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간호사의 직무 스트레스와 이직 간의 관련성

Other Titles
 Relationship between Job Stress and Turnover of Registered Nurses in a University Hospital 
Authors
 이은희  ;  장세진  ;  원종욱  ;  박은정  ;  노재훈  ;  김현옥 
Citation
 Korean Journal of Occupational and Environmental Medicine (대한산업의학회지), Vol.19(2) : 93-104, 2007 
Journal Title
 Korean Journal of Occupational and Environmental Medicine (대한산업의학회지) 
ISSN
 1225-3618 
Issue Date
2007
Abstract
Objectives: This study was performed to investigate the relationship between job stress and the type of turnover of registered nurses in a university hospital. Methods: A total of 553 registered nurses who left the hospital between 1994 and 2005 were surveyed, and aninterview record and self-administered questionnaire completed at the time of the turnover were used to assess the relationship. Job stress was categorized into four sub-scales (factor Ⅰ: insufficient work authority and lack of autonomy, factor Ⅱ: work overload and time urgency, factor Ⅲ: interpersonal conflict and communication problems, and factor Ⅳ: role strain and ambiguity) using factor analysis. The type of turnover was classified into two categories: voluntary and involuntary. SPSS (version 11.0) was used for the statistical analyses. Results: The direct cause of the turnover was getting a new job, and the nurses in the voluntary turnover group were younger and less experienced than those in the involuntary turnover group. The discriminant analysis findings indicated that the determinant factors affecting the type of turnover were marital status, factor Ⅰ (insufficient work authority and lack of autonomy), factor Ⅱ (work overload and time urgency), educational background, and the intention to get a new job. Meanwhile, the voluntary turnover was associated with marital status (single), insufficient work authority and lack of autonomy, high educational background, the intention to get a new job, and low work overload and time urgency. Conclusions: Job stress played a crucial role in the turnover of the registered nurses, and some job stressors such as insufficient work authority and lack of autonomy, work overload and time urgency were more related to the type of turnover. These results confirm the necessity for a management program or job redesign to eliminate or reduce job stressors which lead to turnover such as insufficient work authority, lack of autonomy, work overload and time urgency. Furthermore, greater opportunities need to be provided for developing their careers. Finally, further research is required to elucidate the specific job stressors affecting the turnover of registered nurses.
Full Text
http://www.dbpia.co.kr/Article/990346
Appears in Collections:
1. College of Medicine (의과대학) > Dept. of Occupational and Environmental Medicine (작업환경의학과) > 1. Journal Papers
1. College of Medicine (의과대학) > Dept. of Preventive Medicine and Public Health (예방의학교실) > 1. Journal Papers
Yonsei Authors
Roh, Jae Hoon(노재훈)
Won, Jong Uk(원종욱) ORCID logo https://orcid.org/0000-0002-9200-3297
URI
https://ir.ymlib.yonsei.ac.kr/handle/22282913/97697
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