The purpose of this study was to investigate the professional self-concept, nursing organizational culture, and job satisfaction of nurses in public hospitals and to identify the relationships. This is a descriptive research study conducted to provide... The purpose of this study was to investigate the professional self-concept, nursing organizational culture, and job satisfaction of nurses in public hospitals and to identify the relationships. This is a descriptive research study conducted to provide basic data on efficient human resource management. The subjects were nurses in public hospitals of 38. From August 2016 to November 2016, 175 nurses who participated in clinical education for public health personnel in 2016 agreed to participate in this study. The questionnaire was used as research tool. It was composed of general characteristics of nurses, 27 items of professional self-concept, 25 items of nursing organizational culture, and 20 items of job satisfaction in local hub public hospitals. The data were analyzed by using the SPSS Window version 21.0 program. The variables were analyzed with the percentage, mean and standard deviation, descriptive statistics, frequency analysis, t-test and ANOVA. The post-hoc was analyzed by Sheffe' test. Factors affecting the job satisfaction of subjects were analyzed using multiple regression analysis. The results of this study are as follows. 1. The average age of the subjects was 36.35 years, 98.9% for women and 1.1% for men. 57.7% were married and 41.1% were single. Religion was 24% for Christianity, 28.9% for Buddhism, and 47.4% for non-religious. Career characteristics of nurses were 48% graduated from college and 24% graduated from university. They were composed that general nurses were 78.9%, head nurses were 9.7% and responsible nurses were 8.6%. 41.1% nurses had experiences of changing hospital. In the hospital area, Gyunggi was 20%, followed by Gyeongbuk 13.7% and Chungnam 13.1%. The working division was 27.4% in the medical department and 21.7% in the surgical department. The monthly salary was 31.4% for 2.0-2.5 million won and 30.3% for 2.5-3.0 million won. 2. The average score of the professional self-concept of Regional public hospitals was 2.80(±.26). The professional practice was 2.85(±.27) and satisfaction was 2.66(±.42). The communication was 2.88(±0.34). The average of nursing organizational culture was 2.87(±0.42). It was cohesiveness 2.73(±.57), mutual trust 3.59(±.44), salary 2.19(±.90), promotion 2.43(±.82), change jobs 2.49(±.93), peculiar area 2.81(±.86), and rank sense 2.37(±.58). The average of job satisfaction was 3.02(±.34). It was investigated as salary 2.43(±.78), professional position 3.38(±0.65), nurse-doctor relationship 3.33(±.71), administration 2.82(±.57), autonomy 3.38(±.54), work demands 2.20(±.49), and interaction 3.80(±.53). 3. Professional self-concept according to demographic characteristics showed significant differences as age(F=5.527, р=.005), religion(F=5.746, р=.004), and academic ability(F=3.739, р=.026). Nursing organization culture(F=3.557, р=.031) and Job satisfaction(F=3.112, р=.047) showed significant differences as religion. 4. The relationship of professional self-concept and nursing organizational culture had a correlation positively as r=.468(p<.001). When they have higher professional self-concept, job satisfaction became higher. The relationship of professional self-concept and job satisfaction had a correlation positively as r=.469(p<.001) and the relationship of nursing organizational culture and job satisfaction had a correlation positively as r=.703(p<.001). 5. As result of performing multiple linear regression analysis to investigate the factors that influence job satisfaction. The variance inflation factor(VIF) was less than 10. The problem of multi-collinearity can be excluded. The analysis revealed that the professional self-concept and the nursing organizational culture were statistically significant. When the professional self-concept is high, it can be judged that job satisfaction is high(β=.187, p=.004). It is analyzed that job satisfaction is higher when the nursing organizational culture is high(β=.671, p<.001). However, in terms of the standardization coefficients of two independent variables, the nursing organizational culture had more influence on job satisfaction than the professional self-concept.
본 연구의 목적은 공공병원 간호사의 전문직 자아개념, 간호조직문화, 직무만족을 파악하고 요인간의 관계와 영향력을 확인하여 효율적인 인적자원관리의 기초자료를 제공하기 위해 시행... 본 연구의 목적은 공공병원 간호사의 전문직 자아개념, 간호조직문화, 직무만족을 파악하고 요인간의 관계와 영향력을 확인하여 효율적인 인적자원관리의 기초자료를 제공하기 위해 시행한 서술적 조사연구이다. 연구대상자는 2016년 8월부터 2016년 11월까지 공공보건의료인력 임상교육에 참석한 전국 공공병원(지방의료원 33개소 및 적십자병원 5개소)의 간호사를 대상으로 자료를 수집하였으며 참여자는 총 175명이었다. 연구도구는 연구대상자의 일반적 특성, Arthur(1990)가 개발한 전문직 자아개념도구 PSCNI(Professional self concept of nurses instrument)를 노춘희와 송경애(1997)가 번안한 27문항, 양남영(1999)이 개발하고 이명숙(2003)이 수정․보완한 간호조직문화 25문항, Paula(1978)이 개발하고 박현태(1997)가 수정․보완한 직무만족(Attitude Scale to Measure Occupational Satisfaction of Hospital Nurses) 척도 20문항의 구조화된 설문지를 이용하여 측정하였다. 수집된 자료는 SPSS Window version 21.0 프로그램을 이용하여 각 변수의 실수와 백분율, 평균과 표준편차, 기술통계와 빈도분석, t-test, ANOVA로 분석하였고, 사후검정은 Scheffe’ test로 분석하였으며 연구대상자의 직무만족에 영향을 미치는 요인은 다중회귀분석을 이용하여 분석하였다. 본 연구의 결과는 다음과 같다. 1. 연구대상자의 평균 연령은 36.35세였고, 여성은 98.9%, 남성 1.1%였다. 이 중에서 기혼은 57.7%, 미혼은 41.1%였다. 대상자의 종교는 기독교가 24%, 불교가 18.9%, 무교가 47.4%였다. 학력의 경우 전문대 졸업이 48%, 4년제 대학 졸업은 24% 순으로 나타났고, 간호사의 직위는 일반간호사가 78.9%, 수간호사가 9.7%, 주임 또는 책임간호사가 8.6%였다. 이직경험이 있는 대상자는 41.1%, 이직경험이 없는 대상자는 58.9%였다. 소속병원 지역은 경기가 20%, 다음이 경북 13.7%, 충남 13.1%의 순으로 조사되었다. 근무부서는 내과계병동 27.4%, 외과계병동 21.7%였으며, 월급여는 201∼250만원이 31.4%, 251∼300만원이 30.3%로 조사되었다. 2. 연구대상자의 전문직 자아개념 전체 평균 점수는 2.80점(±.26)로 하위영역인 전문적 실무 2.85점(±.27), 만족감 2.66점(±.41), 의사소통 2.88점(±.34)으로 나타났다. 간호조직문화는 평균 2.87점(±.42)으로 응집력은 2.73점(±.57), 상호신뢰 3.59점(±.44), 서열의식 및 의사결정권한 2.37점(±.58), 보수 2.19점(±.90), 승진 2.43점(±.82), 전직 2.49점(±.93), 고유영역 2.81점(±0.86)으로 나타났다. 직무만족의 경우 평균 3.02점(±.34)으로 보수 2.43점(±.78), 전문적 위치 3.38점(±.65), 간호사-의사관계 3.33점(±.71), 행정 2.82점(±.57), 자율성 3.38점(±.54), 업무요구 2.20점(±.49), 상호작용 3.80점(±.53)으로 나타났다. 3. 연구대상자의 일반적 특성을 통제변수로 하여 변수의 차이를 본 결과 전문직 자아개념은 연령(F=5.527, p=.005), 종교(F=5.746, p=.004), 학력(F=3.739, p=.026)에 따라 차이가 나타났다. 하지만 간호조직문화(F=3.557, р=.031)와 직무만족(F=3.112, р=.047)은 종교에서만 유의한 차이를 보여 일반적 특성을 통제변수로 분석 가능함을 확인할 수 있었다. 4. 연구대상자의 전문직 자아개념과 간호조직문화의 상관정도는 r=.468 (p<.001)으로 정적 상관관계를 보여 전문직 자아개념이 높을수록 간호조직문화 점수도 높아지는 것을 확인하였다. 전문직 자아개념과 직무만족의 경우 상관계수가 r=.469(p<.001)로 나타나 정적상관을 확인할 수 있었고, 간호조직문화와 직무만족의 상관계수는 r=.703(p<.001)로 나타나 높은 상관관계를 갖는 것으로 분석되었다. 5. 연구대상자의 직무만족에 영향을 미치는 요인을 파악하기 위해 다중회귀분석을 실시한 결과, 본 연구의 주요 변수인 전문직 자아개념과 간호조직문화 모두 통계적으로 유의한 영향을 미치는 것으로 분석되었다. 전문직 자아개념이 높을수록 직무만족도가 높아지는 것으로 판단할 수 있었고(β=.187, p=.004), 간호조직문화가 긍정적 일수록 직무만족도 높아지는 것으로 분석되었다(β=.671, p<.001). 다만 두 변수의 표준화 계수를 통해 판단할 때, 간호조직문화가 전문직 자아개념보다 직무만족에 더욱 큰 영향을 미치고 있었다. ，韩语论文网站，韩语论文 |
