요양보호사의 회복탄력성, 직무스트레스 및 조직몰입간의 관계에 관한 연구

국문 초록 (Abstract)

이 연구는 요양보호사의 회복탄력성, 직무스트레스 및 조직몰입간의 관계에 미치는 영향에 관하여 살펴보고, 이들 간 상관관계를 파악하고 연구하여 요양보호사의 직무스트레스를 줄이고 회복탄력성을 높여 조직몰입을 증가시키는데 도움을 주는 기초자료를 제공하는데 그 목적을 둔다. 조사대상자는 전라남도 동부지역인 순천시에 소재한 노인장기요양시설 및 노인요양병원에 근무하는 요양보호사 250명이었으며, 측정도구는 회복
탄력성, 직무스트레스 및 조직몰입에 관한 설문지를 사용하였고, 수집된 자료를 활용하여 관심 문항에 대해서 빈도, 백분율, 평균, 표준편차를 분석하였다. 그리고 변수간의 상관관계 및 영향관계 등의 분석을 위해서는 요인분석, 신뢰도분석, 다중회귀분석 등을 이용하였다.
주요 연구결과는 다음과 같다.
첫째, 조사대상자인 요양보호사들의 회복탄력성, 직무스트레스 및 조직몰입간 관계에서 선택된 하위변수 관련 평균 수준을 살펴보면, 회복탄력성에서는 자기효능감이 가장 높았고, 강인성, 낙관성 순으로 조사되었다.
전반적으로 회복탄력성 수준은 평균을 상회하였는데 직무스트레스 수준은 평균 이하로 나타난 점과 대조적이다. 조직몰입도 평균을 상회하고 있으나 회복탄력성 수준보다는 상대적으로 낮게 조사되었다.
둘째, 회복탄력성이 직무스트레스에 미치는 회귀분석에서는 담당환자수가 유의미한 영향을 미치고 있는데 환자수가 증가할수록 직무스트레스 수준도 증가하는 것으로 나타났다. 그리고 회복탄력성 가운데 낙관성은 영향을 주지 않으나 강인성과 자기효능감은 부(-)의 유의미한 영향을 미치
는 것으로 조사되었다. 양자를 비교할 경우 상대적으로 자기효능감의 영향력이 더 크게 나타났다.
셋째, 회복탄력성이 조직몰입에 미치는 회귀분석에서는 건강상태가 유의미한 영향을 미치고 있는데 건강상태가 좋을수록 정서적 몰입과 규범적 몰입 모두 증가하는 것으로 나타났다. 그리고 회복탄력성 가운데 낙관성 만이 정(+)의 유의미한 영향을 미치는 것으로 조사되었고 강인성 및 자기효능감은 영향을 미치지 않았다.
넷째, 회복탄력성과 직무스트레스간의 관계 결과는 유의수준 .05에서 직무스트레스에 유의미한 영향을 미치는 변수는 담당환자수의 변인으로 회귀계수는 양(+)의 관계를 나타내고 있으며 이는 담당환자수가 증가하면 할수록 직무스트레스가 증가함을 의미한다.
다섯째, 직무스트레스와 조직몰입간의 영향관계 분석에서 직무스트레스가 정서적 몰입에 미치는 영향관계는 연령과 건강상태만이 유의미한 영향을 미치는 것으로 조사되었고 직무스트레스는 정서적 몰입에 별다
른 영향을 미치지 못하는 것으로 나타났다. 또한 직무스트레스가 규범적 몰입에 미치는 영향관계를 파악해 보면 정서적 몰입과 마찬가지로 건강상태가 유의미한 영향요인으로 나타났다. 이는 요양보호사의 건강상태가 양호할수록 조직몰입수준이 제고됨을 의미한다

목차 (Table of Contents)

• 제1장 서론 ····································································································· 1
• 제1절 연구의 필요성 ··················································································· 1
• 제2절 연구의 목적 ······················································································· 5
• 제2장 이론적 배경 ························································································ 6
• 제1절 요양보호사의 개념과 현황 ································································ 6
• 1. 요양보호사의 개념 ··············································································· 6
• 2. 요양보호사의 현황 ················································································· 6
• 제2절 회복탄력성(Resilience)의 개념과 구성요인 ···································· 8
• 1. 회복탄력성의 개념 ················································································· 8
• 2. 회복탄력성의 구성요인 ······································································· 12
• 제3절 직무스트레스(Work Stress)의 개념과 구성요인 ······················· 16
• 1. 직무스트레스의 개념 ··········································································· 16
• 2. 직무스트레스의 구성요인 ··································································· 19
• 제4절 조직몰입(Organizational Commitment)의 개념과 구성요인 ··· 22
• 1. 조직몰입의 개념 ··················································································· 22
• 2. 조직몰입의 구성요인 ··········································································· 22
• 제5절 회복탄력성, 직무스트레스, 조직몰입관계의 선행연구 ············ 29
• 1. 회복탄력성과 직무스트레스의 관계 ················································· 29
• 2. 회복탄력성과 조직몰입의 관계 ························································· 29
• 3. 직무스트레스와 조직몰입의 관계 ····················································· 31
• 제3장 연구모형 및 가설설정 ······························································ 32
• 제1절 연구모형 ···························································································· 32
• 제2절 연구가설의 설정 ················································································ 33
• 제3절 변수의 조작적 정의와 측정도구 ···················································· 34
• 1. 회복탄력성 ····························································································· 34
• 2. 직무스트레스 ························································································· 36
• 3. 조직몰입 ································································································· 38
• 제4장 자료수집 및 타당성 검증 ························································ 41
• 제1절 자료수집 및 표본특성 ···································································· 41
• 1. 자료의 수집 ························································································· 41
• 2. 표본의 특성 ························································································· 42
• 제2절 타당성 및 신뢰도 분석 ·································································· 45
• 1. 타당성 및 신뢰성 분석 ····································································· 45
• 2. 2차 확인적 요인분석 ········································································· 49
• 제3절 변수의 기술통계 및 상관관계 분석 ············································ 51
• 제4절 연구모형의 수정 ·············································································· 52
• 제5장 연구가설의 검증 ········································································ 55
• 제1절 회복탄력성과 직무스트레스간의 관계 ········································ 55
• 제2절 회복탄력성과 정서적 몰입간의 관계 ·········································· 57
• 제3절 회복탄력성과 규범적 몰입간의 관계 ·········································· 58
• 제4절 직무스트레스와 조직몰입간의 관계 ············································ 59
• 제5절 직무스트레스의 매개효과 ······························································ 61
• 제6절 연구가설 검증결과의 종합 ···························································· 64
• 제6장 결론 ······································································································· 67
• 제1절 결론 요약 ·························································································· 67
• 제2절 제언 ·································································································· 68
• 제3절 연구 한계점 ···················································································· 69
• 참고문헌 ·································································································· 71
• Abstract ·································································································· 80
• 부록(설문지) ··························································································· 83