This study apprehended the influence of emotional labor and hardiness of long-term care hospital nurses on job satisfaction to verify the emotional labor and hardiness of nurses and apprehend the influential factors to job satisfaction, and attempted ...
This study apprehended the influence of emotional labor and hardiness of long-term care hospital nurses on job satisfaction to verify the emotional labor and hardiness of nurses and apprehend the influential factors to job satisfaction, and attempted to provided basic data of mediation development to improve job satisfaction.
This study conducted survey targeting 183 nurses who agreed to participate in researches from 11 long-term care hospital located in B city. The data collection period was from January 26 to February 15, 2017. The collected data were analyzed through SPSS WIN 23.0 program using descriptive statistics, t-test, one-way ANOVA, Scheffé test, Pearson's correlation-coefficient, stepwise multiple regression. As for the study tool, the emotional labor was measured with tool developed by Morris and Feldman(1996), translated by Kim Min Ju(1998) and later revised by Song Yoon Kyeong for nurses, hardiness was measured by Dispositional Resilience Scale(DRS-15)developed by Bartone(1995) and translated by Cho Jin Young, and job satisfaction was measured by a tool developed by Slavitt, Stamps, Piedmont and Hasse, translated by Park Seong Ae and Yoon Soon Nyeong(1992), and revised by An Eun Mi(2013) for long-term care hospital.
The specific results are as below.
1) The average age of subjects was 46.3, and group over age 51 was the largest with 37.9%. The married subjects were 84.0% and those with religion were 72.8%. As for the academic level, college graduates were the most common with 50.9%. As for the entire clinical career, those with 10~20 years career were 52.7% and 42.6% worked at current place for over 3 years. 69.2% of subjects were general nurses, and 82.8% received 2-2.5 million won wage.
2) As for the emotional labor of nurses, it was average 2.70(minimum 1~maximum 5), which was lower than average. As for the hardiness, it was average .8(1-4) which was slightly higher than average, and job satisfaction was 3.25(1-5) which was slightly higher than average.
3) As for the emotional labor in accordance with general characteristics, there were significant differences among age(F=.3.59, p=.0,30), academic level(F=4.76, p<.001), position(F=8.40, p<.001), entire clinical career(F=14.16, p<.001), monthly wage(F=26.40, p<.001). As for the hardiness, there were significant difference among age(F=15.73, p<.001), marital status(F=4.81, p<.001), academic level(t=-2.94, p=.004), position(t=-5.31, p<.001), entire clinical career(F=3.15, p=.0.45), current workplace career(F=5.32, p=.006), monthly wage(F=17.76, p<.001), and as for the job satisfaction, there were significant difference among academic level(t=-6.55, p<.001), position(t=-11.14, p<.001), entire clinical career(F=16.00, p<.001), monthly wage(F=39.12, p<.001).
4) As for the analysis to examine the correlation among emotional labor, hardiness and job satisfaction of research subjects, emotional labor and hardiness had significant positive correlation(r=.23, p<.003) and job satisfaction and emotional labor had significant negative correlation(r=-.52, p<.001). It showed significant correlation(r=.53, p<.001) with hardiness, in other words, the lower emotional labor and higher hardiness led to higher job satisfaction.
5) As the result of regression analysis, the significant influential factors of job satisfaction were position, hardiness, entire career and emotional labor. Among them position(β=.29, p<.001) had the highest explanation power with 42.3%, followed by hardiness(β=.42, p<.001), entire career over 20 years상(β=.35, p<.001), emotional labor(β=-.17, p=.006), entire career(10-20 years)(β=.18, p=.007), which occupied 59.8% of explanation power.
Based on the results, it was confirmed that the increase in hardiness and decrease in negative elements of emotional labor will improve job satisfaction. Thus, there is a need to improve perception about hardiness and understanding about emotional labor of long-term care hospital in order to improve job satisfaction.