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임상간호원의 이직반응에 미치는 제 요인에 관한 연구

Title
 임상간호원의 이직반응에 미치는 제 요인에 관한 연구
Other Titles
 (A) study of factors influencing turnover intention of hospital nurses
Issue Date
1983
Publisher
 연세대학교 대학원
Description
간호학과/석사
Abstract
[한글] 오늘날 간호직은 다양한 역할과 전문직으로서의 성장단계에 있음에도 불구하고 간호원의 이직율이 높음으로 인하여 업무량 증대 및 간호원의 숙련도가 저하되어 간호의 기능이 효율적으로 운영될 수 없음이 문제가 되고 있다. 간호원의 이직 현상은 조직내의 다른 문제가 있음을 나타내는 증상이기 때문에, 조직의 문제를 발견해내고 그 해결은 개인의 기초 위에서 행해져야한다. 따라서 지금까지 간호원의 이직에 관한 연구들은 이직에 미치는 요인을 발견할 수만 있다면 이직을 예방하고 감소시킬 수 있다는 가정위에서 행해진 것이다. 본 연구의 목적은 간호 전문직의 발전과 간호의 질을 개선시키는데 도움이 되고자 간호원의 일반적 특성, 역할스트레스, 간호수행, 직무만족과 이직반응과의 관게를 파악하여 이직에 미치는 요인을 발견하고자 시도하였다. 연구대상은 서울 시내 S 종합병원 일반병동에 근무하는 간호원 144명을 대상으로 하여, 1982년 9월 18일부터 28일 사이에 질문지를 배부하고 수집하였다. 연구도구로는 Rizzo등이 개발한 역할스트레스 측정도구와 Schwirian이 개발한 간호수행평가를 위한 6-D Scale (Six Dimension Scale of Nursing Performance) 도구와 Paula등이 개발한 건강전문직 인력을 위한 직무만족 측정도구와 그리소 연구자가 문헌고찰을 통하여 작성한 이직반응 측정도구를 사용하였다. 수집된 자료는 제 변수 측정에 평균점수, 제 변수와 일반적 특성과의 관계에 ANOVA, 가설검증에 Pearson Correlation, 이직반응과 예측인자 다변수 상관성에 Stepwise Multiple Regression의 통계방법을 사용하여 분석하였다. 본 연구의 결과는 다음과 같다. 1. 선행연구를 근거로 한 가설검증에서는 제1가설, '역할스트레스가 높을수록 이직반응의 정도는 높을 것이다'는 r=.41, P<.01로 채택되었다. 제2가설, '간호수행정도가 높을수록 이직반응의 정도는 낮을 것이다'는 r= -.08, P>.05로 기각되었다. 제3가설, '직무만족도가 높을수록 이직반응의 정도는 낮을 것이다'는 r=-.41, P<.01로 채택되었다. 2. 대상자의 일반적 특성과 제 변수와의 관계에서는 직무만족과 근무년한이 유의한 관게를 보여 (F=3.84, P<,05) 근무년한이 길수록 직무에 만족하고 있음을 나타냈으며, 이직반응은 결혼여부 (F=7.12, p<.01), 최종학력 (F=6.89, p<.01), 직위 (F=3.27, P<.05)에서 유의한 관계를 보여, 미혼인 사람과 3년제 출신인 사람이 병원을 떠나려는 의도가 더 많았으며, 직위에서는 주임간호원의 이직반응이 제일 높게 나타났다. 3. 이직반응과 예측인자간의 다변수 상관성에서는 이직반응과 가장 높은 상관성을 나타낸 역할갈등만으로 이직반응을 20.4% 설명할 수 있었고 (F=36.33, P<.01)여기에 최종학력, 직무만족, 결혼여부를 첨가한 네 변수로 32.44%를 설명할 수 있었다. (F=15.68, P<.01) 이와같이 네 변수를 모두 합해서 이직반응을 32.44% 밖에 설명할 수 없었던 것으로 보아 이외에 다른 요인들이 이직반응에 미치고 있다고 생각되므로 앞으로 계속 연구가 필요하리라고 본다. A Study of Factors Influencing Turnover Intention of Hospital Nurses HUR, HEA KUNG Department of Nursing , The Graduate School of Yonsei University (Directed by Professor Kim, Cho Ja) At the present time, the nursing profession has problems related ot adequately providing nursing care although the nurse assumes many responsibilities and the prefession of nursing has pregreased. Yet inspite of this, adequate nursing care is not always given because of frequent nurse turnover. Because the phenomena of nurse turnover appears to be a symptom of other problems with the nursing organization, we must discover what the problem of the organization are and resolve them on an individual basis. Studies that have been done on nurse turnover have been studied on a basis to help prevention and reduction the high rate of turnover. This study was done for the purpose of analyzing the relationships between turnover intention, role stress, nursing performance, work satisfaction and the characteristics of the subjects. The subjects consisted of 114 nurses who were employed in S General Hospital in Seoul. Data collection was done from September 18th to September 28th , by means of a questionnaire. The instruments used for this study were the Role Stress Scale developed by Rizzo et al., the Nursing Performance Scale developed by Schwirian, the Work Satisfaction Scale developed by Pauls et al., and the Turnover Intention Scale developed by the researcher. The analysis of data was done by use of the Mean, ANOVA, pEARSON Correlation Coeffecient, and Stepwise Multiple Regression Aanlysis. The results of study were as follow : 1. Using the Pearson Correlation Coeffecient to th hypothese, it was found that : 1) The first hypothesis, " the higher the role stress, the higher the turnonver intention", was accepted. (r=.41, P<.01) 2) The second hypothesis, " the higher the level of nursing performance, the lower the turnover intention " was rejected. (r=-.08, P>.05) 3) The third hypothesis, " the higher the level of work satisfaction, the lower the turnover intention " was accepted. (r=-.41, P<.01) 2. Using the ANOVA test, it was found that : The relationships between turnover intention, marital status and education were significant at the .01 level and position was significant at the .05 level. And the relationship between work satisfaction and tenure was significant at the .05 level. 3. Using the Stepwise Multiple Regression analysis, it was found that : 1) 'Role conflict' could account for turnover intention in 20.4% of the sample (F=36.33, P<.01) 2) 'Education' when added to this accounted for 26.52% of turnover intention. (F=25.44, P<.01) 3) 'Work satisfaction' when added to this accounted for 31.55% of turnover intention. (F=21.51, P<.01) 4) 'Marital status' when added to this accounted for 32.44% of turnover intention. (F=16.68, P<.01) This indicated that other factors influence turnover intention, since the combination of variables explained only 32.44% of turnover intention. Therefore further study is needed to investigate the predictors of turnover intention.
[영문] At the present time, the nursing profession has problems related ot adequately providing nursing care although the nurse assumes many responsibilities and the prefession of nursing has pregreased. Yet inspite of this, adequate nursing care is not always given because of frequent nurse turnover. Because the phenomena of nurse turnover appears to be a symptom of other problems with the nursing organization, we must discover what the problem of the organization are and resolve them on an individual basis. Studies that have been done on nurse turnover have been studied on a basis to help prevention and reduction the high rate of turnover. This study was done for the purpose of analyzing the relationships between turnover intention, role stress, nursing performance, work satisfaction and the characteristics of the subjects. The subjects consisted of 114 nurses who were employed in S General Hospital in Seoul. Data collection was done from September 18th to September 28th , by means of a questionnaire. The instruments used for this study were the Role Stress Scale developed by Rizzo et al., the Nursing Performance Scale developed by Schwirian, the Work Satisfaction Scale developed by Pauls et al., and the Turnover Intention Scale developed by the researcher. The analysis of data was done by use of the Mean, ANOVA, pEARSON Correlation Coeffecient, and Stepwise Multiple Regression Aanlysis. The results of study were as follow : 1. Using the Pearson Correlation Coeffecient to th hypothese, it was found that : 1) The first hypothesis, " the higher the role stress, the higher the turnonver intention", was accepted. (r=.41, P<.01) 2) The second hypothesis, " the higher the level of nursing performance, the lower the turnover intention " was rejected. (r=-.08, P>.05) 3) The third hypothesis, " the higher the level of work satisfaction, the lower the turnover intention " was accepted. (r=-.41, P<.01) 2. Using the ANOVA test, it was found that : The relationships between turnover intention, marital status and education were significant at the .01 level and position was significant at the .05 level. And the relationship between work satisfaction and tenure was significant at the .05 level. 3. Using the Stepwise Multiple Regression analysis, it was found that : 1) 'Role conflict' could account for turnover intention in 20.4% of the sample (F=36.33, P<.01) 2) 'Education' when added to this accounted for 26.52% of turnover intention. (F=25.44, P<.01) 3) 'Work satisfaction' when added to this accounted for 31.55% of turnover intention. (F=21.51, P<.01) 4) 'Marital status' when added to this accounted for 32.44% of turnover intention. (F=16.68, P<.01) This indicated that other factors influence turnover intention, since the combination of variables explained only 32.44% of turnover intention. Therefore further study is needed to investigate the predictors of turnover intention.
URI
http://ir.ymlib.yonsei.ac.kr/handle/22282913/117364
Appears in Collections:
2. 학위논문 > 3. College of Nursing (간호대학) > 석사
Yonsei Authors
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