육아휴직 후 복직한 간호사의 상사부하교환관계가 직장가정갈등에 미치는 영향 : 직무스트레스 매개효과를 중심으로 = Effects of Leader-Member Exchange of Nurses who Return to Work after Parental Leave on Conflict between Work and Family: Focus on the Mediating Effects of Job Stress

다국어 초록 (Multilingual Abstract)

Purpose: This study was done to analyze effects of leader-member exchange as perceived by nurses who returned to work after parental leave: conflict between work and family via job stress. Methods: A cross-sectional study design was adopted and data were collected from 140 nurses. Collected data were analyzed using the SPSS 23.0 program (descriptive statistics, t-test, ANOVA, Pearson correlation, and regression analysis). Results: Mean scores were 3.44±0.64 out of 5 for leader-member exchange, 3.45±0.59 out of 5 for job stress, and 2.82±0.80 out of 5 for conflict between work and family. The leader-member exchange had negative correlations with job stress (r=-.31, p=.003) and conflict between work and family (r=-.36, p<.001). The leader-member exchange had direct impacts on conflict between work and family (β=-.26, p=.002) and indirect via job stress (β=.35, p<.001). Job stress had partial mediating effects on relations between leader-member exchange and conflict between work and family (Z=-3.00, p<.001). The leader-member exchange and job stress explained 41% of the conflict between work and family. Conclusion: The findings from this study indicate that active human resource management policies should be established in order to increase the leader-member exchange.

국문 초록 (Abstract)

목적: 본 연구는 육아휴직 후 직장으로 복직한 간호사가 직장가정갈등으로 인식한 상사부하교환관계의 영향을 직무 스트레스를 매개로 분석하기 위해 수행되었다. 방법: 단면연구설계가 적용되었고 140명의 간호사로부터 데이터가 수집되었다. 수집된 데이터는 SPSS 23.0 프로그램으로 기술통계, t- ​​검정, 분산 분석, 피어슨 상관 및 회귀분석을 사용하여 분석되었다. 결과: 상사부하교환관계의 경우 평균 점수는 5점 만점에 3.44±0.64, 직무스트레스는 5점 만점에 3.45±0.59, 직장가정갈등은 5점 만점에 2.82±0.80점이었다. 상사부하교환은 직무스트레스 (r=-.31, p=.003) 및 직장가정갈등 (r=-.36, p <.001)과 음의 상관관계이었다. 상사부하교환관계는 직장가정갈등 (β=-.26, p=.002)에 직접적인 영향을 미쳤고, 직무스트레스(β=.35, p<.001)에 간접적인 영향을 미쳤다. 직무스트레스는 상사부하교환관계와 직장가정갈등에 부분적인 매개 영향을 미쳤다 (Z=-3.00, p<.001). 상사부하교환관계 및 직무 스트레스는 직장가정갈등의 41%를 설명하였다. 결론: 본 연구의 결과는 상사부하교환관계를 향상시키기 위해 적극적인 인적자원 관리 정책을 수립해야 함을 나타낸다.

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