종합병원 간호사의 직무만족과 이직의도에 관한 연구 : 전담 간호사와 일반병동 간호사와의 비교연구 = A study on Job Satisfaction and Turnover Intention of General Hospital Nurses : A Comparative Study between Physician Assistant and General Unit Nurses

다국어 초록 (Multilingual Abstract)

ABSTRACT

A Study on Job Satisfaction and Turnover Intention of General
Hospital Nurses
- A Comparative Study between Physician Assistant and
General Unit Nurses -

The purposes of this study are to comprehend job satisfaction and
turnover intention of the physician assistant, which are numerically
increasing due to the decrease of the number of resident surgeon,
comparing to those of the general unit nurses, to compare and analyze
the influence factors, and to suggest baseline data for improving working
conditions and human resources management of the nurses.
For this study, structured questionnaires were distributed to 138
general unit nurses and 61 physician assistant working at the superior
general hospital in I-City, agreeing to participate in this study.
Research targets are limited to nurses who have worked for more
than 6 months as clinical nurses. Data collecting period was from Apr. 7
to Apr.15, 2014. Collected data were analyzed by social science statistics
package, SPSS 18.0 program.

The results of this study are summarized as follows:

Firstly, there are differences between general working environments of
the physician assistant and those of the general unit nurses.
Specifically, these differences appear as to working unit, annual salary
level, bonus, vacation availability, duties, education program satisfaction,
and motivation. Due to differences of their roles, lots of disparities appear
in respect of various working environments, which are the cause of the
differences in their job satisfactions.
Secondly, there are differences in job satisfaction between general
unit nurses and physician assistant. These differences appear as to the
factors related to job satisfaction, that is, cooperation, supervision,
self-respect, motivation, duties. In respect of satisfaction for time and
opportunity for conferring with staffs at related units and intimate
interpersonal relations, physician assistant are more satisfied than general
unit nurses. As to supervision factors, recognition of the discrepancy in
opinions with superior staffs, unnecessary supernumerary supervisions,
unreasonable orders, the satisfaction degree of the physician assistant is
lower than that of the general unit nurses. As to self-respect factors,
which are pride for their own duties and decision making, satisfaction
degree of the physician assistant is lower than that of the general unit
nurses. Also as to motivation and satisfaction for duties, satisfaction
degrees of the general unit nurses are higher than those of the
physician assistant.
Thirdly, there are differences in the turnover intention between the
physician assistant and the general unit nurses. Specifically, as to both
intention of moving to another hospitals and that of quitting current job,
the turnover intentions of the general unit nurses are higher than those
of the physician assistant.
Fourthly, considering the influencing relationship between job
satisfaction and turnover intention, factors such as pay, cooperation, and
motivation are influential on turnover intention.
Specifically, salary, cooperation and motivation factors are negatively
influential on turnover intention ; which figures’ order runs as follows:
cooperation(ß = -.346), motivation(ß=-.302), and salary(ß-.059). From this
result, it is apprised that salary factor is influential on turnover intention,
however, its influence is much less than those of cooperation factor and
motivation factor.
This result is attributed to the fact that the hospital’s salary level
where the targeted nurses are working is not low relatively to other
hospitals.
I suggest that, in the middle of the rapid upheaval of the medical
environments, general hospitals should retrieve clinical nurses’ job
satisfaction factors, comprehend their turnover intentions, foster many
nurses’ potentials, and investigate and improve nurses’ job satisfaction
factors periodically.
These efforts, I believe, will contribute to more integrated and high
quality nursing system where both general unit nurses and physician
assistant get more satisfied with their job performances.


Subject Word : general unit nurse, physician assistant,
job satisfaction, turnover intention

국문 초록 (Abstract)

본 연구는 일반병동 간호사와 최근 외과전공의의 감소로 인하여 수적으로 증가하고 있는 전담간호사의 직무만족도와 이직의도를 파악하고 영향요인을 비교·분석하여 이를 근거로 일반병동 간호사와 전담간호사의 근무환경 개선과 인력관리에 도움이 되도록 기초자료를 제공하고자 실시하였다.
본 연구는 I시에 위치한 상급 종합병원에 근무하고 있으며, 연구참여에 동의한 일반병동 간호사 138명과 전담간호사 61명을 대상으로 구조화된 설문지를 이용하여 설문조사를 실시하였다.

본 연구의 결과는 다음과 같다.

첫째, 일반병동 간호사와 전담간호사의 일반적 근무환경에서 차이가 나타났다. 구체적으로 진료부서, 연봉수준, 수당유무, 휴가사용 가능여부, 당직근무 유무, 교육프로그램 만족도, 외부 교육프로그램 참석빈도, 주요업무, 역할갈등 직종, 동기에서 차이가 나타났다. 일반병동 간호사와 전담간호사의 역할에 따른 차이로 인하여, 여러 가지 근무환경에서 차이가 나타났고, 이는 직무만족도 역시 차이가 나타나는 원인으로 파악되었다.
둘째, 일반병동 간호사와 전담간호사의 직무만족에 있어 차이가 나타났다. 직무만족도를 나타내는 요인들인 협력, 감독, 자부심, 동기부여, 업무에 있어 차이가 나타났다. 관련부서와의 직원과 의논할 시간 및 기회에 대한 만족도와, 동료직원들과의 친밀한 대인관계에 있어 전담간호사가 일반병동 간호사보다 더 높은 만족도를 보였다. 감독요인에서는 상급자와의 견해차이, 필요이상의 감독, 부당한 지시에 대한 인식에 있어서 일반병동 간호사보다 전담간호사의 만족도가 낮은 것으로 나타났다. 자부심요인에서는 자신의 업무의 대한 자부심과 결정권한에서 전담간호사의 만족도가 일반병동 간호사보다 낮은 것으로 나타났다. 동기부여 측면에서도 일반병동 간호사의 만족도가 전담간호사보다 더 높게 나타났으며, 업무에 대한 만족도에 있어 일반병동 간호사가 전담간호사보다 높은 만족도를 보였다.
셋째, 이직의도에 있어 전담간호사와 일반병동 간호사의 차이가 나타났다. 구체적으로 다른 병원에서 일해보고 싶은 마음과 종종 병원을 그만두고 싶은 이직의도가 전담간호사보다 일반병동 간호사가 높은 것으로 나타났다. 넷째, 간호사의 직무만족도와 이직의도에 영향관계를 살펴본 결과, 보수, 협력, 동기부여 요인이 이직의도에 영향을 미치는 것으로 나타났다. 구체적으로 보수와 협력, 동기부여 요인은 이직의도에 있어 음(-)의 영향관계에 있으며, 협력’(β=-.346), ‘동기부여’(β=-302), 보수’(β=.-.059) 순으로 영향력이 나타났다. 이러한 결과는 보수의 경우 이직의도에 영향을 미치긴 하지만, 상대적으로 협력과 동기부여요인 보다 이직의도에 있어 덜 영향을 미치는 것으로 볼 수 있는데, 조사대상자들이 근무하는 병원의 보수수준이 다른 병원들의 보수수준에 비하여 크게 낮지 않다는 점이 이러한 결과로 나타난 것으로 보여진다.
급격한 의료환경의 변화 속에서 임상간호사들의 직무만족요인과 불만요인을 추출하고 이직의도를 파악하여 많은 간호사들의 잠재력을 키워주고, 지속적으로 동기부여를 제공하고, 정기적으로 간호사들의 직무만족도 저하요인과 이직의도를 파악하여 개선해 나간다면 일반병동 간호사와 전담간호사 모두 자신의 직무에 만족하며 서로 융화된 모습으로 의료현장에서 수준 높은 간호를 제공할 수 있으리라 생각된다.

주제어 : 일반병동 간호사, 전담간호사, 직무만족도, 이직의도

목차 (Table of Contents)

• 목 차
• 국문초록
• 제 1 장 서론
• 제 1 절 연구의 배경 및 목적····················································1
• 1. 연구의 배경······································································1
• 2. 연구의 목적······································································4
• 제 2 절 연구의 내용 및 방법····················································5
• 1. 연구내용··········································································5
• 2. 연구방법··········································································6
• 제 2 장 이론적 배경 및 선행연구 검토
• 제 1 절 이론적 배경·······························································8
• 1. 전담간호사의 개념과 직무특성················································8
• 2. 일반병동 간호사의 개념과 직무특성········································14
• 3. 직무만족도······································································16
• 4. 이직의도········································································26
• 제 2 절 선행연구 검토·······················································35
• 1. 직무만족 선행연구 ···························································35
• 2. 이직의도 선행연구·····························································39
• 3. 직무만족도와 이직의도와의 관계에 대한 선행연구·······················41
• 제 3 장 연구모형 및 조사설계
• 제 1 절 연구모형 및 가설의 설정·············································44
• 1. 변수의 조작적 정의 ··························································44
• 2. 연구가설 설정 ································································46
• 3. 연구분석틀 ····································································47
• 제 2 절 조사설계 ································································48
• 제 4 장 연구결과
• 제 1 절 기술통계 분석 ··························································49
• 제 2 절 빈도분석··································································52
• 제 3 절 인식도 비교 ····························································68
• 제 4 절 영향관계 분석···························································78
• 1. 측정도구의 타당성 및 신뢰성 검토·········································78
• 2. 다중 회귀분석 결과···························································83
• 제 5 장 결론 및 제언
• 제 1 절 연구결과의 요약························································87
• 제 2 절 분석결과의 함의 및 시사점··········································89
• 제 3 절 제언·······································································92
• 참고문헌
• 설문지
• Abstract