1 .수술실간호사와 병실간호사의 역할갈등은 유의한 차이가 없었으며, 역할모호성이 수술실간호사가 병실간호사보다 더 높은 것으로 나타났다( t=-2.06, p<.05).
역할모호성의 하위영역에서 역할행동지침에 대한 불명료로 인해 일어나는 역할모호성에서 두 군간에 유의한 차이를 보여(t=-3.5, p<.001) 수술실간호사가 병실간호사보다 더 많은 역할모호성을 경험하고 있었다.
2 .대상자의 역할갈등의 각 영역에 대한 조사에서는 수술실간호사, 병실간호사, 모두 역할기대자내 갈등이 제일 높았으며, 조직구조적 갈등 영역이 제일 낮게 나타났다.
역할모호성의 각 영역에 대한 조사에서는 수술실간호사, 병실간호사 모두 역할행동 결과에 대한 평가부족으로 역할모호성을 더 많이 경험하는 것으로 나타났다.
3. 역할갈등과 역할모호성과의 상관관계는 개인역할 갈등과 조직구조적 갈등이 역할모호성과 통계적으로 유의한 긍정적 상관관계를 보였으며, 역할간갈등과 역할모호성과는 약한 긍정적 상관관계를 나타내었다.
4. 역할갈등과 역할모호성의 문항별 분석에서는 두군 모두 업무량과다로 인한 역할갈등이 높았으며, 자신이 가지고 있는 권한에 대한 확신부족으로 인한 역할모호성을 가장 많이 경험하고 있었다.
본 연구결과를 종합해서 다음과 같은 제언을 하고자 한다.
1. 역할갈등과 역할모호성이 직업만족도, 이직에 얼마나 영향을 미치는가를 규명하는
추후연구가 요구된다.
2. 다른 전문직 집단과의 비교를 통해 간호사의 갈등요인의 특수성을 규명한다.
3. 역할갈등과 역할모호성의 해결방법을 연구할 것을 제언한다.
[영문]
This study was done to compare role conflict and role ambiguity in nurses in operating rooms and on surgical wards.
The subjects for this study were 59 nurses from operating rooms & surgical wards in two general hospital in Seoul Korea.
The data were collected during the period from April 28 to Hay 20, 1990.
The instrument used for this study was a questionnare based on the role conflict and ambiguity scale developed by Rizzo, House and Lirtzman(197O).
The reliability of the role conflict and role ambiguity stale was tested using cronbach's α. The store for role conflict was α =.7933 and for role ambiguity was α=.7246.
The collected data were analysed using the SPSS program with percentages, meana, standard deviation, t-test and Pearson Correlation Coefficient.
The reguLts of this study are summarized as follow :
1. No significant difference was found in the degree of role conflict between the operating room nurses, a significant difference was found in the degree of role ambiguity between operating room and ward nurses (t=-2.06, P<.05).
2. The highest mean score for the total subjects for role conflict was for intra sender role conflict and the lowest was for organizational role conflict.
On the role ambiguity scale, of the two subsections, predictability of the outcomes of one's behaviors showed the higher mean score for the total group.
3. Using the Pearson Correlation Coefficient, role conflict and ambiguity showed a statistically significant correlation with the person role conflict and organizational role conflict. Inter role conflict & role ambiguity showed a weak positive correlation.
4. The result of the item analysis of role conflict showed that the item with the highest score for the two groups was "I have just the right amount of work to do".
The result of the item analysis of role ambiguity showed that the item with the hightest scone for the two groups was "I feel certain about how much authority I have".