간호사의 셀프리더십, 조직몰입 및 간호업무수행정도에 관한 연구 = A Study on Nurses' Self-Leadership, Organizational Commitment and the Nursing Performance

다국어 초록 (Multilingual Abstract)

This study was conducted to identify nurses’ self-leadership, organizational commitment and their nursing performance, and examine the relationship among them, thereby using these as evidence-based data to enhance their nursing efficiency.
A total of 330 clinical nurses with more than one year nursing experiences were recruited from 10 hospitals in G city and J province in Korea. Data were collected using self-administered questionnaires from March, 12 to April 21, 2007.
The measurement instruments for this study included : self-leadership modified by Kim(2002) and used by Cho(2002) after modifying the instrument developed by Manz(1983); organizational commitment used by Chung(2006) after modifying for nursing characteristics the OCQ(Organizational Commitment Questionnaire) instrument developed by Mowday, Steers & Poter(1979); and nursing performance appraisal used by Kim(2002) after modifying the instrument developed by Park(1988), who had used the procedural nursing performance appraisal instrument developed by Lee(1983).
Collected data were analyzed using SPSS 12.0 for windows program. Frequency and descriptive statistics were used to identify the subjects’general characteristics, self-leadership, organizational commitment and extent of nursing performance; t-test and one-way ANOVA with Scheffe test were used to examine differences among self-leadership, organizational commitment and extent of nursing performance in terms of general characteristics; and Pearson's Correlation Coefficients was used to identify the relationships among self-leadership, organizational commitment and extent of nursing performance.
The results were summarized as follows:
1. The 74% of the participants were 30 years of age or younger; 68.5% were not married; 78.2% were junior college graduates; 72.7% had nursing experiences ranging from more than two years to less than 10 years. The 64.3% are currently working at hospitals with 100~300 beds; 77% were staff nurses; and 65.2% are currently working at general units. The 59.4% regarded their workload as heavy; 50.6% were engaged in any type of personal growth activities once a year.
2. Self-leadership showed statistically significant differences in terms of level of education, nursing experiences, nursing positions, currently working department and number of personal growth activities.
3. Organizational commitment were statistically significant differences in terms of age, marital status, religion, level of education, nursing experiences, number of beds, nursing positions, currently working department, workload and number of personal growth activities.
4. Extent of nursing performance was analyzed by three dimensions (independent, dependent, and interpersonal works). Independent nursing works were significantly different according to age, marital status, level of education, nursing experiences, nursing positions, currently working department, and number of personal growth activities. Dependent nursing works were significantly different according to age, marital status, level of education, nursing experiences, number of beds, nursing position, current working unit, workload, and number of personal growth activities. In terms of interpersonal works, age, marital status, level of education, nursing experiences nursing position, current working unit, workload, and number of personal growth activities.
5. There were significant positive correlations between self-leadership, organizational commitment, and independent, dependent, and interpersonal nursing performances. In addition, the organizational commitment had significant positive correlations with independent, dependent, and interpersonal nursing performances.
As can be seen in the results, self-leadership has turned out to be positively related to organizational commitment and nursing performance ability. These findings suggest that nurses’ organizational commitment and nursing performance ability will be enhanced by hospitals’ active supports such as empowering individual nurses’ self-leadership through enlarging their autonomy and strengthening their ability to control themselves.

목차 (Table of Contents)

• Ⅰ. 서론 = 1
• 1. 연구의 필요성 = 1
• 2. 연구의 목적 = 2
• 3. 용어 정의 = 3
• 4. 연구의 제한점 = 4
• Ⅱ. 문헌고찰 = 5
• 1. 셀프리더십 = 5
• 2. 조직몰입 = 7
• 3. 간호업무수행정도 = 9
• Ⅲ. 연구방법 = 11
• 1. 연구설계 = 11
• 2. 연구대상 및 표집방법 = 11
• 3. 연구도구 = 11
• 4. 자료수집 방법 = 13
• 5. 자료분석 방법 = 13
• Ⅳ. 연구결과 = 15
• 1. 대상자의 일반적 특성 = 15
• 2. 셀프리더십, 조직몰입 및 간호업무수행정도 = 17
• 3. 일반적 특성에 따른 셀프리더십의 차이 = 18
• 4. 일반적 특성에 따른 조직몰입의 차이 = 20
• 5. 일반적 특성에 따른 간호업무수행정도의 차이 = 23
• 6. 셀프리더십, 조직몰입 및 간호업무수행정도 간의 상관관계 = 31
• Ⅴ. 논의 = 32
• Ⅵ. 결론 및 제언 = 36
• 참고문헌 = 40
• 부록 1 설문지 = 45