Impact of psychosocial work environment on intention of nurse retention
임상간호사의 심리사회적 업무환경이 재직의도에 미치는 영향
This study is a descriptive survey conducted to identify the impact of nurses' psycho-social work environments on their intention of retention. The participants of this study were 130 nurses at the University Hospital A in S, Gyeonggi Province, and data were collected from July 9, 2018 to August 10. The intention of nurse retention was measured using the Nurses' Retention Index (NRI) developed by Cowin (2002) and the psycho-social work environments was measured using the COPSOQ-K, which was developed by Pejtersen et al (2010) and translated into Korean and tested psychometrics by Jeon et al. (2013). Data was analyzed with the IBM SPSS 23.0 Window program.
<br>The main results of this study are as follows.
<br>1. The average of intention to retention was 4.66 ± 1.53 points.
<br>2. The descriptive statistics of the psychosocial work environment are as follows. Of the domains of the demands of work, the average of quantitative demands was 56.56±18.41, the work pace was 78.82±14.97, and the emotional demands was 63.43 ± 15.33. Of the domains of the work organization and job contents, the average of the influence was 40.13±17.67, the commitment to the workpalce was 44.52±15.66, the predictability was 58.73±12.54, and the meaning of work was 58.88± 14.62. Of the domain of the collaboration and leadership, the average of the predictability was 48.97±16.34, the recognition was 46.56±14.18, the role clarity was 58.68±13.79, the quality of leadership was 42.98±18.37, the social support from supervisors was 50.62±17.29, the social support from colleagues was 60.81±16.51, the social community at work was 64.94±18.72, and the role conflict was 57.90±13.74. Of the domain of the work-individual interphase, the average of the work-family conflict was 69.15±20.58 and the job satisfaction was 44.35±18.66. Of the domain of the value at the workplace domain, the average of the justice was 44.94±14.78, the trust regarding management was 50.26±12.56, and the mutual trust between employees was 60.33±13.74. Of the domain of the health and well-being domain, the average of the self-rated health was 44.21±17.00, the stress was 63.74±18.23, the sleeping troubles was 57.02±21.13, and the burn out was 59.87±17.80. Of the domain of the offensive behaviour, 24 (19.8%) of sexual harassment, 64 (52.9%) of violent threat, 28 (23.1%) of physical violence and 6 (5.0%) of bullying were reported.
<br>3. Among the general characteristics, there was a difference in the intention to retention according to the working department (F=6.20, p=.040)and clinical career (F=3.30, p=.048).
<br>4. All subscales of psychosocial work environment except work pace, influence, justicem and self-rated health were significantly correlated with the intention to retention.
<br>5. Factors influencing intention to retention were commitment to work place(β=.45, p<.001), stress (β=-.24, p=.002), general ward (β=-.17, p=.018), and less than 3 years of clinical career (β=-.14, p=.047). These factors explained 39.3% of intention of nurse retention(F=25.25, p<.001) Based on the results of this study, it is necessary to develop a program to increase organizational commitment and reduce stress in order to improve the intention of retention of the clinical nurse. There is a need for organizational attention to improve the the intention of retention for nurses working in wards with low clinical experience.
본 연구는 간호사의 심리사회적 업무환경이 재직의도에 미치는 영향을 파악하기 위해 수행된 서술적 조사연구이다. 본 연구의 대상자는 경기도 S시 소재의 A대학병원에 근무하는 간호사 130명을 대상으로 하였으며, 2018년 7월 9일부터 8월 10일까지 자료를 수집하였다. 재직의도는 Cowin (2002)이 개발한 Nurses’ Retention Index (NRI)를 김민정(2006)이 번안한 도구, 심리사회적 업무환경은 Pejtersen 등(2010)이 개발한 COPSOQ Ⅱ를 전경자와 최은숙(2013)이 번안한 COPSOQ-K를 사용하여 측정하였다. 자료분석은 IBM SPSS 23.0 Win program으로 빈도와 백분율, 평균과 표준편차, 상관관계와 단계적 회귀분석으로 분석하였다.
<br>본 연구의 주요결과는 다음과 같다.
<br>1. 대상자의 재직의도는 4.66±1.53점이었다.
<br>2. 심리사회적 업무환경의 업무요구 영역의 업무량 56.56±18.41점, 업무 속도 78.82±14.97, 감정적 부담 63.43±15.33점이었다. 일의 조직과 업무내용은 영향력 40.13±17.67점, 조직몰입 44.52±15.66점, 발전가능성 58.73±12.54점, 업무의 의미는 58.88± 14.62점이었다. 협력과 지도력 영역에서 예측가능성 48.97±16.34점, 인정과 보상 46.56±14.18점, 역할 명료성 58.68±13.79점, 리더십의 질 42.98±18.37점, 상사의 지지 50.62±17.29점, 동료의 지지 60.81±16.51점, 공동체성 64.94±18.72점, 역할갈등은 57.90±13.74점이었다. 일-개인 생활 영역에서는 일-가족갈등으로 69.15±20.58점, 업무만족 44.35±18.66점이었다. 회사의 가치 영역은 공정성 44.94±14.78점, 경영진의 신뢰 50.26±12.56점, 동료 간 신뢰 60.33±13.74점이었다. 건강과 안녕 영역에서 주관적 건강상태 44.21±17.00점, 스트레스 63.74±18.23점, 수면장애 57.02±21.13점, 소진 59.87±17.80점 이었다. 공격적 행동 영역에서 성희롱 24명(19.8%), 폭력위협 64명(52.9%), 신체적 폭력 28명(23.1%), 왕따 6명(5.0%)이었다.
<br>3. 일반적 특성 중 재직의도에 영향을 미치는 요인은 근무부서와 임상경력으로 집중치료실 간호사가 병동간호사보다 유의하게 높았다.
<br>4. 업무속도, 영향력, 공정성과 주관적 건강상태를 제외한 모든 심리사회적 업무환경의 하위항목은 재직의도와 유의한 상관관계가 있었다.
<br>5. 재직의도에 영향을 미치는 요인은 조직몰입(β=.45, p<.001)과 스트레스(β=-.24, p=.002), 근무부서가 병동인 경우(β=-.17, p=.018), 임상경력이 3년 이하인 경우(β=-.14, p=.047)였고, 설명력은 39.3%로 나타났다(F=25.25, p<.001).
<br>이상의 연구 결과를 바탕으로 임상 간호사의 재직의도를 향상시키기 위해 조직몰입을 높이고 스트레스를 낮추는 프로그램이 필요할 것이며, 근무부서가 병동인 경우와, 임상 경력이 낮은 간호사들의 재직의도에 관심을 가져야 할 것이다.
Items in DSpace are protected by copyright, with all rights reserved, unless otherwise indicated.
Total Visit :4,151,632
Total Download :1,726,838
Today View :586
Ajou University Medical Information & Media Center 164 Worldcup-ro Yeongtong-gu Suwon 16499 Korea / TEL : 031-219-5312 / FAX : 031-219-5314 Copyright (c) Ajou University Medical Information & Media Center All Rights Reserved. AJOU Open Repository는 국립중앙도서관 OAK 보급사업으로 구축되었습니다.