병원간호사의 감정노동과 자기효능감 및 보상이 조직몰입에 미치는 영향 = The Effect of Hospital Nurses’ Emotional Labor, Self-efficacy and Reward on Organizational Commitment.|RISS 상세보기

다국어 초록 (Multilingual Abstract)

<Abstract>
This research is a descriptive study which examines the effect of hospital nurses’ emotional labor, self-efficacy and reward on organizational commitment and attempts to provide basic data for performance improvement by providing an efficient way to deal with it.
Data was collected from February 1st to 15th in 2016 on 250 nurses who were randomly sampled from those who worked at medical institutions in Cites Y and G in Gyeongsangnam-do. As research tools, an emotional labor tool developed by Morris and Feldman (1996), a self-efficacy tool developed by Sherer and Maddux et al. (1982), a reward tool developed by Kerr (1988) and an organizational commitment tool developed by Mowday et al. (1979) were used. The SPSS Statistics Version 18.0 program was used for the collected data, which was analyzed through frequency and percentage, t-test and ANOVA, Scheffé test, Pearson’s correlation coefficients, and Regression Analysis.
The results of this research could be summarized in the following:
First, when it came to the general characteristics of the participants, most of them were female accounted for 93.2%, the average age was 31.16±7.30, and college graduates accounted for 66.2%, the highest.
In terms of the current department where those nurses worked, others including outpatient ward and emergency room accounted for 38.9%, followed by 29.5% of surgical ward, 23.5% of medical ward and 8.1% of intensive care unit. Years of career at the current hospital were 3.41±3.56 on average. Their total clinical career was 7.17±6.32 on average. Regarding the title, general nurses accounted for more than a majority with 66.2% and 25-35 million Koran won was most common as their yearly average wage, which accounted for 77.4%. With respect to type of working, 3 shifts were most common and accounted for 56.8%. 43.2% of the nurses found their job satisfying while the number of beds they served was most commonly between 300 and 500, which accounted for 51.3%.
Second, the participants' emotional labor, self-efficacy, reward and organizational commitment on average were 3.24±0.57, 3.62±0.45, 4.04±0.68, and 3.12±0.53 respectively.
Third, differences between the general characteristics of the participants and emotional labor were statistically significant depending on years of career at the current hospital(F=10.71, p<.001), the total clinic career(F=2.80, p=.041) and nursing job satisfaction(F=5.92, p=.003). In terms of self-efficacy, marital status(F=-2.05, p=.042), work type(F=4.23, p=.016), nursing job satisfaction(F=17.61, p<.001), and the number of beds they served(F=-2.90, p=.004) showed significant differences. In addition, when it came to reward, age(F=3.66, p=.013), marital status(F=2.54, p=.012), years of career at the current hospital( F=6.06, p=.003), the total clinical career(F=6.12, p<.001), nursing job satisfaction(F=9.36, p<.001), and the number of beds they served(F=-2.90, p=.004) showed significant differences. For organizational commitment, the current department where they worked(F=3.21, p=.024), years of career at the current hospital(F=7.48, p<.001), the total clinic career(F=8.22, p<.001), duty position(F=4.61, p<.001), work type(F=3.33, p=.037), nursing job satisfaction(F=37.91, p<.001) and the number of beds they served(F=-2.12, p=.035) showed significant differences.
Fourth, when it came to correlations between the participants' emotional labor, self-efficacy, reward and organizational commitment, emotional labor and reward(r=-.15, p=.018) and emotional labor and organizational commitment(r=-.27
, p<.001) showed negative correlations while emotional labor and self-efficacy(r=.75, p=.021), self-efficacy and reward(r=.20, p<.001)
, self-efficacy and organizational commitment(r=.32, p<.001) and reward and organizational commitment(r=.49, p<.001) had positive correlations.
Fifth, regression analysis was conducted on general characteristics, emotional labor, self-efficacy and reward in order to identify factors affecting the participants' organizational commitment, and the results found that the explanatory power was 46.5%. Factors significantly affecting organizational commitment were reward(β=.356, p<.001), nursing job satisfaction(β=-.224, p<.001), emotional labor(β=-.161, p=.002), self-efficacy(β=.161, p=.003), the total clinical career(β=-.138, p=.007) and the current department(β=-.123, p=.015). In summary, it was found that the higher emotional labor the lower the organizational commitment while the higher the self-efficacy and reward the higher the organizational commitment.
Therefore it is expected that this research would serve as basic data
to conduct repeated research or develop an effective program about self-efficacy and reward along with organizational commitment. through job training for each year of career with respect to the total clinical career and regular transfer to another department in order to improve nursing job satisfaction.

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국문 초록 (Abstract)

<국문초록>

본 연구는 병원간호사의 감정노동과 자기효능감 및 보상이 조직몰입에 미치는 영향을 파악하고 효율성있는 대처방안을 마련하여 업무향상을 위한 기초자료로 제공하고자 시도한 서술적 조사연구이다.
자료수집은 2016년 2월 1일부터 2016년 2월 15일까지 경상남도 Y시와 G시에 소재한 의료기관에 근무하고 있는 간호사 중 임의표출한 250명을 대상으로 하였다. 연구도구는 Morris와 Feldman (1996)이 개발한 감정노동 도구, Sherer와 Maddux 등(1982)이 개발한 자기효능감 도구, Kerr (1988)가 개발한 보상 도구, Mowday 등(1979)이 개발한 조직몰입 도구를 사용하였다.
수집된 자료는 SPSS statistics version 18.0 program을 이용하여 빈도와 백분율, t-test와 ANOVA, Scheffé test, Pearson’s Correlation Coefficients, Regression Analysis로 분석하였다.
본 연구의 결과를 요약하면 다음과 같다.
첫째, 대상자의 일반적 특성은 여성이 93.2%로 대부분을 차지하였고, 평균 연령은 31.16±7.30세이었으며, 미혼이 57.3%로 과반수를 차지하였다. 교육정도는 3년제 대학졸업(간호전문학사 졸업)이 66.2
%로 가장 높은 비율을 차지하였다.
현 근무부서는 외래 및 응급실을 포함한 기타가 38.9%, 외과병동 29.5%, 내과병동 23.5%, 중환자실 8.1% 순으로 나타났으며, 현 병원 경력은 평균 3.41±3.56년이었고, 총 임상경력은 평균 7.17±6.32년이었다. 직위는 일반간호사가 66.2%로 과반수이상을 차지하였으며, 평균 연봉은 2,500-3,500만원 미만이 77.4%로 가장 높은 비율을 차지하였다. 근무형태는 3교대가 56.8%로 가장 많았으며, 간호직에 대한 만족도는 만족이 43.2%로 가장 높은 비율을 차지하였으며, 병상수는 300병상 이상-500병상 미만에서 근무하고 있는 간호사가 51.3%이었다.
둘째, 대상자의 감정노동, 자기효능감, 보상 및 조직몰입정도는 감정노동 평균 3.24±0.57, 자기효능감 평균 3.62±0.45, 보상 평균 4. 04±0.68, 그리고, 조직몰입 평균 3.12±0.53이었다.
셋째, 대상자의 일반적 특성과 감정노동은 현 병원경력(F=10.71, p<.001), 총 임상경력(F=2.80, p=.041), 간호직 만족도(F=5.92, p=.003)에 따라 유의한 차이가 있었고, 자기효능감은 결혼상태(F=-2.05, p=.042), 근무형태(F=4.23, p=.016), 간호직 만족도(F=17.61, p<.001), 병상수(F=-2.90, p=.004)가 유의한 차이를 보였다. 또한 보상은 연령(F=3.66, p=.013), 결혼상태(F=2.54, p=.012), 현 병원경력(F=6.06, p=.003), 총 임상경력(F=6.12, p<.001), 간호직 만족도(F=9.36, p<.001), 병상수(F=-2.90, p=.004)에서 유의한 차이가 있었다. 조직몰입은 현 근무부서(F=3.21, p=.024), 현 병원경력(F=7.48, p<.001), 총 임상경력(F=8.22, p<.001), 직위(F=4.61, p<.001), 근무형태(F=3.33, p=.037), 간호직 만족도(F=37.91, p<.001), 병상수(F=-2.12, p=.035)에서 유의한 차이를 보였다.
넷째, 대상자의 감정노동, 자기효능감 및 보상과 조직몰입 간의 상관관계는 감정노동과 보상(r=-.15, p=.018), 감정노동과 조직몰입(r=.-27, p<.001)은 부적 상관관계를 보였고, 감정노동과 자기효능감(r=.75, p=.021), 자기효능감과 보상(r=.20, p<.001), 자기효능감과 조직몰입(r=.32, p<.001), 보상과 조직몰입(r=.49, p<.001)은 정적 상관관계가 있었다.
다섯째, 대상자의 조직몰입에 영향을 미치는 요인을 확인하기 위하여 일반적 특성과 감정노동, 자기효능감, 보상정도를 회귀분석을 실시한 결과 설명력은 46.5%이었다. 조직몰입에 유의한 영향을 미치는 요인은 보상(β=.356, p<.001), 간호직 만족도(β=-.224, p<.001), 감정노동(β=-.161, p=.002), 자기효능감(β=.161, p=.003), 총 임상경력(β=-.138, p=.007), 현 근무부서(β=-.123, p=.015)로 나타났다. 결과적으로 감정노동이 높을수록 조직몰입 정도가 낮고, 자기효능감과 보상이 높을수록 조직몰입이 높은 것으로 나타났다.
따라서 본 연구가 간호직 만족도 향상을 위하여 총 임상경력과 관련된 연차별 직무교육, 근무부서의 정기적인 순환 등을 통한 조직몰입과 함께 자기효능감, 보상에 대한 반복적인 연구 및 효과적인 프로그램 개발의 기초자료가 될 수 있기를 기대한다.

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<국문초록> 본 연구는 병원간호사의 감정노동과 자기효능감 및 보상이 조직몰입에 미치는 영향을 파악하고 효율성있는 대처방안을 마련하여 업무향상을 위한 기초자료로 제공하고...