This study was conducted to contribute to strategic policy-making for nursing,
based on basic data on predictors of happiness index of university hospital nurses,
which were deducted from the difference and correlation analysis among the impact
fac...
This study was conducted to contribute to strategic policy-making for nursing,
based on basic data on predictors of happiness index of university hospital nurses,
which were deducted from the difference and correlation analysis among the impact
factors : job stress, nursing organizational culture, turnover intention and the
happiness index.
Data were gathered from October 13th to 27th using a structured questionnaire; 300
questionnaires were distributed to randomly selected clinical nurses working for K
university hospital in Seoul and 274 valid questionnaires were returned.
By using SPSS V.21 program, the collected data were analyzed into frequency and
percentage, t-test and ANOVA, DMR(Duncan’s Multiple Range) Test, Pearson’s
Correlation Coefficient, and multiple regression according to the purpose of the
study. General traits nurses have were analyzed by measuring frequency and
percentage. The differences among happiness index, job stress, nursing
organizational culture and turnover intention were analyzed by t-test and ANOVA.
DMR(Duncan’s Multiple Range) Test was chosen as the post-hoc test. Pearson’s
Correlation Coefficient was used to measure the correlation among parameters. A
multiple regression analysis was used to identify the factors that affect happiness
index.
The findings of the study were as follows.
The job stress earned an average of 3.90 points on a scale of 1 through 5, while
nursing organizational culture earned an average of 3.06 points, turnover intention
an average of 3.20 points, and the happiness index an average of 3.40 points.
Statically significant differences were found in the follows: the job stress by age,
marital status, clinical career, annual salary, filial obligation; nursing organizational
culture according to age, marital status, clinical career, w, title, annual salary,
vocational motives; turnover intention in accordance with age, marital status,
academic credential, clinical career, working period in current duty, form of work,
title, vocational motive, filial obligation; the happiness index according to age,
marital status, annual salary, vocational motive, and religious feature.
In analysis of correlation among parameters related to job stress, nursing
organizational culture, turnover intention, and happiness index, job stress showed a
positive correlation with task-oriented culture, a positive correlation with turnover
intention, and a negative correlation with happiness index. Relationship-oriented,
innovation-oriented and hierarchy-oriented culture showed a negative correlation
with turnover intention. Relationship-oriented, innovation-oriented,
hierarchy-oriented, and task-oriented culture showed a positive correlation with
happiness index. Turnover intention showed a negative correlation with happiness
index.
As a result of making a multiple regression analysis to determine the influential
factors for happiness index, turnover intention, relation-oriented culture and
interpersonal relationship stress have explanatory power of 20.2 percent, which is
statically significant.
The above-mentioned findings confirmed that when the interpersonal relationship
stress and turnover intention are lower and nursing organizational culture is more
relation-oriented, nurses’ happiness index becomes higher. That is, the influential
factors for clinical nurse’s happiness index are lower level of interpersonal
relationship stress and turnover intention and more relation-oriented culture.
In order to improve nurses’ happiness index, the institutional support of various
intervention programs for accelerating relation-oriented culture is required. Also, it
should be considered for nurses to develop their potentials with high self-esteem,
which can contribute to the organization and an empowering program for motivation.
This study aims to rethink the necessity of motivation through emotional leadership
effort of nurse managers for fostering relation-oriented, positive organizational
culture by understanding nursing organizational culture in each department.
In summary, nurses’ happiness index has ultimately contact with organizational
culture. If nursing organizational culture is more oriented towards relationship,
nurses facing everyday a stressful context where they work come to have lower
levels of interpersonal stress and turnover intention so that the quality of nursing
as an ultimate goal will be improved by enhancing nurses’ life satisfaction.
본 연구는 대학병원 간호사의 일반적 특성이 직무스트레스, 간호조직문화, 이직의도, 행복지수에 미치는 차이를 규명하고, 각 변수별 상관관계를 분석하고, 대학병원 간호사의 행복지수에 ...
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