Resilience, Interpersonal Relationship and Organizational Socialization of New Nurses

Abstract

This research is a cross−sectional study for preparing baseline data of a management plan which can be increasing successful organizational socialization of new nurses. Resilience, interpersonal relationship and organizational socialization in new nurses were investigated and the relationship among them were determined. In addition, the applicability of resilience and interpersonal relation in nursing organization was examined. The research subjects were 121 new nurses at a certain hospital in S city of Gyeonggi province, South Korea. The structure survey was conducted in August, 2016(1/8/2016∼12/8/2016). The research tool of measuring resilience that was adopted was developed by Mimi Park (2015). The interpersonal relationship was measured by a tool of Haesuk Jang (2006) which was modified from a tool of Sunmo Moon (1980) that adapted a tool of Schlein and Guerney(1971). The organizational socialization was measured by a research tool of new nurses developed by Insun Sohn et al. (2008). The collected data were analyzed by IBM SPSS 22.0 Win program using frequency and percentage, mean and standard deviation, independent t - test, One - way ANOVA, Scheffe test and Pearson’s correlation coefficient. The results of this study are shown in the following section 1. The resilience value of research subjects was 3.61±0.29 out of possible score of 5. The value of interpersonal relationship and organizational socialization were 3.57±0.32 and 3.08±0.28 out of possible score of 5, respectively. 2. In the case of general characteristics on research subjects, there were statistical significances in the resilience of arrangement in desired department (t=4.08, p<.001) and choice motive in nursing (F=3.81, p=.025). There was a statistical significance in the interpersonal relationship of arrangement in desired department (t=3.08, p=.003). There were statistical significances in the organizational socialization of age (t=−1.27, p=.025), gender (t=3.18, p=.002), arrangement in desired department(t=2.61, p=.010), choice motive in nursing (F=17.38, p<.001) 3. The correlation of resilience, interpersonal relationship and organizational socialization in research subjects was analyzed. The results of resilience−organizational socialization(r=.447, p<.001), interpersonal relationship−organizational socialization(r=.427, p<.001) and resilience− interpersonal relationship(r=.552, p<001) showed the positive correlation. As a result, the high value of resilience and interpersonal relationship influence the high value of organizational socialization. The results show that the high value of organizational socialization has a close connection with high value of resilience and interpersonal relationship in new nurses. Therefore, preparation of nursing intervention program for promoting the resilience and interpersonal relationship in new nurses will be needed. The active endeavor for increasing organizational socialization and the program development of efficient human resources management will also be needed.

본 연구는 신규간호사의 극복력, 대인관계능력과 조직사회화를 파악하고, 이들 간의 관계를 확인하여 간호조직에서 극복력, 대인관계능력의 활용가능성을 살펴봄으로써 신규간호사의 성공적인 조직사회화를 증진시킬 수 있는 관리 방안의 근거를 모색하고자 시도된 횡단적 조사연구이다. 연구대상자는 경기도 S시 소재 대학병원에 근무하는 신규간호사 121명으로 2016년 8월 1일부터 2016년 8월 12일까지 구조화된 설문지를 통해 실시하였다. 연구도구로 극복력은 박미미(2015)가 개발한 극복력 측정도구를 사용하였고, 대인관계능력은 Schlein과 Guerney(1971)가 개발한 대인관계변화척도(Relationship Change Scale(RCS)를 문선모(1980)가 번안한 것을 기초로 장혜숙(2006)이 수정·보완한 대인관계능력 측정도구를 사용하였으며, 조직사회화는 손인순 등(2008)이 개발한 신규간호사의 조직사회화 측정도구를 사용하였다. 수집된 자료는 IBM SPSS 22.0 Win program을 이용하여 빈도와 백분율, 평균과 표준편차, independent t-test, One-way ANOVA, Scheffe test, Pearson’s Correlation Coefficient 로 분석하였다. 본 연구의 결과는 다음과 같다. 1. 연구대상자의 극복력은 평균 3.61±0.29점(5점 만점)이었으며, 대인관계능력은 평균 3.57±0.32점(5점 만점), 조직사회화는 평균 3.08±0.28점(5점 만점)이었다. 2. 연구대상자의 일반적 특성에 따른 극복력, 대인관계능력과 조직사회화의 차이를 살펴보면 극복력은 희망부서 배치(t=4.08, p<.001), 간호직 선택 동기(F=3.81, p=.025)에 따라 통계적으로 유의한 차이가 나타났으며, 대인관계능력은 희망부서 배치(t=3.08, p=.003)에 따라 유의한 차이가 있었다. 조직사회화는 연령(t=-1.27, p=.025), 성별(t=3.18, p=.002), 희망부서 배치(t=2.61, p=.010), 간호직 선택 동기에 따라 유의한 차이가 나타났다(F=17.38, p<.001). 3. 연구대상자의 극복력, 대인관계능력과 조직사회화 간의 상관관계를 분석한 결과 극복력과 조직사회화(r=.477, p<.001), 대인관계능력과 조직사회화(r=.427, p<.001), 극복력과 대인관계능력(r=.552, p<.001)은 양의 상관관계를 보여 극복력이 높고 대인관계능력이 높을수록 조직사회화가 높은 것으로 나타났다. 이상의 연구결과를 종합해보면 신규간호사의 극복력과 대인관계능력이 높을수록 조직사회화가 높게 나타났다. 따라서 신규간호사의 극복력과 대인관계능력을 증진시키기 위한 교육프로그램을 마련하고 추후 이를 바탕으로 신규간호사의 조직사회화를 향상시키는 적극적인 노력을 기울여 효율적인 인력관리를 위한 프로그램을 개발하는 것이 필요하다.