팔로워십 프로그램이 간호사의 팔로워십과 조직유효성에 미치는 효과

다국어 초록 (Multilingual Abstract)

This study was done in order to check the effects of fellowship program in which nurses are subject. Study design was similar experimental study, by nonequivalent control group design with repeated measures. Study subjects were nurses who work at the G university hospital which is located in J city, consisting of 22 experimental group and 22 of control group. The followership program that is developed in this study had the dimensions of Kelly?fs (1992) that are independent, critical thinking and active engagement as constructed factors. Also, this study had a subtopic which is based on contemplation of existing references, so it is consisting of community formation, understand of followership, self recognition, unity of goal, passion and capability of tasks, communication and teamwork, self assertiveness, partnership with seniors and boss, internalization of changes.
Data was collected for three months from August to October 2010, pre-test survey was done 2 weeks prior to the program intervention, and experiment intervention took place from August 10th to September 14th, 2 sessions per week, 3 hours per week, total 12 sessions, 18 hours during 6 weeks. Post test 1 was done right after experiment intervention, and post test 2 was done 4 weeks after the experiment intervention.
Collected data was analyzed using PASW 18.0: The data analysis was done by average, standard deviation, frequency and percentage, Pearson's correlation analysis, stepwise multiple regression analysis, χ2 -test, Fisher's exact test, Kolmogorov-Smirnov test, repeated measures ANOVA, paired t-test.
The data results were as follows :
1) The correlation between followership and organizational effectiveness
(1) Hypothesis 1: "There will be a correlation between followership and organizational effectiveness" was supported.
Followership was shown to have a positive correlation with organizational commitment(r=.658, p<.001), job satisfaction(r=.744, p<.001), but was shown to have a negative correlation with turnover intension(r=-.408, p<.001).
(2) Hypothesis 2: "Followership will have an influence on organizational effectiveness" was supported.
① Organizational commitment
Factor influencing organizational commitment in nurses was identified as followership(t=5.665, p<.001). Followership explained 43.3% of organizational commitment reported by nurses.
&#10113; Job satisfaction
Factor influencing job satisfaction in nurses was identified as followership(t=4.379, p<.001). Followership explained 49.0% of job satisfaction reported by nurses.
&#10114; Turnover intension.
Factor influencing turnover intension in nurses was identified as followership(t=-2.892, p=.006). Followership explained 16.6% of turnover intension.
2) Styles of followership
Hypothesis 3: "There will be differences in organizational effectiveness between followership styles was partially supported, because there were significant differences between different styles of followership and organizational commitment (F=4.693, p=.007), and job satisfaction (F=13.548, p<.001), but there was no significant differences between different styles of followership and turnover intension. As a result of Scheffe post test, in organizational commitment and job satisfaction, exemplary follower recorded higher than other followers. Also, there were no significant differences between different styles of followership and turnover intension, but exemplary follower shows the least point for turnover intension.
3) Analysis of effects on followership program
(1) Hypothesis 4: "Experimental group that followership program will show higher followership than control group" was supported, because followership (F=17.913, p<.001), independent, critical thinking (F=20.398, p<.001), and active engagement (F=1.710, p<.001) showed significant differences of interaction between groups and times.
(2) Hypothesis 5: "Experimental group that followership program will show more head nurses's who are late than control group" was supported because followership in which head nurses are late (F=11.571, p<.001), independent, critical thinking(F=20.398, p<.001), active engagement(F=15.587, p<.001) showed significant differences of interaction between groups and times.
(3) Hypothesis 6: "Experimental group that followership program will show more exemplary follower rate than control group that followership program was not provided" was supported, because the number of exemplary follower was 4 in control group at the pre-test(18.3%), and 3 at post-test(13.6%), and was 5 in experimental group at the pre-test(22.7%), and 13 at post-test(59.1%). Since it was shown to have a significant difference between the groups(χ2=11.690, p=.004).
(4) Hypothesis 7: "Experimental group that followership program will higher score in organizational effectiveness than control group"
① Hypothesis 7-1: "Experimental group that followership program will record higher score in organizational commitment than control group" was supported because organization commitment(F=7.280, p=.003) showed significant differences of interaction between groups and times.
&#10113; Hypothesis 7-2 "Experimental group that followership program will record higher score in job satisfaction than control group" was supported because job satisfaction(F=15.557, p<.001) showed significant differences of interaction between groups and times.
&#10114; Hypothesis 7-3 "Experimental group that followership program will record lower score in turnover intension than control group" was supported because turnover intension(F=1.447, p=.011) showed significant differences of interaction between groups and times.
In conclusion, followership program improves nurses's followership, changes the style of followership to exemplary followership, and is effective for increasing job satisfaction, organization commitment, and decreasing turnover intension.

목차 (Table of Contents)

• Ⅰ. 서론 1
• 1. 연구 필요성 1
• 2. 연구 목적 5
• 3. 연구 가설 5
• 4. 용어 정의 8
• Ⅱ. 문헌고찰 11
• 1. 팔로워십(followership) 11
• 1) 팔로워십 개념 11
• 2) 팔로워십 유형 13
• 3) 효과적인 팔로워십 특성 15
• 4) 간호조직에서의 팔로워십 22
• 5) 팔로워십 프로그램 24
• 2. 조직유효성(organizational effectiveness) 26
• 1) 조직몰입 27
• 2) 직무만족 30
• 3) 이직의도 32
• Ⅲ. 이론적 기틀 36
• Ⅳ. 연구 방법 37
• 1. 연구 설계 37
• 2. 연구 대상 38
• 1) 연구 대상자 선정 38
• 2) 표집 크기와 방법 39
• 3. 연구 도구 39
• 4. 팔로워십 프로그램 43
• 1) 연구자 준비 43
• 2) 팔로워십 프로그램 43
• 5. 연구진행절차 52
• 6. 자료 분석 55
• V. 연구결과 56
• 1. 대상자의 일반적 특성과 동질성 검정 56
• 2. 연구 대상자의 팔로워십 유형과 동질성 검정 59
• 3. 연구도구의 신뢰도 및 정규성 검정 60
• 4. 팔로워십과 조직몰입, 직무만족, 이직의도의 관계 61
• 5. 연구변수의 동질성 검정 67
• 6. 정규성 검정 68
• 7. 팔로워십 프로그램의 효과 검정 69
• 8. 팔로워십 프로그램 만족도 89
• Ⅵ. 논의 90
• 1. 팔로워십과 조직유효성의 관계 90
• 2. 팔로워십 프로그램이 간호사의 팔로워십에 미치는 효과 94
• 3. 팔로워십 프로그램이 간호사의 조직유효성에 미치는 효과 97
• 4. 팔로워십 프로그램 평가 100
• 5. 연구의 의의 105
• Ⅶ. 결론 및 제언 106
• 1. 결론 106
• 2. 제언 110
• 참고문헌 111
• 부록 124