임상간호사의 직무만족도와 이직의도에 관한 연구 : 부산지역 종합병원을 중심으로 = (A) Study on the Job Satisfaction and Turnover Intention of Clinical Nurses

다국어 초록 (Multilingual Abstract)

This study was attempted to provide the basic data of considering a counterplan for lowering the turnover rate of clinical nurses throughout finding out the relation between the job satisfaction and turnover intention of them and understanding the general characteristics and predicting factors which had a influence on the turnover intention.
This study applied to the 461 nurses who worked in 9 general hospitals -3 hospitals which had under 300 beds, 3 hospitals which had 300 through 500 beds and 3 hospitals which had over 700 beds - from Feb. 13 to Feb. 22, 1996.
The instrument used in precedent studies was modified and made through the literature review, two times pilot study and consulting with a professor of nursing college. The questionnaire was composed of total 79 items -22 items related to general characteristics(individual characteristics : 9 items, familial characteristics : 4 items, and organizational structural characteristics:9 items), 51 items related to job satisfaction, and 6 items related to turnover intention. The reliability of this instrument was that the job satisfaction was Cronbach's α= 0.88, and the turnover intention was Cronbach's α= 0.56.
The data was analyzed by descriptive statistics, t-test, ANOVA, pearson correlation coefficients and stepwise multiple regression using the SPSS program
The result of this study was as follows :
1) The relationship between general characteristics and job satisfaction
(1) The analysis of the level of job satisfaction according to individual characteristics of the subjects showed significant differences in age(F= 11.40, p=.0000), educational level(F=2.86, p=.0230), clinical tenure after graduating(F= 6.66, p= .0000), pre-turnover experience(F=4.25, p= .0056), traffic way in going to work and coming home(F=3.89, p= .0018), pay(F= 18.50, p= .0000), marital status(t=-3.63, p= .000).
(2) The analysis of the level of job satisfaction according to familial characteristics of the subjects showed significant differences in number of children(F=8.70, p=.0021), child caregiver(F=3.82, p= .0056).
(3) The analysis of the level of job satisfaction according to organizational structural characteristics of the subjects showed significant differences in position(F= 12.38, p= .0000), tenure of present working hospital(F=3.56, p= .0036), tenure of present working unit(F=4.28, p= .0008), night shift(F=4.47, p= .0047).
2) The relationship between general characteristics and turnover intention
(1) The analysis of the level of turnover intention according to individual characteristics of the subjects showed significant differences in age(F=40.12, p=.000), clinical tenure after graduating(F= 12.82, p=.0000), pay(F=29.39, p=.000), marital status(t=6.75, p=.000).
(2) The analysis of the level of turnover intention according to familial characteristics of the subjects showed significant differences in number of children(F= 11.81, p= .0000), family system(t=2.04, p= .042), responsibility of household economy(t= -2.43, p= .015).
(3) The analysis of the level of turnover intention according to organizational structural characteristics of the subjects showed significant differences in hospital type(F= 7.53, p= .0006), hospital size(number of beds) (F=7.26, p=.0008), position(F=44.34, p= .0000), tenure of present working hospital(F= 19.23, p= .0000), experience of ward transfer(F=5.12, p=.0001), tenure of present working unit(F= 5.20, p= .0001), night shift(F= 18.50, p= .0000).
3) The mean score for job satisfaction by all factors and turnover intention
(1) In the job satisfaction by all factors from the maximum score 5 point to the minimum score 1 point, professional status(M= 3.51) is the highest and then the interaction among fellow nurses(M=3.39), autonomy(M=3.29), nurse-doctor relationship(M= 2.94), organizational requirements(M=2.61), task requirements(M=2.54), and the lowest is pay(M= 2.29). The mean score of the total job satisfaction is 2.94 points.
(2) In the turnover intention of the subjects, the mean score is 3.12 points.
4) The correlation between the job satisfaction by all factors and turnover intention
All factors of job satisfaction, that is, pay(r= -.3703, p＜.001), organizational requirements(r= -.3441, p＜.001), professional status(r= -.3022, p＜.001), autonomy(r= -.2814, p＜.001), interaction among fellow nurses(r= -.2583, p＜.001), nurse- doctor relationship(r= -.1541, p＜.001), task requirements(r= -.1250, p＜.01) and the turnover intention is all negative correlation, there is a negative correlation between total job satisfaction and turnover intention(r= -.4193, p＜.001). Finally it showed that the higher the job satisfaction is, the lower the turnover intention is.
5) The reasons of turnover and the plans after turnover
For the reasons of turnover, the irregular work time caused by working in three shifts is the first reason(47.1%). The second is the low pay(43.2%), the third is a lack of opportunity of promotion and professional development(41.9%), For the plans after turnover 'I would like to transfer the postion to a school, or a health center' was the highest represented 37.1%.
6) The stepwise multiple regression of all variables which have an influence on the turnover intention
To know the predicting variables which influence on the turnover intention, as the result of the stepwise multiple regression analysis, the first variable is age, and then pay, organizational requirements, professional status, and position, these variables are presened 32.7%.
In conclusion, it was found that the higer the job satisfaction of clinical nurses is, the lower the turnover intention through the result of this study. It can also know the job satisfaction is the important variable which can reduce the turnover intention. The general characteristics that influence on the job satisfaction and turnover intention is the major variables that we have to assess at the development of administrative counterplan of nursing for the reduction of the turnover intention. The development of administrative counterplans is necessary to reduce the turnover intention variables, that is, age, pay, organizational requirements, professional status and position. Therefore this study is thought as the important basic data for considering counterplans to reduce the turnover of nurse who work in the general hospitals in Pusan.

목차 (Table of Contents)

• 목차 = 1
• Abstract = 3
• Ⅰ. 서론 = 8
• Ⅱ. 연구방법 = 12
• 1. 연구대상 = 12
• 2. 자료수집 방법 = 12
• 3. 자료분석 방법 = 14
• Ⅲ. 연구결과 = 15
• 1. 일반적 제 특성과 직무만족도 및 이직의도와의 관계 = 15
• 2. 대상자의 직무만족도와 이직의도 = 24
• 3. 대상자의 직무만족도와 이직의도와의 상관관계 = 25
• 4. 이직이유 및 이직 후 계획 = 26
• 5. 이직의도에 영향을 미치는 제 변인의 다중회귀분석 = 27
• Ⅳ. 고찰 = 29
• Ⅴ. 결론 = 35
• 참고문헌 = 40
• 부록 = 44