간호사의 근무부서이동과 직무스트레스 및 조직몰입

Other Titles
Job rotation, job stress and organizational commitment of nurse
Authors
이은영
Issue Date
2010-12
Awarded Date
2011
Abstract
The purpose of this study is to investigate job rotation, job stress and organizational commitment of nurse. Data collection was conduced at a K university hospital from september 1st to 31th 2010 and 430 nurses had participated in this study. Job rotation, job stress, organizational commitment of nurses were measured. Data was analyzed using descriptive statistics, paired t-test, ANOVA, Scheffe test, and Pearson correlation by the SPSS program version 15.0. The results of this study were as follows: 1. Nurses who experienced job rotation showed high level of job stress and low level of organizational commitment. Persons who experienced job rotation and a total of working experiences less than 1 year as a nurse showed high level of job commitment. 2. Nurses who had transferred from general units to outpatients clinics showed the highest level of job commitment. Nurses who had unsatisfied by transferring to a new unit showed high level of job stress and low level of job commitment. 3. According to job stress by demographic characteristics, nurses who had graduated level and working at operation room showed significantly high level of job stress and nurses who had a total of working experience less than 1 year as a nurse showed significantly low level of job stress. 4. According to job commitment by demographic statistics, nurses who aged less than 25 and more than 40, a total of working experiences less than 1 year as a nurse, and working at outpatient clinics showed significantly high level of job commitment. 5. There was a significantly negative corelation between nurse attitude right after job rotation and job stress. Also, there was a significantly positive correlation between nurse attitude right after job rotation and job commitment. This study showed that nurses who had experienced job rotation showed high level of job stress and low level of job commitment. Based on the findings of the current study, job rotation in nurses needs to be planned based on an individual aptitude, opinion, specialty and capability in nurse.
본 연구는 간호사의 근무부서이동에 따른 직무스트레스와 조직몰입을 알아보기 위한 서술적 조사 연구이다. 자료 수집은 2010년 9월 1일부터 9월 31일까지 대구광역시 K대학교병원에 근무 중인 간호사 430명을 대상으로 실시하였다. 본 연구의 설문지는 근무부서이동에 대한 태도, 직무스트레스, 조직몰입 측정도구를 이용하였다. 수집된 자료는 SPSS 15.0 프로그램을 이용하여 빈도, 백분율, 평균, 표준편차, t-test, ANOVA, Scheffe test, Pearson correlation으로 분석하였다. 1. 대상자의 근무부서이동 경험이 있는 경우 직무스트레스는 높고 조직 몰입은 낮게 나타났으며, 근무부서이동 경험이 없는 대상자의 총근무경력 1년미만인 대상자의 조직몰입이 높게 나타났다. 2. 일반병동에서 외래로 근무부서이동한 경우 조직몰입이 가장 높게 나타났으며, 근무부서이동 후 불만족하는 경우 직무스트레스는 높고 조직몰입은 낮게 나타났다. 3. 대상자의 일반적 특성에 따른 직무스트레스는 대학원이상의 학력 집단에서 높고 총근무경력 1년미만인 대상자와 수술실에 근무하는 대상자에게서 낮게 나타났다. 4. 대상자의 일반적 특성에 따른 조직몰입은 25세미만과 40세이상에서 높게 나타났으며, 총근무경력 1년이하에서 높았고, 외래 근무자가 높게 나타났다. 5. 근무부서이동태도와 직무스트레스는 음의 상관관계를 보였고, 근무부 서이동태도와 조직몰입은 양의 상관관계를 보였다. 이상의 연구 결과를 봤을 때 근무부서이동이 있었던 대상자에게서 직무스트레스는 높고 조직몰입은 낮다는 것을 알 수 있다. 그러므로 개인의 적성과 능력을 반영할 수 있는 기준이 필요하며, 근무부서이동을 해야 할 경우 당사자의 의견과 전문성을 고려하여 실시되어야겠다.
URI
http://kumel.medlib.dsmc.or.kr/handle/2015.oak/11019
Appears in Collections:
3. 학위논문 > 2. College of Nursing (간호대학) > 석사
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http://dcollection.kmu.ac.kr/jsp/common/DcLoOrgPer.jsp?sItemId=000000009702
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