간호사의 직무특성요인이 직무만족도에 미치는 영향 연구

다국어 초록 (Multilingual Abstract)

Nurses accounts for 45.7% of whole hospital personnel and
50~70% of hospital budget. At the same time, they play a pivotal
role in providing direct and quality medical services at the closest
position to patients. Therefore, securing and maintaining such human
resources are very important for efficient hospital management and
provision of fine nursing service. The service quality depends on
their job satisfaction which enables them to work efficiently and
positively. In order to achieve hospital goals, they take
responsibilities for complex and various tasks in the constantly
fluctuant medical environment with severe competitions among
hospitals and requests on fine service. Nevertheless, stressful works
and conflicts are triggering low job satisfaction. Given the fact, data
collected from nurses who are struggling in hospital were
interpreted to find out job characteristics of nurses by considering
seriousness of job dissatisfaction as well as correlation between
job satisfaction and factors was analyzed in order to seek a
measure to improve job satisfaction and efficient personnel
management. This study could be utilized as base data to boost job
satisfaction of the nurses and to provide quality medical service to
patients
This study surveyed of 250 nurse practitioners working at C University Hospital located in Seocho-gu in Seoul through
bibliographic search and theoretical discussion on job characteristics
factors and job satisfaction. The job characteristics factors were
measured with JDS(Job Diagnostic Survey) developed by Hackman
and Oldham(1975) with the help of questionnaires as a research
tool. Also, the job satisfaction was measured with AJDI(Abridged
Job Description Index) developed by Stanton and JDI(Job
Description Index) invented by Smith, Kendall and Hulin. The data
had been collected through 248 questionnaires sheets out of 250
from Apr. 18th 2011 to 26th, 9 days in total and its frequency
analysis, technical statistical analysis, T-test, ANOVA and multiple
regression analysis were conducted through The SAS System for
Windows V 9.1.
Summary of the results are as follows.
First, the nurses' recognition level of job characteristics factors
showed differences by each sub-factors. Still, technique diversity,
job challenge and feedback factors showed difference in factors of
age, education and income while job identity, autonomy and level of
difficulty showed significant differences in all 5 factors - age,
education, income, job type, department. Therefore, it was
ascertained that general features influenced to job characteristics
factors significantly.
Second, the job satisfaction showed significant differences all in 5
factors statistically. Especially, in terms of age, the older they were,the higher job satisfaction they had.
Lastly, job characteristics factors which affected to job satisfaction
in the correlation between job characteristics factors and job
satisfaction were job challenge, level of difficulty and autonomy.
Upon the result, it was ascertained that these factors brought
significant influence to the job satisfaction.
Meaning of this research lies on that it provides basic data for
efficient organization management by understanding its relations with
job satisfaction connected to job characteristics factors of nurses
who are directly connected to lives of patients and bear a key for
medical service quality.
In conclusion, hospitals should help the nurses provide patients with
quality medical service with higher job satisfaction by coming up
with measures for efficient personnel management and occupational
environment

국문 초록 (Abstract)

간호조직은 병원인력의 45.7%와 병원예산의 50-70%를 차지하는 조직임
과 동시에 환자와 가장 밀접한 위치에서 직접적이고 질적인 의료서비스를
제공하는 중추적인 역할을 수행하고 있는 조직이다. 이러한 간호조직의 인적
자원 확보 및 유지는 병원경영의 효율적 관리와 양질의 간호를 제공하는 데
있어서 중요한 요인이라 할 수 있으며 이러한 양질의 간호는 간호사 개인에
게 주어진 업무를 효율적, 긍정적으로 수행할 수 있도록 하는 직무만족에 의
해 결정된다. 그러나 병원간의 심한 경쟁과 질 높은 서비스를 요구하는 변화
가 많은 의료 환경 속에서 매우 복잡하고 다양한 업무를 담당하며 전문직으
로서의 사명감을 가지고 병원조직이 요구하는 목표를 달성하기 위하여 부단
히 노력함에도 불구하고 많은 스트레스와 갈등 속에서 간호사들의 직무에
대한 만족도는 갈수록 저하되고 있는 실정이다. 이에 간호사의 직무불만족의
심각성을 고려하여 많은 어려움을 겪고 있는 병원조직의 간호사를 대상으로
간호직무특성을 파악하고 직무만족도에 영향을 미치는 요인을 분석 한 후
상관관계를 파악하여 효율적인 인력관리와 직무만족도를 향상시킬 수 있는
방안을 모색해보고자 한다. 이러한 결과를 토대로 업무환경이 개선되어 간호
사의 직무만족도가 향상되고 더 나아가 환자에게 질적인 의료서비스를 제공
될 수 있는 기초자료로 활용하고자 한다.
본 연구는 간호사의 직무특성요인과 직무만족도에 관한 문헌검토와 이론적
논의를 바탕으로 서울시 서초구에 위치한 C대학교 부속병원 임상간호사
250명을 대상으로 하였다. 연구도구로 설문지를 이용하였으며 직무특성요인
측정은 Hackman과 Oldham(1975)이 개발한 JDS(Job Diagnostic
Survey)를 기초로 이를 수정하여 사용하였으며 직무만족도 측정은 Stanton
등에 의해 개발된 AJDI(Abridged Job Descriptive Index)와 Smith,
Kendall 그리고 Hulin에 의해 최초 개발된 직무기술지표(JDI)를 바탕으로 한 도구를 사용하였다. 수집기간은 2011년 4월 18일부터 2011년 4월 26
일까지 9일간 이었으며 총 250부 중 248부를 회수하였다. 수집된 자료는
The SAS System for Windows V 9.1을 이용하여 빈도분석과 기술통계
분석, T-test 와 ANOVA, 다중회귀분석 통계기법을 사용하였다.
본 연구의 결과를 요약하면 다음과 같다.
첫째, 간호사의 직무특성요인 인식수준은 직무특성 하위요인별로 차이가 나
긴 했지만 기술다양성, 직무도전성, 피드백 요인에서는 연령, 학력, 소득수준
에서 차이를 보였고 과업정체성, 자율성, 직무난이도 요인에서는 연령, 학력,
소득, 근무형태, 근무부서의 다섯 가지 요인에서 모두 통계적으로 유의한 차
이를 보여 이에 일반적 특성은 직무특성요인에 유의미한 영향을 미치는 것
으로 나타났다.
둘째, 직무만족도에서는 연령, 학력 , 근무부서, 소득, 근무형태 다섯 가지
요인 모두에서 통계적으로 유의한 차이가 있는 것으로 나타났으며, 특히 연
령의 경우 연령이 높을수록 직무만족도가 높은 것으로 나타났다.
셋째, 직무특성요인과 직무만족도간의 관계에서 직무만족도에 영향을 주는
직무특성요인은 직무도전성, 직무난이도, 자율성으로 유의미한 영향을 미치
는 것으로 나타났다.
본 연구는 환자의 생명과 직결되며 병원서비스의 질을 좌우하는 중요한 열
쇠를 지닌 간호사를 대상으로 직무특성요인을 고려한 직무만족도와의 관계
를 파악함으로써 효율적 조직 관리에 기초적인 자료를 제공했다고 여겨진다.
이에 병원조직은 간호사를 위한 효율적인 인적관리와 근무환경에 대한 방안
들에 대해 더욱 고민하여 간호사들로 하여금 더 높은 직무만족이 이루어지
도록 하고 환자에게 질적인 의료서비스가 제공되는데 도움을 주어야 할 것
이다.

목차 (Table of Contents)

• 국문초록
• 제 1장 서론 ·············································································································· 1
• 제 1절 연구의 배경 및 목적 ················································································ 1
• 제 2절 연구의 내용과 범위 ·················································································· 6
• 제 2장 이론적 배경 ································································································ 8
• 제 1절 직무특성 ······································································································ 8
• 제 2절 직무만족도 ······························································································· 25
• 제 3절 선행연구 검토 ························································································· 38
• 제 3장 연구설계 ··································································································· 44
• 제 1절 분석틀 및 연구가설 ··············································································· 44
• 제 2절 변수의 정의 및 측정도구 ····································································· 47 제 4장 분석결과 및 논의 ··················································································· 53
• 제 1절 변수별 기술통계 분석 ··········································································· 53
• 제 2절 직무특성 및 직무만족도의 평균차이 분석 ······································· 58
• 제 3절 직무특성요인과 직무만족도 관계 분석 ············································· 80
• 제 5장 결론 ··········································································································· 88
• 제 1절 연구결과의 요약 ····················································································· 88
• 제 2절 연구결과의 함의 ····················································································· 94
• 제 3절 연구의 한계와 향후 과제 ··································································· 97
• 참고문헌 ···················································································································· 99
• 부록(설문지) ········································································································· 107
• Abstract ················································································································ 117