發音敎育 强化를 통한 英語 듣기 能力 向上 方案 硏究

조관웅 崇實大學校 敎育大學院 2000 국내석사

간호·간병통합서비스병동 간호사와 일반병동 간호사의 이직의도 영향요인 비교연구

조관웅 호남대학교 일반대학원 2017 국내석사

This study is a descriptive research performed on nurses at a comprehensive nursing care ward and nurses at a general ward, with the purpose of providing basic information on building a strategy for a distinguished human resources management by understanding the degree of role conflict, role ambiguity, nursing workload, job satisfaction, and turnover intention, as well as performing a comparative analysis on the influence factors for turnover intention. The subject of this study was a convenience sampling of 360 nurses at a comprehensive nursing care ward and general ward nurses working at 8 general hospitals. Data collection was done through a questionnaire from July 11th to September 22nd of 2017, and data from 337 subjects was used for the final analysis. Among the study tools, role conflict and role ambiguity were measured using the tool suitable for hospital nurses adapted by Hae-Jeong Lee (2002) based on the tool suggested by Rizzo & Litzman (1970); subjective nursing workload was measured using the tool modified by In-Sook Park (2016) from the workload (quantitative workload, working speed, emotional workload) area of COPSOQ-K as adapted by Eun-Sook Choi based on the social psychological working environment measurement tool (Copenhagen Psychosocial Questionnaire, COPSOQ Ⅱ) developed by Pejtersen et al. (2010) and the Denmark National Center for the Industry and Health in Copenhagen; job satisfaction was measured using the tool adapted by Irene Park (2005) based on the Minnesota Satisfaction Questionnaire (MSQ) of Weiss et al. (1967); and turnover intention was measured using the tool modified and supplemented by Mi-Ran Kim (2007) based on the turnover intention measurement tool developed by Mobley(1982). The collected data were analyzed by descriptive statistics, ANCOVA, t-test, One-way ANOVA, Pearson correlation coefficients, and stepwise multiple linear regression using the SPSS/WIN 24.0 program. The result of this study is as follows: First, the nurses at a comprehensive nursing care ward and the nurses at a general ward were a homogeneous group in terms of age, sex, marital status, education, employment type, overall experience as a nurse, work system, and position (p>.05). However, a significant difference was observed in terms of experience in the current ward (χ2=12.18, p=.002). Second, the role ambiguity of nurses at a comprehensive nursing care ward (F=6.28, p=.013) was significantly higher in statistics than nurses at a general ward, and in the overall area of job satisfaction (F=4.99, p=.026) and its subcategory, intrinsic area (F=6.69, p=.010), nurses at a comprehensive nursing care ward were significantly lower in statistics. There was no significant difference in statistics from the role conflict, nursing workload and its subcategory, quantitative workload, working speed, emotional workload, extrinsic area as a subcategory of job satisfaction, and the turnover intention of nurses at a comprehensive nursing care ward and nurses at a general ward (p>.05). Third, the comprehensive nursing care ward nurses had gender (t=-2.20, p=.029), overall experience as a nurse (F=4.88, p=.003), current ward work experience (F=5.80, p=.004). there was a significant difference in turnover intention. In the general ward nurses, age (F=5.98, p=.001), the presence of spouses (t= -2.31, p=.022) overall experience as a nurse (F=5.33, p=.002), nursing delivery system (F=9.63, p<.001), and position (t=2.73, p=.007). Fourth, the turnover intention for the nurses at a comprehensive nursing care ward displayed a significant positive correlation with role conflict (r=.557, p<.001), role ambiguity (r=.296, p<.001), and nursing workload (r=.193, p=.013), and displayed a significant negative correlation with job satisfaction (r=-.440, p<.001). The turnover intention for the nurses at a general ward displayed a significant positive correlation with role conflict (r=.342, p=<.001), role ambiguity (r=.260, p<.001), and nursing workload (r=.288, p<.001), and displayed a significant negative correlation with job satisfaction (r=-.437, p<.001). Fifth, the main prediction factors for the turnover intention for the nurses at a comprehensive nursing care ward occurred in the order of role conflict (β=.42, p<.001), job satisfaction (β= -.24, p=.001), gender (female) (β=.15, p=.016), and overall experience as a nurse (1∼5 years) (β=.14, p=.027), with an explanation rate of 37.3% (F=25.24, p<.001). The main prediction factors for the turnover intention for the nurses at a general ward occurred in the order of job satisfaction (β= -.34, p<.001), nursing delivery system (team nursing) (β=.34, p<.001), role conflict (β=.29, p<.001), and overall experience as a nurse (5∼10 years) (β=.16, p=.009), with an explanation rate of 37.1% (F=26.03, p<.001). In order to reduce the turnover intention both for the nurses at a comprehensive nursing care ward and the nurses at a general ward, it is necessary to introduce and apply a systematic human resource management system to improve the working environment at a hospital as well as a distinguished phased career development, role conflict, and enhanced job satisfaction rate for each ward. In addition, for the comprehensive nursing care ward to successfully settle, nursing areas and work range should be clearly regulated, and a systematic, integrated nursing administration system needs to be established. 본 연구는 간호·간병통합서비스병동 간호사와 일반병동 간호사를 대상으로, 역할갈등, 역할모호성, 간호업무량, 직무만족과 이직의도 정도를 파악하고, 이직의도 영향요인을 비교·분석함으로써, 차별화된 인력관리를 위한 전략수립에 기초자료를 제공하고자 시행된 서술적 조사연구이다. 연구대상은 간호·간병통합서비스병동 사업을 시행하고 있는 병원 중 8개 종합병원에서 근무하고 있는 간호·간병통합서비스병동 간호사와 일반병동 간호사 360명을 편의표집 하였으며, 자료 수집은 구조화된 설문지를 통해 2017년 7월 11일부터 9월 22일까지 이루어졌고, 최종 분석에는 337명의 자료를 사용하였다. 연구도구 중 역할갈등 및 역할모호성은 Rizzo & Litzman (1970)이 제시한 도구를 이해정 등 (2002)이 병원간호사에 적합하도록 번안한 도구를, 간호업무량은 Pejtersen 등(2010)이 개발한 코펜하겐 사회심리적 업무환경 측정도구(Copenhagen Psychosocial Questionnaire, COPSOQ Ⅱ)를 전경자와 최은숙(2013)이 번안하고 박인숙(2016)이 수정한 도구(양적업무량, 업무속도, 감정적 업무량)를, 직무만족은 Weiss 등(1967)의 Minnesota Satisfaction Questionnaire (MSQ)를 박아이린(2005)이 번안한 도구를, 이직의도는 Mobley (1982)가 개발하고 김미란(2007)이 수정·보완한 도구를 사용하여 측정하였다. 수집된 자료는 SPSS/WIN 24.0 프로그램을 이용하여 기술통계, ANCOVA, t-test, One-way ANOVA, Pearson correlation coefficients, stepwise multiple regression로 분석하였다. 본 연구결과는 다음과 같다. 첫째, 간호·간병통합서비스병동 간호사와 일반병동 간호사는 연령, 성별, 배우자 유무, 교육수준, 근무형태, 간호사로서 총 근무경력, 업무체제, 직위 부분에서는 동질한 집단이었다(p>.05). 그러나 현 병동경력에서 유의한 차이(χ2=12.18, p=.002)를 보였다. 둘째, 간호·간병통합서비스병동 간호사의 역할모호성((F=6.28, p=.013)은 일반병동 간호사보다 통계적으로 유의하게 높았으며, 직무만족 전반적 영역(F=4.99, p=.026)과 하위영역인 내재적 영역(F=6.69, p=.010)은 간호·간병통합서비스병동 간호사가 일반병동 간호사 보다 통계적으로 유의하게 낮았다. 간호·간병통합서비스병동 간호사와 일반병동 간호사의 역할갈등, 간호업무량, 간호업무량의 하위영역인 양적업무량, 업무속도, 감정적 업무량, 직무만족의 하위영역인 외재적 영역, 이직의도는 통계적으로 유의한 차이가 없었다(p>.05). 셋째, 대상자의 일반적 특성에 따른 이직의도의 차이는 간호·간병통합서비스병동 간호사의 경우 성별(t=-2.20, p=.029), 간호사로서 총 근무경력(F=4.88, p=.003), 현 병동근무경력(F=5.80, p=.004)에 따라 이직의도에 유의한 차이가 있었다. 일반병동 간호사는 연령(F=5.98, p=.001), 배우자 유무(t=-2.31, p=.022), 근무형태(t=2.37, p=.019), 간호사로서 총 근무경력(F=5.33, p=.002), 업무체제(F=9.63, p<.001), 직위(t=2.73, p=.007)에 따라 이직의도에 유의한 차이가 있었다. 넷째, 간호·간병통합서비스병동 간호사의 이직의도는 역할갈등(r=.557, p<.001), 역할모호성(r=.296, p<.001), 간호업무량(r=.193, p=.013)과 유의한 순 상관관계가 있는 것으로 나타났고, 직무만족(r=-.440, p<.001)과는 유의한 역 상관관계가 있는 것으로 나타났다. 일반병동 간호사의 이직의도는 역할갈등(r=.342, p=<.001), 역할모호성(r=.260, p<.001), 간호업무량(r=.288, p<.001)과 유의한 순 상관관계가 있는 것으로 나타났고, 직무만족(r=-.437, p<.001)과는 유의한 역 상관관계가 있는 것으로 나타났다. 다섯째, 간호·간병통합서비스병동 간호사의 이직의도 주요 예측 요인은 역할갈등(β=.42, p<.001), 직무만족(β= -.24, p=.001), 성별(여성)(β=.15, p=.016), 간호사로서 총 근무경력(1년∼5년 미만)(β=.14, p=.027)의 순으로 나타났으며, 설명력은 37.3%였다(F=25.24, p<.001). 일반병동 간호사 이직의도의 주요 예측 요인은 직무만족(β= -.34, p<.001), 간호업무체제(팀 간호)(β=.34, p<.001), 역할갈등(β=.29, p<.001), 간호사로서 총 근무경력(5년∼10년 미만)(β=.16, p=.009)의 순으로 나타났으며, 설명력은 37.1%였다(F=26.03, p<.001). 간호·간병통합서비스병동 간호사 및 일반병동 간호사의 이직의도 감소를 위해서는 병원 내 근무환경 개선과 병동별로 차별화된 단계별 경력개발, 역할갈등 및 직무만족도 증진을 위한 체계적 인적자원관리 시스템의 도입과 적용이 필요하다고 판단된다. 더불어 간호·간병통합서비스의 성공적 정착을 위해서는 간호영역과 업무 범위를 명확하게 규정하고, 체계적이고 통합적인 간호행정 시스템 구축이 필요하다고 판단된다.