간호사의 조직몰입과 이직의도에 관한연구 = (A) Study on the Organizational Commitment and Turnover Intention of Nurses

다국어 초록 (Multilingual Abstract)

Organization manages the career of employees with suggesting appropriate individual's career ladder, and encourages participation of them to be contributed to the organization's goal achievement. The purpose of the study was to identify the influence of individual career-related variables on organizational commitment and turnover intention of clinical nurses, and to announce the need of career management in nursing organization. The data came from a survey of 108 ICU nurses at 6 hospitals located in Gwangju-Chonnam province. The results were summarized as follows :
The degree of emotional commitment which is loyal to the organization and shows strong attachment to the organization was the most high in nurses who have been working more than 16 years. On the other hand, the degree of emotional commitment was the most low in nurses who have been working above 3 years and below 6 years.
In the three-typed organizational commitment, emotional commitment only significantly affected intent to leave in the negative. Therefore, it was suggested that managers and administrators should consider the factors which affect on emotional commitment to manage nursing employee's spontaneous turnover effectively.
The year of organizational long-service was not significantly different with a long-service commitment among nurses. The year of long-service affected on emotional commitment rather than on long-service commitment. The longer employee had long-service period, the better they felt attachment to the organization, and that made employee increase to become commitment to the organization. Consequently, we can say that decreasing turnover intention of employee increases the year of long -service and organizational commitment among them, and affects positively on other related variables of organizational commitment such as a performance, an absence from duty and late coming as well as intent to leave.
In conclusion, it was found that the longer employee's work period and the higher employee's work position, the higher the degree of emotional commitment. That also brought about low intent to leave and positive influence on other variables for organizational commitment. Employees who like their job under positive organizational climate will be more loyal and attached to the organization, and less likely to leave.
Empowerment increases responsiveness. Therefore, to make nurses effective in hospital, it is strongly recommended that managers and administrators need to manage and develop the career of nurses who are in short work experience and low position.

목차 (Table of Contents)

• 목차 = ⅰ
• ABSTRACT = ⅱ
• 제1장 서론 = 1
• 제1절 연구의 필요성 및 목적 = 1
• 제2절 연구 방법 및 구성 = 2
• 제2장 조직몰입의 개념 및 유형 = 3
• 제1절 조직몰입의 개념 = 3
• 제2절 조직몰입의 유사개념 = 7
• 제3절 조직몰입의 유형 = 9
• 제4절 조직몰입의 제변수 = 11
• 제3장 이직과 이직의도 = 21
• 제1절 이직의 개념 및 유형 = 21
• 제2절 이직관리의 필요성 = 22
• 제3절 이직과 이직의도 = 22
• 제4장 조직몰입과 이직의도에 관한 실증분석 = 25
• 제1절 모형의 설정 = 25
• 제2절 변수의 정의 및 설문지 구성 = 27
• 제3절 표본의 구성 및 분석방법 = 28
• 제4절 실증분석 결과 = 31
• 제5장 결론 = 38
• 참고문헌 = 40
• 설문지 = 44