관계에서 성격 5요인 중 성실성이 낮을수록 조직 내 무례함이 정서적 몰입에 미치는 부(-)의 영향이 더욱더 강화된다는 것을 실증하였다. 따라서 본 연구는 조직 내 무례함과 정서적 몰입 간의 인과관계를 실증적 연구를 통해서 보여주었다는데 이론적 시사점이 있다. 또한 조직 내 무례함과 정서적 몰입간의 관계에서 성실성의 조절효과를 실증적으로 밝혔다는데 연구의 의의가 있을 것이다.

• 디지털융복합연구
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• 제15권6호
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• pp.447-456
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• 2017

이 연구는 유아교사의 직장 내 무례경험이 소진과 이직의도에 미치는 영향에서 자기 효능감이 조절효과를 알아보고자 하였다. 이를 위해 유아교사 565명을 대상으로 INC, BUN, TUR, 그리고 SEF를 측정하였다. 본 연구의 결과는 다음과 같다. 첫째, 직장 내 무례는 소진과 이직의도에 정적으로 유의한 영향을 미치는 것으로 나타났다. 둘째, 직장 내 무례는 자기효능감에 부적으로 유의한 영향을 미치는 것으로 나타났다. 셋째, 자기효능감은 소진과 이직의도와 부적으로 유의한 영향을 미치는 것으로 나타났다. 넷째, 자기효능감은 무례경험과 소진, 그리고 무례경험과 이직의도의 관계를 조절하는 것으로 나타났다. 본 연구는 직장 내 무례가 유아교사의 소진과 이직의도에 영향을 주는 것으로 나타나 소진과 이직을 줄이기 위해 직장 내 무례를 관리하는 방안이 고려되어야 하며, 또한 이들 간의 관계에서 조절효과를 갖는 자기효능감을 증진하기 위해 다양한 교육 및 상담프로그램의 개발과 시행이 필요하다는 것을 시사한다.

• 한국치위생학회지
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• 제17권5호
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• pp.779-789
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• 2017

Objectives: This research is to examine the relationship between dental hygienists' exposure to incivility from doctors, bosses, colleagues, patients, their family and visitors, and their turnover intention. Methods: The research was conducted using Nursing Incivility Scale (NIS) and a survey. The survey was conducted from September 10 to October 20, 2015. 240 dental hygienists were conveniently sampled from Forty dental clinics and offices in Seoul, Incheon, Gyeongi-do, and Chungcheog-do. Results: The dental hygienists' exposure to incivility and turnover intention showed correlation (p<0.01), and its sub-factors, - the incivility from colleagues, doctors, patients and visitors - are also correlated with their turnover intention (p<0.01). The strongest factor affecting dental hygienists' turnover intention was incivility from doctors (${\beta}=0.279$, p<0.001), followed by colleagues (${\beta}=0.168$, p=0.029), patients and visitors (${\beta}=0.148$, p=0.026). The modified explanation ability of this model is 24.9%. Conclusions: Dental hygienists' exposure to incivility in workplace is highly correlated to their turnover intention. A program to educate dental hygienists positive mental attitude, communication skill to deal with incivility, and stress reduction method is therefore required in order to reduce their turnover intention.

• 디지털융복합연구
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• 제14권8호
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• pp.371-381
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• 2016

이 연구는 보육교사의 직장 내 무례, 소진, 그리고 교사 효능감이 직무만족에 미치는 영향을 알아보고자 하였다. 이를 위해 보육교사 371명을 대상으로 WIS, MBI, TES, 그리고 JSS를 측정하였다. 본 연구의 결과는 다음과 같다. 첫째, 무례는 직무만족의 하위 요인 중 보수승진을 제외한 모든 하위 요인과 부적으로 유의한 관계가 있었다. 둘째, 소진은 직무만족의 하위 요인 중 직무환경을 제외한 모든 하위 요인과 부적으로 유의한 관계가 있었다. 셋째, 교사효능감은 직무만족의 하위 요인 중 직무환경을 제외하고 모든 하위 요인과 정적으로 유의한 관계가 있었다. 넷째, 직무만족의 하위 요인에 대한 영향에서 무례가 소진이나 교사효능감보다 직무만족에 더 유의한 영향을 미치는 것으로 나타났다. 이러한 결과는 보육교사의 직무만족의 선행변수로 직장 내 무례와 같은 인간관계변인이 중요하다는 것을 의미한다.

• 한국조리학회지
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• 제23권6호
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• pp.110-117
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• 2017

This study intended to examine transitive relation among customer incivility perceived by deluxe hotel frontline employees, burnout, and deviant workplace behaviors and clarify the moderating effect of employees' stress. A total of 230 employees working in deluxe hotels in Seoul, the capital of Korea, in 2017 comprised the sample in this study. The hypothesized relationships in the model were tested simultaneously by using structural equation modelling (SEM). As results, customer incivility perceived by deluxe hotel frontline employees had significant (p<.001) positive influence on their burnout(${\beta}=.38$, t-value=4.93). Employees' burnout positively influenced their deviant workplace behaviors (${\beta}=.56$, t-value=7.22). In addition, customer incivility was found to positively affect employees' deviant workplace behaviors(${\beta}=.26$, t-value=3.90), and therefore, the moderating role of stress level was not verified. The findings of this study suggested that deluxe hotels are supposed to enhance their frontline service by providing orientation for customers through promotion materials. Limitations and future research directions of this study were also well established and discussed.

• 간호행정학회지
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• 제19권5호
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• pp.555-564
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• 2013

Purpose: The purpose of this study was to examine nurses' experience of workplace incivility from coworkers, supervisors, patients or patients' families, and doctors. The researcher identified the relationships among empowerment, burnout, and organizational commitment of hospital nurses. Methods: The sample included 415 hospital nurses. Data were collected through questionnaires and analyzed using SPSS and AMOS. Results: The average incivility score was 2.94 from doctors and 2.89 from patients or patients' families, higher than from supervisors (1.90) and coworkers (1.87). The variables affecting burnout included direct effect of empowerment (${\beta}$=-.46, p<.001), direct effect of patients or patients' family incivility (${\beta}$=.14, p<.001), direct effect of supervisor incivility (${\beta}$=.12, p<.001), and direct effect of doctor incivility (${\beta}$=.09, p<.001). The variables affecting organizational commitment were direct effect of burnout (${\beta}$=-.58, p<.001), indirect effect of empowerment (${\beta}$=-.23, p<.001), indirect effect of patients or patients' family incivility (${\beta}$=-.12, p<.001), indirect effect of supervisor incivility (${\beta}$=-.10, p<.001), and indirect effect of doctor incivility (${\beta}$=-.09, p<.001). Conclusion: The results indicate that incivility affecting nurses results in a high degree of burnout and a low degree of organizational commitment. Therefore, it is necessary to assess incivility cases and to hold workshops designed to curb incivility and establish healthy workplaces.

• 대한간호학회지
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• 제48권1호
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• pp.85-95
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• 2018

Purpose: This qualitative study aimed to explore the experience of incivility among nursing students. Methods: Sixteen nursing students who had experienced incivility during their clinical placement were invited for one-on-one interviews until the point of theoretical saturation. The grounded theory approach of Corbin and Strauss was adopted to analyze transcribed interview contents. Results: Incivility occurred in the context of a hierarchical organizational culture, due to nursing students' position as outsiders, non-systematic clinical education, and poor nursing work environment. The experience of incivility was identified as "being mistreated as a marginal person," and nursing students responded to this phenomenon in the following three steps: reality shock, passive action, and submissive acceptance. This process caused students to lose self-esteem and undergo role conflict. Furthermore, nursing students' experience of incivility could eventually lead to workplace bullying in nurses. Conclusion: The results of this study suggest that nursing students' experience of incivility can be a process that threatens their identity. It is necessary to develop educational programs and provide appropriate counseling services so that nursing students can actively cope with the incivility. In addition, institutional plans are needed to ensure safe and supportive clinical learning environments.

• 아태비즈니스연구
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• 제13권3호
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• pp.245-259
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• 2022

Purpose - Studies have been continuously carried out by researchers so far to clarify the factors influencing employee's incivility at work. However, the behavior of employees who are the target of incivility not much has been revealed which behavior affects the experience of incivility. Among them, it is interesting that the effect of OCB, a representative of employees' positive behavior in the workplace, on their experienced incivility has not been investigated. Therefore, this study attempted to clarify the relationship between OCB and experienced incivility that previous studies have not yet discovered. Design/methodology/approach - In the process, the concept of profile similarity was introduced and based on this, it was assumed that the OCB profile similarity between individual and colleagues, not the absolute level of OCB, would affect the experienced incivility and demonstrated this. The analysis was conducted by applying the survey data obtained from 205 employees to hierarchical regression analysis. Findings - As a result of the analysis, it was examined that the absolute OCB value used in previous studies did not significantly affect the experienced incivility, but the higher the similarity level, the less experienced incivility. The implications obtained based on this and future research directions are discussed together in the conclusion. Research implications or Originality - This study is the first one that considers OCB's profile similarity as a antecedent of experienced incivility. OCB profile similarity concept was only treated as a theoretical issue even in very early stage of OCB research stream, but this study examines the significant effect of OCB profile similarity. Moreover, behavioral antecedents of experienced incivility has not been identified well, but this study finds out that OCB can be a behavioral antecedent of experienced incivility.

• 성인간호학회지
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• 제28권4호
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• pp.399-414
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• 2016

Purpose: The purpose of this study was to review and identify factors relevant to workplace bullying in nursing. Methods: Twenty-three studies that met the criteria were selected from a sample of twenty-six studies. These articles were retrieved from a central literature databases (N=13,241). The total correlational effect size (ESr) for each related factor was calculated from Fisher's Zr. A funnel plot inspection (similar to scatter plot) with a trim-and-fill method was used to assess the publication bias of the meta-analyzed studies. Results: From the systematic review, fifty-one factors were identified as having an influencing effect. Fourteen factors (five individual and nine organizational factors) were eligible for meta-analysis. The individual factors included, self-esteem (ESr=-.31), psychological capital (ESr=-.26), and marital status (ESr=-.06) which were significantly correlated with workplace bullying. Organizational factors included, organizational tolerance (ESr=.48), supervisor incivility (ESr=.47), job stress (ESr=.46), group morale (ESr=-.36), group support (ESr=-.35), supervisor leadership (ESr=-.35), group identity (ESr=-.33), and structural empowerment (ESr=-.27). These factors were significantly correlated with workplace bullying. There were no publication biases except for both individual and organizational factors. Conclusion: Organizational factors have more of an greater impact than individual factors on workplace bullying. The results of this study support the need for intervention at the organizational level.

• 한국간호교육학회지
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• 제29권4호
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• pp.450-468
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• 2023

Purpose: This study aimed to conduct a qualitative synthesis of workplace bullying experiences among nurses in Republic of Korea. Methods: Following the PRISMA guideline, a literature search was conducted using seven domestic and three international databases. Studies published in Korean or English from inception to December 31, 2022 were included. A meta-aggregation approach suggested by the Joanna Briggs Institute was used to synthesize the research findings. Results: Fourteen studies were included in this review. As a result of a data analysis of the selected studies, 199 subthemes and supporting illustrations were identified and grouped into 36 related categories. Based on the subthemes and categories, five synthesized findings were developed: (1) the individual and organizational causes of workplace bullying; (2) the various types of physical violence and psychological harassment; (3) the negative impact of workplace bullying and its effect on self-growth; (4) active and passive coping efforts in dealing with bullying; and (5) strategies for preventing bullying incidents. Conclusion: Based on the synthesized findings, four recommendations were made: (1) improving the challenging working conditions for nurses; (2) enhancing educational programs for new nursing graduates; and (3) promoting proactive responses from nursing managers in conjunction with an expansion of resilience training for nursing students. Finally, to address the issue of workplace bullying, (4) multi-center and multi-level research involving nursing organizations needs to be conducted.