수간호사의 감성리더십이 간호사의 직무만족과 조직몰입에 미치는 영향

다국어 초록 (Multilingual Abstract)

This study, for its purpose of recognizing how and to what extent head-nurses' emotional leadership is influential to job satisfaction and Organizational commitment for ordinary nurses, was executed against three-shift working nurses, by random sampling, who were on duties over 6 months at 4 second-typed general hospitals with a scale of 300 to 350 beds, including one university hospital, all of which were located in Gyeong nam Province. With a poll surveying period for 10 days during Oct. 15th-24th, 2007, final 385 sheets of questionaire were accepted for a study among a total of 420 surveyed. Date analysis was based on a statistical program of SPSS WIN 14.0, adopting such tools as actual numbers, percentage, average, standard deviation, t-test, ANOVA, Cronbach's alpha, parameter analysis, Pearson correlation coefficient, Bonferroni post verification, Stepwise multiple regression analysis, etc.
Below are the results of this study;
The first result
The average points of head nurses' emotional leadership ranged 3.60±.752(range 1-5); self-emotional understanding, a lower grade of emotional leadership, was in the range of 3.69±.735, others-emotional understanding 3.56±.801, emotional practicability 3.78±.707, emotional control 3.59±.896, among which the average of emotional practicability was proven the highest. On the other hand, job satisfaction with an average value of 2.27±3.12(range 1-5) shows lower than the even value, while that of organizational commitment results in 3.42±4.04(range 1-5).
The second result
Any variant disclosing a perceptive difference with regard to job satisfaction could not be found over the total groups, regardless of university hospitals and general hospitals. But in accordance to indivisualistic analysis for each hospital type, the group of married status revealed better grade of job satisfaction in case of university hospitals(t=2.71, p<.01), while nurses below 1-year clinical career better than the groups having over 10-year careers in case of general hospitals(F=2.50, p<.05)
Job commitment criteria differed statistically from marital status and the age, which were common both in total mixed groups and in each hospital type; post verification data on organizational commitment showed perceptive difference in a group of more than 35-year-old ages(F=4.83, p<.01) As for emotional leadership in the light of hospital type analysis, the university hospital took the average points of 3.60±.752(range 1-5), and the general hospital took 3.68±.656, resulting in a perceptive difference of p<.1 that means emotional leadership of head nurses in general hospitals be a little bit over evaluated rather than in university hospitals. On the contrary, such factors as job satisfaction and organizational commitment had no peculiar differences in their average points, and these were the same statistically.
The third result
Emotional leadership, as a variant against organizational commitment, showed perceptive influences statistically(F=76.027, p<.01), as authenticated by 16.6% from the poll. organizational commitment showed perceptive influences under the conditions of emotional leadership(F=27.839, p<.01) and married status(F=20.928, p<.01), 6.6% of emotional leadership, or 9.6% in total adding married status, accounted for this job commitment.
The briefs shown from the above results of this study, while adimitting that these statistical data are a little bit in short of description compared with that of other preceding studies and/or researches, revealed that head-nurses' emotional leadership was functioning as a for seen variant, perceptively much influential to job satisfaction and organizational commitment of on-site nurses. In other words, in these days laying much emphasis on personal emotions, this kind of leadership is essential as a means of achieving the target of nursing organization in hospitals and for the purposes of head-nurses' easier and effective operations against nursing units. Therefore, it is needed to develop education programs in such a way for activating emotional leadership to the utmost extent. These courses can make normal nurses indulged in their jobs with full satisfaction, under the control of head nurses, and accordingly, it is more probably expectable for those first-line nurses for 24 hours a day to treat higher level of patient nursing. In this regard, it is very time for medical organizations should pay attentive aids, most of all, administratively and systematically.

목차 (Table of Contents)

• 목차 = ⅰ
• 표 목차 = ⅳ
• 그림목차 = ⅴ
• ABSTRACT = ⅵ
• Ⅰ. 서론 = 1
• 1. 연구의 필요성 = 1
• 2. 연구의 목적 = 4
• 3. 용어 정의 = 5
• 4. 연구의 제한점 = 7
• Ⅱ. 문헌고찰 = 8
• 1. 감성리더십 = 8
• 2. 직무만족 = 12
• 3. 조직몰입 = 16
• Ⅲ. 연구의 개념적 기틀 = 19
• Ⅳ. 연구방법 = 20
• 1. 연구 설계 = 20
• 2. 연구 대상 및 표집 방법 = 20
• 3. 연구 도구 = 21
• 4. 자료수집 방법 및 절차 = 23
• 5. 자료 분석 = 24
• Ⅴ. 연구결과 = 25
• 1. 대상자의 일반적 특성 = 25
• 2. 연구도구의 신뢰도와 타당도 = 28
• 3. 수간호사의 감성리더십과 간호사의 직무만족 및 조직몰입 정도 = 30
• 4. 연구변수간의 상관관계 = 31
• 5. 대상자의 일반적 특성에 따른 직무만족과 조직몰입 차이 = 33
• 6. 병원유형별 수간호사의 감성리더십과 간호사의 직무만족 및 조직몰입 차이 = 37
• 7. 일반적 특성과 수간호사의 감성리더십이 간호사의 직무만족 및 조직몰입에 미치는 영향 = 39
• Ⅵ. 논의 = 41
• Ⅶ. 결론 = 46
• Ⅷ. 연구의 의의 및 제언 = 48
• 참고문헌 = 49
• 부록 설문지 = 54