중소병원 간호사의 회복탄력성, 역할갈등, 지각된 공정성이 이직의도에 미치는 영향 = Impact of Resilience, Role Conflict and Perception of Justice on Turnover Intention among Nurses in Small and Medium Sized Hospitals

국문 초록 (Abstract)

중소병원 간호사의 회복탄력성, 역할갈등, 지각된 공정성이
이직의도에 미치는 영향
황 선 미
국립강릉원주대학교 대학원 간호학과
연구배경: 한국의 간호사 이직률은 병상 규모에 따라 다른 양상을 보이고 있는
데, 특히 병원 규모가 작을수록 이직률이 높아 중소병원은 간호사 인력 유출로 인
한 심각한 어려움을 겪고 있다. 이는 중소병원의 의료 서비스 질 저하와 병원 운
영에 부정적인 영향을 미칠 수 있다. 이에 중소병원 간호사의 이직의도를 줄이기
위한 중재를 제공할 필요가 있다.
연구목적: 본 연구는 중소병원 간호사의 회복탄력성, 역할갈등, 지각된 공정성이
이직의도에 미치는 영향을 파악하기 위함이다.
연구방법: 본 연구의 설계는 서술적 조사연구이다. 연구 대상자는 전국의 중소
병원에서 환자를 직접 간호하며 6개월 이상 근무하고 연구 참여에 자발적으로 동
의한 간호사 150명이다. 자료수집 기간은 2023년 10월 23일부터 29일까지이며, 자
료수집은 총 80문항으로 구성된 온라인 설문지를 사용하여 시행하였다. 연구도구는
회복탄력성, 역할갈등, 지각된 공정성, 이직의도를 사용하였다. 자료 분석은 SPSS
28.0 프로그램을 이용하여 대상자의 일반적 및 직무관련 특성과 각 변수의 정도는
빈도, 백분율, 평균과 표준편차를 확인하였다. 대상자의 일반적 및 직무관련 특성
에 따른 각 변수의 차이 검증은 independent t-test, one-way ANOVA 분석을 하였
고, 변수의 상관관계 확인을 위해 Pearson’s correlation coefficients로 분석하였다.
또한 중소병원 간호사의 이직의도에 영향을 미치는 요인은 hierarchical regression
analysis로 분석하였다.
연구결과: 대상자의 회복탄력성은 4점 만점에 평균 3.00±0.75, 역할갈등은 5점
만점에 평균 2.81±1.26점, 지각된 공정성은 5점 만점에 평균 3.51±1.01점, 이직의
도는 5점 만점에 평균 3.25±1.26이었다. 일반적 및 직무관련 특성에 따른 이직의
도 정도는 병상수(t=5.00 p=.027), 연봉(t=5.53, p=.005)에서 통계적으로 유의한 차
이가 있었다. 이직의도는 회복탄력성(r=-.35, p<.001), 지각된 공정성(r=-.71,
p<.001)과는 유의미한 음(-)의 상관관계가 있는 것으로 나타났고, 역할갈등(r=.71,
p<.001)과 유의미한 양(+)의 상관관계가 있는 것으로 나타났다. 대상자의 이직의
도에 영향을 미치는 요인은 지각된 공정성(β=-.50, p<.001), 역할갈등(β=.41,
p<.001), 연봉 4,000만원 이상(β=.27, p=.002), 회복탄력성(β=.12, p=.042)으로 나
타났다. 이들 변수는 대상자의 이직의도 정도를 총 65.0%를 설명하는 것으로 나타
났다.
결론: 본 연구 결과 중소병원 간호사의 이직의도를 줄이기 위하여 조직의 지각
된 공정성은 매우 중요한 요소이며, 간호사의 지각된 공정성을 높이기 위해서는 공
정한 보상 체계, 투명한 절차, 직원들 간의 상호 존중을 바탕으로 한 조직 문화가
필요하다. 또한 간호사의 역할갈등을 줄이기 위한 병원 차원에서의 시스템 구축이
필요하며, 회복탄력성과 관련된 연구 결과는 반복연구를 통해 확인이 필요하다. 이
를 통해 간호사의 직무만족 및 조직몰입을 높여 이직의도를 줄이고, 궁극적으로는
병원 내 의료 서비스의 질을 높이는 데 기여할 수 있을 것이다.
주요어: 중소병원 간호사, 회복탄력성, 역할갈등, 지각된 공정성, 이직의도

다국어 초록 (Multilingual Abstract)

Abstract
Impact of Resilience, Role Conflict and Perception
of Justice on Turnover Intention among Nurses in
Small and Medium Sized Hospitals
Sun-Mi Hwang
Department of Nursing
The Graduate School of Gangneung-Wonju National University
Summary
Background: The turnover rate among nurses in South Korea varies depend
ing on the number of hospital beds. In particular, smaller hospitals have higher
turnover rates, and small and medium sized hospitals thus experience serious
difficulties due to the outflow of nursing human resources. This can reduce the
quality of healthcare services in small and medium sized hospitals and have a
negative impact on hospital operations. Therefore, in order to develop inter
ventions to reduce turnover intention among nurses in small and medium sized
hospitals, it is necessary to explore the factors affecting their turnover intention.
Purpose: This study aimed to investigate the effects of resilience, role con-- 86
flict, and Perception of justice on turnover intention among nurses in small and
medium sized hospitals.
Methods: This study used a descriptive research study design. The study
participants were 150 nurses who provided nursing care to patients in small
and medium sized hospitals nationwide, had worked for more than six months,
and voluntarily agreed to participate in this study. Data were collected from
October 23 to 29, 2023, using an online questionnaire consisting of a total of
80 questions. Tools measured resilience, role conflict, Perception of justice, and
turnover intention. Data were analyzed using the SPSS 28.0 program, and the
general and job-related characteristics of the participants and the levels of each
variable were determined and presented as frequency, percentage, mean, and
standard deviation. The differences in each variable according to the general
and job-related characteristics of the participants were verified using in
dependent t-test and one-way ANOVA analysis. Pearson’s correlation coefficients
were used to determine the correlations between the variables. In addition, fac
tors affecting turnover intention among nurses in small and medium sized hos
pitals were analyzed using hierarchical regression analysis.
Results: The mean score for resilience was 3.00±0.75 out of 4 points; the
mean score for role conflict was 2.81±1.26 out of 5 points; the mean score for
Perception of justice was 3.51±1.01 out of 5 points; and the mean score for
turnover intention was 3.25±1.26 out of 5 points. In terms of the level of
turnover intention according to the general and job-related characteristics of the
participants, statistically significant differences were observed in the level of - 87
turnover intention depending on the number of hospital beds (t=5.00, p=.027)
and salary (t=5.53, p=.005). Turnover intention was found to have a significantly
negative correlation with resilience (r=−.35, p<.001) and Perception of justice
(r=−.71, p<.001), and a significantly positive correlation with role conflict
(r=.71, p<.001). The factors affecting participants’ turnover intention included
Perception of justice (β=−.50, p<.001), role conflict (β=.41, p<.001), annual
income of more than KRW 40 million (β=.27, p=.002), and resilience (β=.12,
p=.042). These variables accounted for 65.0% of turnover intention among the
participants.
Conclusion: The results of this study indicate that Perception of justice at an
organization is a very important factor for reducing turnover intention among
nurses in small and medium sized hospitals. In order to increase Perception of
justice among nurses, fair compensation systems, transparent procedures, and a
mutual respect–based organizational culture among employees are needed. In
addition, it is necessary to establish systems at a hospital level that can reduce
role conflict among nurses. This will ultimately contribute to improving the
quality of healthcare services within hospitals.
Key words: small and medium sized hospital nurses, Resilience, Role conflict,
Perception of justice, Turnover intention

목차 (Table of Contents)

• 목 차
• Ⅰ. 서 론··································································································1
• 1. 연구의 필요성··································································································1
• 2. 연구의 목적·····································································································5
• 3. 용어의 정의·····································································································6
• Ⅱ. 문헌고찰·····························································································9
• 1. 중소병원 간호사의 이직의도··········································································9
• 2. 중소병원 간호사의 이직의도 영향 요인······················································11
• Ⅲ. 연구방법···························································································18
• 1. 연구설계·········································································································18
• 2. 연구대상·········································································································19
• 3. 연구도구·········································································································20
• 4. 자료수집·········································································································22
• 5. 자료분석·········································································································23
• 6. 윤리적 고려····································································································23
• Ⅳ. 연구결과···························································································25
• 1. 대상자의 일반적 및 직무관련 특성·····························································25
• 2. 대상자의 회복탄력성, 역할갈등, 지각된 공정성, 이직의도 정도··············27
• 3. 대상자의 일반적 및 직무관련 특성에 따른 회복탄력성, 역할갈등,
• 지각된 공정성, 이직의도 정도 차이····························································29
• 4. 대상자의 회복탄력성, 역할갈등, 지각된 공정성, 이직의도의 상관관계···31
• 5. 대상자의 이직의도에 영향을 미치는 요인··················································36
• Ⅴ. 논 의································································································38
• Ⅵ. 결론 및 제언···················································································47
• 참고문헌··································································································49
• 부 록··································································································71
• Abstract···································································································86