간호업무 수행에 대한 자가 및 상급자 평가가 직무 모티베이션과 간호업무 성과에 미치는 영향 = The Effect of Self and Superior Appraisal on The Job Motivation and Job Performance of Nursing Practice

다국어 초록 (Multilingual Abstract)

The purpose of study is to examine the effect of the self and superior appraisal on the job motivation and performance of nursing practice.
These subjects were divided into two groups by randomization, group is assigned by self-appraisal and superior appraisal group as the following steps.
In the self-appraisal group (1) job motivation was measured before evaluating job performance, (2) self-appraisal on job performance (3) job motivation measured (4) self-appraisal on job performance after three months. In the superior appraisal group (1) job motivation was measured before evaluating job performance (2) superior appraisal on job performance (3) job motivation measured (4) superior appraisal on job performance after three months.
The subjects were 185 staff nurses with under five-year work experience at 40 nursing units under the similar work condition university hospital in Seoul.
The data were collected from these nurses from January 15 1998 to April 9 1998.
for the motivation measurement, the Yang (1995)'s tool was used and for job performance measurement, Lee(1983)'s tool was used.
The collected data were analyzed by t-test, Cronbach's α, ANCOVA and pearson correlation.
The corresponding results are as follows:
1. The significant difference of job motivation were observed in self-appraisal and superior appraisal on job performance after evaluating(t=10.15, p=0.0000).
The mean score of motivation in self appraisal was 74.7, however, after evaluation the mean score was increased to 94.7.
The mean score in superior appraisal was 77.0 before evaluating, and decreased to 75.6 after evaluating.
2. The significant difference of appraisal score were observed in self-appraisal and superior appraisal group on job performance(F=288.13, p=0.000).
In the motivation score, the mean score of self-appraisal was increased from 159.9 before evaluating to 176.5 after evaluating, Also the mean score of superior appraisal was 148.9 before evaluating and 140.1 after evaluating.
3. The correlating in self-appraisal group(r=0.28, p=0.007) between job evaluating score and job motivating after evaluation was greater than superior appraisal group(r=-0.03, p=0.784).
With summarization of the study, the result is concluded that self-appraisal leads superiority in job performance than superior appraisal.
Thus self-appraisal prompts job performance with maximum productivity, and conducting the objection to perform natural features of organization where competent person has better credit.
On the basis of the result of this study, the recommendations are as follows:
1. The long-term longitudinal study is necessary to observe the motivation affecting the job performance in self-appraisal group.
2. The study is necessary to analyze the effect of responsibility, achievement, and recognition in motivation.
3. Further study on self-appraisal in various group are necessary.