요양병원 간호사와 간호조무사의 직무만족과 자존감 및 간호업무성과에 관한 연구

심미라,김계하 한국간호과학회 간호행정학회 2010 간호행정학회지 Vol.16 No.4

가족친화 조직지원 및 가족친화 상사지원이 직무소진에 미치는 영향: 번영감의 매개효과, 직업소명의식의 조절효과

심미라,조윤형 대한경영학회 2023 大韓經營學會誌 Vol.36 No.9

본 연구는 일-삶의 균형 차원에서 가족친화 조직지원과 가족친화 상사지원이 직무소진에 미치는 영향을규명하려는 목적에서 수행되었다. 또한 번영감과 직업소명의식을 반영하여 어떠한 과정을 통해 가족친화 조직지원, 상사지원이 직무소진에 영향력이 나타나는지 그리고 어떠한 맥락 하에서 영향력이 강화 또는 완충되는지를살펴보았다. 번영감을 매개변수로, 직업소명의식을 조절변수로 설정하였다. 설문의 대상은 병원이며 간호사와의료기사에게 설문을 실시하여 연구가설을 검증하였다. 동일방법편의 문제를 해결하기 위해 설문은 시차를 두고2회 진행하였으며 1차 설문에서는 가족친화 조직지원과 상사지원, 직업소명의식을 측정하였으며, 2차에서는번영감과 직무소진을 측정하였다. 설문의 최종분석은 1차와 2차 동일한 응답자로 확인된 설문을 활용하였으며불성실응답 5부를 제외한 249부를 활용하였다. 분석결과를 살펴보면 첫째, 가족친화 상사지원은 번영감을 높이고있었다. 가족친화 조직지원의 영향력은 나타나지 않았다. 둘째, 번영감은 직무소진을 낮추고 있었다. 셋째, 번영감은가족친화 상사지원과 직무소진과의 관계를 매개하고 있었다. 반면에 가족친화 조직지원과 직무소진과의 관계는매개하지 못하는 것으로 나타났다. 넷째, 직업소명의식은 번영감과 직무소진과의 관계를 조절하고 있었다. 직업소명의식이 높은 경우 번영감이 직무소진을 낮추는 영향력은 더욱 확대되고 있었다. 마지막으로 조절된매개효과도 살펴보았는데 직업소명의식이 높은 경우 가족친화 상사지원과 직무소진과의 관계에 번영감의매개효과는 더욱 강하게 나타나고 있었다. 본 연구의 결과를 통해 병원의 주요 인력인 간호사, 의료기사의 일-삶의균형을 위하여 가족친화를 위한 상사의 역할이 중요하다는 점을 확인하였다. 이론적 측면에서 자원보존이론을 통해직무소진을 낮추는데 가족친화를 위한 상사의 지원 뿐만 아니라 번영감이 중요하다는 것을 알 수 있었다. 또한실무적 측면에서 간호사 또는 의료기사들의 직무소진을 줄이는 것이 중요하다는 점에서 가족친화를 위한 조직의노력도 의미가 있지만 상사의 노력이 더욱 필요하다는 것을 규명하였다는 점에서 의의를 가지고 있다. Balancing work and life demands has become an established area of research and practice have been carried out on work-life-balance(hereafter WLB) to understand the impact this concept has on individuals (employees) and their capacity to manage work and aspect of their lives. WLB defined ‘the extent to which an individual is equally engaged in-and equally satisfied with-his or her work role and family role. Based on WLB, we drawing the organization and supervisor’s effort to enhancing WLB reflected perceived family-friendly organizational support and family-friendly supervisor support concepts. This study examined the effects of family-friendly organizational support and family-friendly supervisor support on job burnout in hospitals who are nurses and medical technicians. By examining the processes through which family-friendly organizational support and supervisor support influence on job burnout, as well as the process and contexts in which the reinforced or buffered. We used thriving at work(vitality, learning) as a mediator and job calling as a moderator. After literature review, we set the direct, mediate, moderate and moderated mediation of research hypotheses. The survey was conducted in hospitals, and nurses and medical technicians who provide medical services to test the research hypotheses. To solve the problem of the common method bias, the survey was conducted twice with a time difference, and the first survey measured family-friendly organizational support, supervisor support, and job calling, and the second survey measured thriving at work and job burn out. The final analysis of the survey used the same respondents from the first and second surveys, excluding five non-responses, and used 249 questionnaires. The results of the analysis showed that, first, family-friendly supervisor support increased thriving at work. There was no effect of family-friendly organizational support. Second, thriving at work decreased job burnout. Third, thriving at work mediated the relationship between family-friendly supervisor support and job burnout. However, it did not mediate the relationship between family-friendly organizational support and job burnout. Fourth, job calling moderated the relationship between thriving at work and job burnout. The effect of thriving at work on job burnout was magnified if high on job calling. Finally, we examined moderated mediation effect, and found that the mediating effect of thriving at work on the relationship between family-friendly supervisor support and burnout was stronger for those with high on job calling. The results of this study confirm the importance of family-friendly supervisor support for the work-life balance of female nurses and medical technicians, who make up the majority of the hospital workforce. In the theoretical aspect, the resource conservation theory suggests that not only the support of family-friendly supervisors but also thriving at work are important in reducing job burnout. In the practical aspect, it is significant that the efforts of family-friendly supervisors are necessary to reduce job burnout among nurses and medical technicians.

서비스기업 조직구성원들의 심리적 주인의식과 건설적 일탈행동과의 관계: 서비스 자기효능감의 매개효과, 열정의 조절효과

심미라,조윤형 조선대학교 지식경영연구원 2024 기업과 혁신연구 Vol.47 No.2

본 연구는 서비스기업에서 근무하는 조직구성원들을 대상으로 심리적 주인의식이 건설적 일탈행동(조직도전, 대인관계)에 미치는 영향력과 이들 변수와의 관계에서 서비스 자기효능감의 매개효과, 열정(조화, 강박)의 조절효과를 살펴보았다. 문헌연구에 대한 검토를 통해 직접효과, 매개효과, 조절효과, 조절된 매개효과 연구가설을 설정하였으며 설문지를 활용하여 연구가설을 검증하였다. 동일방법편의를 해결하기 위해 1차, 2차로 2차례 설문을 수거하였으며, 동일한 응답자 확인 및 불성실 응답 제거 후 총 229부의 설문으로 분석을 실시하였다. 연구결과는 첫째, 심리적 주인의식은 건설적 일탈행동(조직도전)에 긍정적 영향력이 나타났다. 그러나 건설적 일탈행동(대인관계)에는 영향력이 나타나지 않았다. 둘째, 심리적 주인의식은 서비스 자기효능감에 긍정적인 영향력을 보이고 있었다. 셋째, 서비스 자기효능감은 심리적 주인의식과 건설적 일탈행동(조직도전)과의 관계를 매개하고 있었다. 반면 건설적 일탈행동(대인관계)에서는 매개하지 않았다. 넷째, 조화열정은 서비스 자기효능감과 건설적 일탈행동(조직도전), 건설적 일탈행동(대인관계)와의 관계를 조절하고 있었다. 조화열정이 높은 경우 서비스 자기효능감이 건설적 일탈행동(조직도전, 대인관계)에 미치는 긍정적 영향력은 더욱 높게 나타났다. 다섯째, 심리적 주인의식과 건설적 일탈행동(조직도전)과의 관계에서 서비스 자기효능감의 매개효과는 조화열정으로 조절되고 있었다. 연구결과를 토대로 본 연구의 의의를 살펴보면 이론적 측면에서 심리적 주인의식이 어떠한 경로를 통해 건설적 일탈행동을 이어지는 지를 서비스 자기효능감으로 설명하였다는 점에서 이들 변수간의 관계를 보다 명확히 하였다는 점이다. 또한 열정을 조화, 강박 열정으로 구분하여 각 열정의 정도에 따라 심리적 주인의식, 서비스 자기효능감, 건설적 일탈행동과의 관계가 다르게 나타날 수 있다는 점을 규명하려고 시도하였다는 점에서 의미를 갖는다. 실무적 측면에서의 의의를 살펴보면 서비스기업에서 근무하는 조직구성원들의 건설적 일탈행동의 제고 특히 조직도전 차원에서의 건설적 일탈행동의 향상을 위해서는 심리적 주인의식을 가질 때 가능하다는 것을 확인하였다. 따라서 심리적 주인의식을 가질 수 있도록 관리관행 예를들어 주인의식 고취를 위한 조직문화 훈련의 적용 또는 공정한 평가와 보상 등이 수반될 필요가 있다. 또한 조직구성원들이 자신이 수행하는 서비스업무에 대한 열정의 고취도 필요하며 특히 강박열정이 아닌 조화열정을 갖도록 유도할 수 있어야만 한다는 점에서 의미를 가질 수 있다. This study examined the influence of psychological ownership on constructive deviance behaviors(organizational challenges, interpersonal relationships), the mediating effect of service self-efficacy, and the moderating effect of passion(harmonious, obsessive) in the relationship in service company’s employees. The research hypotheses of direct, mediated, moderated, and moderated mediation effect were established through literature review. Research hypotheses were tested using questionnaires. Two times of questionnaires were collected to overcome common method bias. A total 229 questionnaires were analyzed after identifying the same respondents and removing unreliable ones. The results showed that, first, psychological ownership have positive effect on constructive deviance behavior: organizational challenge. Second, psychological ownership have positive effect on service self-efficacy. Third, service self-efficacy mediated the relationship between psychological ownership and constructive deviance behavior: organizational challenge. Fourth, harmonious passion moderated the relationships between service self-efficacy and constructive deviance behavior: organizational challenge and constructive deviance behavior: interpersonal relationship. The effect of service self-efficacy on constructive deviance behavior(organizational challenge and interpersonal relationship) was stronger when harmonious passion was high. Fifth, the mediating effect of service self-efficacy on the relationship between psychological ownership and constructive deviance behavior: organizational challenge was moderated by harmonious passion. Based on the findings, this study clarifies the psychological ownership leads to constructive deviance behavior through service self-efficacy. Also the relationship between psychological ownership, service self-efficacy, and constructive deviance behavior may be depending on the passion specially harmonious passion. The practical implications, we found that to enhance service company employee’s constructive deviance behaviors, when employees have a sense of psychological ownership. Therefore, management practices to foster psychological ownership, such as the application of organizational culture training to promote ownership, or fair evaluation and compensation, are necessary. In addition, it is also necessary to foster a harmonious passion rather than an obsessive passion.

간호사의 자아존중감, 의사소통능력 및 실존적 안녕이 영적간호역량에 미치는 영향

심미라(Sim, Mira),김진(Kim, Jin),최수경(Choi, Sookyung) 기본간호학회 2017 기본간호학회지 Vol.24 No.4

Purpose: The World Health Organization identifies spiritual care as a component of health and thus nursing care. There is a need to identify how self-esteem, communication and existential well-being affects spiritual care competence in nurses. Methods: The participants were 189 nurses in G metropolitan city. The survey was conducted from March 21 to April 8, 2016, with a self-report questionnaire. Data were analyzed using descriptive statistics, independent t-test, one-way ANOVA, Scheffé test, Pearson correlation coefficient and stepwise multiple regression analysis using SPSS version 21.0. Results: Differences in spiritual care competence were statistically significant according to education level, work department, position, having received spiritual care education, experience of providing spiritual care, experience of asking religionist to provide spiritual care for a patient and recognition of need for spiritual care. The spiritual care competence of nurses showed a significantly positive correlation with self-esteem, communication and existential well-being. Factors influencing spiritual care competence were communication, experience of providing spiritual care and existential well-being which explained about 37.5% of spiritual care competence. Conclusion: It"s necessary for nurses to develop intervention programs to strengthen spiritual care competence through improving communication, providing opportunities for spiritual care and existential well-being.

조직정치 지각이 조직구성원들의 반생산적과업활동에 미치는 영향 : 기업의 사회적 책임활동 정당성 인식의 매개효과, 고용불안정의 조절효과

심미라 ( Mi-Ra Shim ),조윤형 ( Yoon-Hyung Cho ) 한국생산성학회 2021 生産性論集 Vol.35 No.3

Counterproductive work behaviors(CWB) are behaviors by employees intended to harm their organization or organization members, such as theft, sabotage, interpersonal aggression, work slowdowns, wasting time and/or materials, and spreading rumors. This research CWB are conceptualized workplace deviance as voluntary behavior that violates significant organizational norms and in so doing threatens the well-being of an organization, its members, or both(Bennett & Robinson, 2000; Robinson & Bennett, 1995). CWB are consist of types of deviance was whether the deviance was directed or targeted at either the organization(organizational deviance) or at members of the organization (interpersonal deviance) and its associated organizational costs necessitates a specific, systematic, theoretically focused program of study into this behavior. This research investigate to critical antecedents of CWB such as perception of organizational politics(POP). Also perceived corporate social responsibility(CSR) legitimacy mediated between POP and CWB. Finally, we checked job insecurity moderate between POP and CSR legitimacy and verify the moderated mediation effect. POP defined perceived behavior of proves beneficial or harmful to the organization may depend more on how that behavior is perceived rather than reality. The management of influence to obtain ends not sanctioned by the organization or to obtain sanctioned ends through non-sanctioned influence which divided into go along to get ahead and pay/promotion policies. Based on the literature review, we set the direct effect, mediated effect, moderate effect, and moderated mediation effect of hypotheses. To test whole of hypotheses, total of 315 questionnaires are used for analysis. To protect the common method bias, 2^nd times collecting the questionnaires with time lag of three months. The samples are focus on the CSR activities of 15 companies at Gwanju and Choennam area. The results of empirical test conducted process macro(Hayes, 2018) are as follows. First, POP: pay/promotion policies increased both of interpersonal and organizational CWB. Second, POP: pay/promotion policies decreased perceived CSR legitimacy. Third, job insecurity increased both of interpersonal and organizational CWB however decreased perceived CSR legitimacy. Third, perceived CSR legitimacy mediated between POP: pay/promotion policies and both of interpersonal and organizational CWB. Fourth, job insecurity moderate between POP: pay/promotion policies and perceived CSR legitimacy. Finally, conditionally indirect effect reflected moderation of job insecurity and mediation of perceived CSR legitimacy which POP: pay/promotion policies and both of interpersonal and organizational CWB relationship. Based on the result, we found that POP: pay/promotion policies, job insecurity are determinants of both of interpersonal and organizational CWB. It was found that if an employee perceives the work environment to be political, he or she reports greater levels of CWB, and lower levels of CSR legitimacy. So that means organization use political manipulations of performance pay and promotion appraisal systems to reward favored employees, send messages to employees who have fallen out of favor, and to build paper trails justifying expected terminations and should attempt to reduce politics in the work environment, as employees’ perceptions of such activities lead to CWB. Moreover, perceived CSR legitimacy conducted mediating role of those of relationship and moderating role of job insecurity. If high on job insecurity, POP: pay/promotion policies negative impacts on boost up perceived CSR legitimacy. This results show that if company dedicate CSR activities, they must build up the alignment of mission, vision, value for legitimacy and mitigate of political behavior in the organizations. Also organizations have been downsizing for competitive advantage caused employee feelings of unstable and violating psychological contract concerning the nature and continued existence of their jobs. The efforts of diminish job insecurity thus become important undertakings. it may be that organizations might be able to take steps to prevent job insecurity from occurring CSR legitimacy and CWB.

3-Methyl-2,3-dihydro benz [ f ] indole-2,4,9-trione 유도체의 합성에 관한 연구

정현정,황은숙,손희정,심미라,김연경,전은정,김희정 이화여자대학교 약학회 1992 梨花藥學會誌 Vol.- No.31

3-Methyl-2,3-dihydrobens[f] indole-2,4,9-trione derivatives were prepared from 3-chloro-2-(1-methyl-1-diethoxycarbonyl)-methyl-1,4-naphthoquinone. with alhylamines. When 2,3-dichloro-1,4-naphthoquione was reacted with α-methyl-diethylmalonate and sodium amide, 3-chloro-2-(1-methyl-1-diethoxy-carbonyl)-methyl-1,4-naphthoquinone was obtained. 3-Chloro-2-(1-methyl-1-diethoxycarbonyl)-methyl-1,4-naphthoquione was reacted with various alkyl amines to give 3-methyl-2,3-dihydrobenz [f] indole-2,4,9-trione drivatives.

3-Methyl-2,3-dihydro benz [ f ] indole-2,4,9-trione 유도체의 합성에 관한 연구

정현정,황은숙,손희정,심미라,김연경,전은정,김희정 이화여자대학교약학회 1992 梨花藥學硏究 Vol.- No.31

3-Methyl-2,3-dihydrobens[f] indole-2,4,9-trione derivatives were prepared from 3-chloro-2-(1-methyl-1-diethoxycarbonyl)-methyl-1,4-naphthoquinone. with alhylamines. When 2,3-dichloro-1,4-naphthoquione was reacted with α-methyl-diethylmalonate and sodium amide, 3-chloro-2-(1-methyl-1-diethoxy-carbonyl)-methyl-1,4-naphthoquinone was obtained. 3-Chloro-2-(1-methyl-1-diethoxycarbonyl)-methyl-1,4-naphthoquione was reacted with various alkyl amines to give 3-methyl-2,3-dihydrobenz [f] indole-2,4,9-trione drivatives.