병원 간호조직의 인사고과 운영과 개선에 관한 연구

다국어 초록 (Multilingual Abstract)

The purpose of this study was to make the basic data for the managing and
improving the nurse's performance appraisal, and also to get the useful data for changing
to the future development-oriented performance appraisal and making the plans for the
effective and comprehensive personnel organization in the general hospital's nurse
organization. The data were collected by self-rating questionnaires to total 513 nurses,
which consisted of 36 appraiser of head nurses and 477 nurses of employee, from March
10 to March 30, 2003. The study questionnaire was made by total 35 items in which 6
items about the general characteristics of the involving nurses, and 21 items for the
management and 8 items for the improvement of the performance appraisal that originally
developed by Young-Hee Kwon(1999) and partially modified and added by author.
Statistical analysis was performed using SPSS/PC+ program(Version 10.0); frequency,
percentage, mean and standard deviation, t-test, and x2-test were calculated. A P value
of 0.05 or less was considered significant.
The results were as follows:
1. Realities of the Management System on the Nurse's Performance Appraisal in
Target Hospital
Most of subjects understood the important object of performance appraisal as the
basic data for the promotion to better position in the hospital. The degree of satisfaction
about the results of performance appraisal as for the agreement and fairness was significantly
higher in appraisors than employees. For the management of the performance
appraisal, the education or training was insufficient in appraisors, the method of data
collection was direct, indirect observation way and the most frequent rate of necessary
time for evaluation was under 10 minutes, and the most frequent error of performance
appraisal was appeared in the years of work. The lack of understanding for the items,
frequency and opportunity of the performance appraisal was presented in employees. Also,
the information about the performance appraisal from the department of nurse was lacked
and the interview with head nurse during the evaluation was insufficient in employees.
2. Ideas for The Improvement of System of The Performance Appraisal
The most high frequency opinion about the useful application of the performance
appraisal results was that it should be used as a basic data for the promotion of position
and self-development of the abilities in appraisors, and used for self-development of
abilities and motivation of individuals in employees. The ideal method of performance
appraisal was responded as that head nurses and their colleague should be reevaluated
by chief of department of nurse in appraisors, while the data from head nurse and
colleague should be added up by chief administrator in employees. The adequate
frequency of evaluation was responded as 2 times a year in both groups. As for providing
the information before evaluation, the rate of agreement was high in both groups. The
method of interview by individual contact was responded similarly as necessary or
unnecessary in appraisors, while responded as necessary in employees.
As the results of this study, the problems of current system of the performance
appraisal were: first, the lack of education and training about the performance appraisal;
second, the lack of providing information previously to employees and lack of way of
participation into the evaluation by employees; third, lack of mutual understanding of the
system of performance appraisal by both appraisors and employees. For the improvement
of above problems, the author suggested that it should make the more effective system
of performance appraisal by education and training of appraisors, increasing the interpersonal
understanding between appraisors and employees by showing the results of
evaluation, and increasing motivation to improve and develop the nurse's abilities of duty
performance.

목차 (Table of Contents)

• Ⅰ. 서론 2
• 1. 연구의 필요성 2
• 2. 연구의 목적 3
• 3. 용어의 정의 3
• 가. 인사고과제도 3
• 나. 고과자와 피고과자 4
• Ⅱ. 문헌 고찰 4
• 1. 병원 간호조직의 인사고과제도 4
• 가. 인사고과의 의의와 필요성 4
• 나. 인사고과의 방법 5
• 다. 인사고과제도의 문제와 개선 5
• 2. 병원 간호조직의 인사고과에 대한 선행 연구 6
• Ⅲ. 연구 방법 8
• 1. 연구설계 8
• 2. 연구대상 8
• 3. 연구도구 8
• 가. 인사고과 운영에 대한 측정 8
• 나. 인사고과제도 개선에 대한 측정 8
• 4. 자료수집 방법 8
• 5. 자료분석 방법 8
• Ⅳ. 연구 결과 9
• 1. 대상자의 일반적인 특성 9
• 2. 병원 간호조직의 인사고과제도 운영 실태 10
• 가. 간호사 인사고과의 목적 10
• 나. 인사고과의 활용， 제도의 만족도 및 공정성 10
• 다. 인사고과에 대한 고과자의 경험 11
• 1) 고과자의 인사고과 운영 경험 11
• 2) 고과자의 인사고과 오류의 내용 11
• 라. 인사고과에 대한 피고과자의 경험 12
• 3. 인사고과 제도 개선에 대한 의견 13
• 가. 인사고과의 바람직한 활용 의견 13
• 나. 인사고과의 참여와 방법 개선 14
• 1) 피고과자의 인사고과 참여 14
• 2) 인사고과의 사전정보 제공에 대한 의견 14
• 3) 피고과자와의 개별면담 14
• 4) 이상적인 인사고과방법과 횟수 14
• Ⅴ. 논 의 15
• 1. 병원 간호조직의 인사고과 운영 실태에 대한 논의 15
• 2. 인사고과 제도 개선 의견에 대한 논의 17
• Ⅵ. 결론 및 제언 18
• 1. 결론 18
• 가. 병원 간호조직의 인사고과제도 운영 실태 18
• 나. 인사고과 제도 개선에 대한 의견 19
• 2. 제언 19