간호사의 육아휴직만족과 역할갈등, 조직몰입및 이직의도간 경로모형

다국어 초록 (Multilingual Abstract)

Path model among parental leave satisfaction and role conflict, organizational commitment, and workplace change intention of nurse

Nursing has a long history compared to other fields of career as a specialized job mostly taken by women and is also recognized as a career that women pursue in society. In addition, child birth and infant care are what women should be involved in along with three shifts after being married due to characteristics of the job. Therefore, most of the nurses face role conflicts because of stress they go through after taking care of both infants and a work life, and this has brought an increase of workplace change intention from a decrease of organizational commitment. The government has introduced and been operating parental leave system in order to promote childbirth and reduce workplace change for women. Hereupon, this study is intended to verify direct and indirect effect on the influence of parental leave satisfaction on the organizational commitment and workplace change intention through role conflicts.
This study consists of total ten factors namely; duration satisfaction, benefits satisfaction, leave satisfaction, personnel interchange expectation, career acknowledgement, promotion expectation, role conflicts, organizational commitment, and workplace change intention, and they are all sub-factors of the parental leave satisfaction. This study has been performed on 253 different nurses that have experienced parental leave within three years working at 5 general hospitals with more than 500 rooms located in the city of Seoul. The analysis has been implemented using AMOS 7.0 in order to ultimately confirm cause-and-effect relationship of the entire factors.
The study has been turned out to be appropriate shown with χ²= 41.85(df=16), χ²/df=2.62, GFI= .97 AGFI=.93 NFI =.96 CFI=.97 RMRS=.057 RMSEA=.063.

According to the result of verification 10 hypotheses have been selected out of 17 rejecting the remaining 7 hypotheses. Detailed findings are as follows.

1) Among parental leave satisfaction, duration satisfaction, benefits satisfaction, personnel interchange expectation, and promotion expectation have significantly influenced on family-work conflicts, and promotion expectation, career acknowledgement, and personnel interchange expectation have significantly influenced on the work-family conflicts.
2) Work-family conflicts had a direct effect on the organizational commitment and an indirect effect on the workplace change intention. In addition, family-work conflicts had only a direct effect on the workplace change intention.
3) Organizational commitment had only a direct effect on the workplace change intention.

In conclusion, among parental leave satisfaction, personnel interchange expectation and promotion expectation have influenced on the role conflict, and duration satisfaction, benefits satisfaction, and promotion expectation had an indirect effect on the workplace change intention in a medium of organizational commitment. Among role conflicts, work-family conflict only had a direct effect on the organizational commitment, and work-family conflict had an indirect effect on the workplace change intention in a medium of organizational commitment.

목차 (Table of Contents)

• Ⅰ. 서 론 1
• 1.연구의 필요성 1
• 2. 연구의 목적 3
• 3. 용어의 정의 3
• Ⅱ. 이론적 배경 6
• 1. 간호사와 육아휴직 6
• 2. 간호사와 역할갈등 10
• 3. 간호사와 조직몰입 16
• 4. 간호사와 이직의도 20
• Ⅲ. 연구모형 25
• 1. 이론적 틀 25
• 2. 가설적 모형 26
• 3. 연구가설 28
• Ⅳ. 연구방법 30
• 1. 연구 설계 및 진행절차 30
• 2. 연구대상 30
• 3. 연구도구 31
• 4. 자료 분석 방법 33
• Ⅴ. 연구결과 34
• 1. 연구대상자의 연구 사회학적 특성 34
• 2. 경로모형 분석 36
• Ⅵ. 논의 43
• Ⅶ. 결론 및 제언 51
• 참고문헌 53
• <부 록> 60
• ABSTRACT 65