본 연구는 임상 간호사의 간호근무환경과 직무만족, 재직의도를 살펴보고, 간호근무환경과 직무만족이 재직의도에 미치는 영향을 파악하기 위한 서술적 조사 연구이다. 연구 대상자는 서... 본 연구는 임상 간호사의 간호근무환경과 직무만족, 재직의도를 살펴보고, 간호근무환경과 직무만족이 재직의도에 미치는 영향을 파악하기 위한 서술적 조사 연구이다. 연구 대상자는 서울 소재 I 대학병원에 소속된 간호사로 자료수집 기간은 2015년 9월 11일부터 9월 22일까지이며, 연구에 참여하기로 동의한 대상자가 설문지에 자가 보고하도록 하여, 173부를 최종적으로 분석에 사용하였다. 연구 도구로 간호근무환경은 한국어판 간호근무환경 측정도구(조은희 등., 2011)를, 직무만족은 류선희(2004)가 번안하여 사용한 MSQ(Minnesota Satisfaction Questionnaire)를, 재직의도는 김민정(2006)이 번안하여 사용한 NRI(Nurses’ Retention Index)를 이용하여 측정하였다. 수집된 자료는 SPSS 20.0프로그램을 이용하여 분석하였다. 대상자의 일반적 특성과 간호근무환경, 직무만족, 재직의도는 기술적 통계 방법으로 산출하고, 대상자의 일반적 특성에 따른 재직의도의 차이는 Independent t-test와 One Way ANOVA로 분석하고 Scheffe로 사후검정 하였다. 간호근무환경과 직무만족, 재직의도의 상관관계는 Pearson’s correlation으로 분석하였으며, 일반적 특성과 간호근무환경, 직무만족이 재직의도에 미치는 영향은 Multiple regression으로 분석하였다. 본 연구의 결과를 살펴보면 다음과 같다. 1) 대상자의 간호근무환경 정도는 평균 2.43(±0.34)점이며 5개의 하위영역 중 가장 점수가 높은 부분은 간호관리자의 능력•리더십•간호사에 대한 지지였으며, 가장 점수가 낮은 부분은 충분한 인력과 물질적 자원이었다. 대상자의 직무만족 정도는 평균 3.04(±0.41)점이었다. 2) 대상자의 재직의도 정도는 평균 4.30(±1.00)점이었다. 3) 대상자의 일반적 특성에 따른 재직의도는 연령, 결혼상태, 직위에 따라 유의한 차이를 나타냈다. 4) 재직의도와 관련요인 간 상관관계를 분석한 결과 재직의도는 간호근무환경(r=.426, p<.001) 및 직무만족(r=.466, p<.001)과 정의 상관관계를 나타냈다. 5) 간호근무환경과 직무만족은 정의 상관관계를 나타냈다(r=.704, p<.001). 6) 일반적 특성과 간호근무환경, 직무만족이 재직의도에 미치는 영향을 분석한 결과, 예측요인은 직무만족, 간호근무환경, 교육수준의 3가지 변수로 전체 설명력은(R2)은 27.8%였다. 이 요인들 중 비교적 큰 영향을 미치는 요인은 직무만족이었으며, 이어 간호근무환경과 교육수준의 순으로 나타났다. 3가지 변수 모두 재직의도에 긍정적인 영향을 미쳐 직무만족이 높을수록, 간호근무환경이 좋을수록, 3년제 졸업보다 대학원 이상 졸업의 교육수준일 때 재직의도가 높은 것으로 나타났다. 이상의 연구 결과를 볼 때 직무만족, 간호근무환경, 교육수준은 간호사의 재직의도에 영향을 미치는 주요한 요인임이 확인되었다. 따라서 재직의도를 높이고자 하는 간호 관리자나 병원의 행정가들은 간호사의 직무만족을 향상시키고, 양질의 간호근무환경을 확보하기 위한 노력이 필요할 것이다. 본 연구는 임상 간호사의 간호근무환경, 직무만족, 재직의도에 대한 객관적인 평가와 관계 규명을 통해 효율적인 인적 자원 관리를 위한 기초 자료로 사용될 수 있을 것이다. 주요어 : 간호근무환경, 직무만족, 재직의도
Although there has been a lot of efforts to improve nurse’s retention in acute care hospitals, nursing shortage is still a critical issue. The purpose of the study was to examine nursing practice environment and job satisfaction in relations to inte... Although there has been a lot of efforts to improve nurse’s retention in acute care hospitals, nursing shortage is still a critical issue. The purpose of the study was to examine nursing practice environment and job satisfaction in relations to intent to stay among nurses, and find out the effect of nursing practice environment and job satisfaction on nurses’intent to stay. For this study, data were collected from nurses who work at a University Hospital located in Seoul using the self-ed questionnaire. The nursing practice environment was measured using the Korean version of the practice environment scale of nursing work index(Cho et al., 2011), job satisfaction was measured using Korean version of Minnesota Satisfaction Questionnaire(MSQ; Rye, 2004), and intent to stay was measured using Korean version of Nurses’Retention Index(NRI; Kim, 2006). Prior to data collection from September 11 to September 22, 2015, this study was approved by the Institute of Review Board(IRB) of Kyung Hee University. Final analytical sample was 173 nurses, and all data analyses were performed SPSS 20.0. Descriptive statistics were used to summarize data about general characteristics of participants, nursing practice environment, job satisfaction, and intent to stay. The differences in intent to stay by general characteristics of the participants were analyzed through Independent t-test and One-Way ANOVA, followed by post-hoc analysis with Scheffe’s test. The correlation among nursing practice environment, job satisfaction, intent to stay were analyzed using Pearson’s correlation. Multiple regression was used to examine nursing practice environment and job satisfaction in relation to intent to stay among nurses, controlling for sample characteristics(age, education level, unit type, position, clinical experience in current unit type). The research result is as follows. 1) The score for the nursing practice environment was 2.43(±0.34) on average. The highest scores among the 5 subscales were for nurse managers’ability and leadership, and support for nurses and the lowest score was for staffing and resource adequacy. The score of job satisfaction of the participants was 3.04(±0.41) on average. 2) The level of intent to stay of the participants was 4.30(±1.00) on average. 3) Intent to stay differed significantly according to age, marital status, and position. 4) Intent to stay had a positive correlation with nursing practice environment(r=.426, p<.001) and job satisfaction (r=.466, p<.001); the correlation between nursing practice environment and job satisfaction was found to be significantly positive(r=.704, p<.001). 6) As a result of analyzing the effect of general characteristics, nursing practice environment, and job satisfaction on the intent to stay, significant factors were job satisfaction, nursing practice environment, and education level, and the total explanation power(R2) was 27.8%. Among them, job satisfaction was found to be the strongest factor, followed by nursing practice environment and education level. All 3 factors were positively associated with intent to stay. Higher job satisfaction and better nursing practice environment were associated with higher intent to stay among nurses. Intent to stay was higher in nurses with master or doctoral degrees, compared to those with an associate degree, the intent to stay was higher. In summary, job satisfaction, nursing practice environment, and education level were found to be significant factors that affect intent to stay among nurses. Results of the study indicate that nurse managers or hospital administrators should develop strategies to improve job satisfaction and create better nursing practice environment for nurses. Key words Nursing Practice Environment, Job Satisfaction, Intent to stay ，韩语论文网站，韩语论文 |
