셀프-리더십이 간호사의 직무만족 및 간호업무성과에 미치는 영향 = (The) Influence of self-leadership about job-satisfaction and outcome of nursing practice

다국어 초록 (Multilingual Abstract)

This study was undertaken in order to suggest self-leadership as a way to promote organization efficiency of nursing organization. So the influence of self-leadership about job-satisfaction and outcome of nursing practice in organization was studied.
The concrete problems of this study are as follows.
1) How much are self-leadership, job-satisfaction and outcome of nursing practice related?
2) How much does self-leadership influence on job-satisfaction and out-come of nursing practice?
The subjects of study were nurses as a population who were working for the 2 of university hospitals which have over 500 beds in Kyong Ki Province as well as who have been working for over 6 months. This questionnaire was done by 215 members of accidental sampling who understood and agreed with this participation. Collected data analyzed general characteristic, self-leadership, job-satisfaction and outcome of nursing practice of the subjects of this study with the descriptive statistics using SAS(Statistical Analysis System) after encoding on coding card. The difference inspection according to the general characteristics was done by T-test and ANOVA. Lastly, the relationship of self-leadership, job-satisfaction and the outcome of nursing practice was analyzed by pearson's correlation.
The result of this study is as follows
1. Mean age of subjects was 28 and 51.63%(111 persons) between 25 and 29 was the majority. 68.83%(148 persons) was single in marital status, 51.85%(111 persons) had no religions, 68.37%(147 persons) in all graduated from college, mean period of experience was 62 months and 38.14%(82 persons) in all has experienced for 6 to 35 months. Besides 62.33% which has worked for 6 to 59 months occupied over half of all.
About working department, there were 61.86%(133 persons) at the general ward, 30.23%(65 persons) at the special department, 7.91%(17 persons) at the outpatients'. About nursing communication system, there were 62.5%(105 persons) for team nursing, 37.5%(63 persons) for non-team nursing in all of 168 persons. Central Supply Room, Operation Room, Recovery Room, Hemodialysis Room, Outpatients' Departments were exceptional from the team nursing.
2. Self-leadership of nurse got 3.51 grade out of 5 as a mean point.
Each of the segments got 3.74 in self-compensation, 3.57 in self-expectation, 3.53 in goal-setting, 3.45 in rehearsal, 3.37 in self-criticism and 3.30 in constructive thinking in order.
Job-satisfaction of the subjects got 3.01 out of 5, outcome of nursing practice got 3.70 out of 5. About mean grade of each item, dependent relation got 3.89, relationship with other people got 3.86, independent relation got 3.36 in order.
3. Job-satisfaction of nurse showed the highest correlations with the constructive thinking(r=0.28, p<.0001) among the items of self- leadership, and goal-setting(r=0.20, p= .0027), rehearsal(r=0.19, p= .0055), self-compensation(r=0.18, p= .0083) were similar in order. But self-expectation(r=0.14, p= .0412), self-criticism(r=0.05, p= .5027) were not much related.
Independent performance of nursing practice at each items of outcome of nursing practice showed the highest correlations with the self-expectation(r=0.28, p< .0001) among self-leadership segments. Constructive thinking (r=0.23, p= .0008), self-compensation(r=0.22, p= .0011), rehearsal(r=0.22, p= .0013), goal-setting(r=0.21, p= .0021) were related like this in order, but self-criticism(r=-0.04, p=.5446) was related just a little. Dependent nursing practice has the highest correlation with the self-expectation(r=0.29, p< .0001), goal-setting(r=0.23, p= .0008), rehearsal (r=0.21, p= .0021), constructive thinking(r=0.19, p= .0048), self-compensation (r=0.19, p=0.0050) were similar as aboves in order, but self-criticism (r=0.02, p=0.7207) didn't show any similar correlations. Relationship practice has the highest correlation with the self-expectation(r=0.34, p< .0001), and goal-setting (r=0.33, p< .0001), constructive thinking(r=0.32, p< .0001), self-compensation(r=0.31, p< .0001), rehearsal(r=0.26, p= .0001) were similar, while self-criticism(r=0.003, p=0.9546) did not show any correlations.
Job-satisfaction and outcome of nursing practice were pretty high correlated with the independent duty(r=0.28, p< .0001) and the relationship duty(r=0.27, p< .0001) in each items. But dependent duty(r=0.12, p= .0781) was not related much.
In conclusion, the result was obtained that self-leadership is much correlated with job-satisfaction of nurse and outcome of nursing practice. Therefore, as a way to promote efficiency of nursing organization, the constant study about self-leadership with the various aspects is needed focusing on self-management and inner motivation as a new leadership paradigm.

목차 (Table of Contents)

• 목차 = i
• Ⅰ. 서론 = 1
• 1. 연구의 필요성 및 목적 = 1
• 2. 연구 문제 = 3
• 3. 용어의 정의 = 3
• Ⅱ. 문헌 고찰 = 6
• 1. 셀프-리더십과 간호사의 직무만족 = 6
• 2. 셀프-리더십과 간호업무성과 = 7
• Ⅲ. 연구방법 = 10
• 1. 연구설계 = 10
• 2. 연구대상 및 표집 방법 = 10
• 3. 연구 도구 = 10
• 4. 자료 수집 방법 = 11
• 5. 자료분석방법 = 12
• Ⅳ. 연구결과 = 13
• 1. 대상자의 일반적 특성 = 13
• 2. 셀프-리더십, 간호사의 직무만족, 간호업무성과 정도 = 15
• 3. 셀프-리더십과 간호사의 직무만족, 간호업무성과간의 관계 = 16
• 4. 일반적 특성에 따른 셀프-리더십, 간호사의 직무만족 및 간호업무성과 차이검증 = 17
• Ⅴ. 논의 = 22
• Ⅵ. 결론 및 제언 = 27
• 1. 결론 및 요약 = 27
• 2. 제언 = 28
• 참고문헌 = 29
• 부록 1 = 34
• ABSTRACT = 42