신규간호사의 리더-구성원 교환관계, 업무스트레스 및 회복탄력성이 직무만족도에 미치는 영향 = The Effect of Leader-Member Exchange, Work Stress, Resilience on Job Satisfaction of New Nurses

다국어 초록 (Multilingual Abstract)

Abstract

The Effect of Leader-Member Exchange, Work Stress, Resilience on Job Satisfaction of New Nurses


Shin Su Bi
(Advisor: Prof. Sang Hee Kim Ph.D., RN.)
Department of Nursing
Graduate School, Inje University



Purpose: The purpose of this study is to provide basic data on the development of interventions that can increase the job satisfaction of new nurses by checking the degree of leader-member exchange, work stress, resilience, and job satisfaction for new nurses and grasping the effects of these variables on job satisfaction.

Method: The data collection period is from July 2 to September 29, 2021, and the data collection was conducted using a structured questionnaire. The subjects of the study were 125 nurses who understood the purpose of the study and agreed to the survey, who are working at two university hospital in B metropolitan city and have less than one year of working period. The collected data were analyzed using the SPSS window 25.0 program using real numbers and percentages, mean and standard deviation, independent t-test and one-way ANOVA, Scheffé test, Pearson′s correlation coefficients, and multiple linear regression.
Results: The results of the study are as follows:
1. The most frequently observed general characteristics of subjects were as follows: 96.0% (120 nurses) were female, 4% (5 nurses) were male, 74.4% (94 nurses) were under 24 years of age, 69.2% (99 nurses) did not follow a religion, 79.2% (99 nurses) had a bachelor level education, 51.2% (64 nurses) of 7 months or less, and 50.4% (63 nurses) of “ No” of family cohabitation and 36.0% (45 nureses) was in the work surgery department. As for the placement of the desired department, 54.4% (68 nurses) of “No” and 94.4% (118 nurses) of “Yes” of the joining the company at the same time. The experience of moving departments was 93.6% (117 nurses) of “No”, and 48.8% (61 nurses) of relationship staisfaction with preceptor. The average working period was 6.82±3.13 months.

2. The leader-member exchange averaged 3.48±0.42 out of a total of 4, work stress averaged 2.30±0.50 out of 4, resilience averaged 3.44±0.48 out of 5, and job satisfaction averaged 3.26±0.36 out of a total of 5.

3. Job satisfaction according to the general characteristics of the subject is satisfaction with the exchange relationship with preceptor (F=16.17, p<.001). There was a statistically significant difference.

4. Leader-member exchange and job satisfaction (r=.44, p<.001), resilience and job satisfaction (r=.51, p<.001) had a positive correlation. Work stress and job satisfaction (r=-.44, p<.001) had a negative correlation.


5. Significant factors influencing job satisfaction were preceptor and relationship satisfaction, work stress, and resilience, indicating significant regression coefficients, and overall explanatory power was 49.8%.

Conclusion: In summarizing the results of this study, it was found that the higher the leader-member exchange and the new nurse of the new nurse, the lower the work stress, and the higher the resilience, the higher the job satisfaction. In order to improve the job satisfaction of new nurses, it is necessary to assess the leader-member exchange and resilience, to reduce work stress, as well as to promote resilience and exchange with the preceptor.

국문 초록 (Abstract)

국문초록

신규간호사의 리더-구성원 교환관계, 업무스트레스 및 회복탄력성이 직무만족도에 미치는 영향


신 수 비
(중환자전문간호 전공)
(지도교수: 김상희)
간호학과
인제대학교 대학원



목적: 본 연구의 목적은 신규간호사를 대상으로 리더-구성원 교환관계, 업무스트레스, 회복탄력성 및 직무만족도의 정도를 확인하고, 이들 변수가 직무만족도에 미치는 영향 요인을 파악함으로써 신규간호사의 직무만족도를 높일 수 있는 중재 프로그램 개발에 대한 기초 자료를 제공하고자 함이다.

방법: 연구 설계는 서술적 조사 연구이다. 자료 수집 기간은 2021년 7월 2일부터 9월 29일까지이고, 구조화된 설문지를 이용하여 자료를 수집하였다. 연구 대상은 B광역시 소재 2개의 대학병원에 재직 중이며 근무 기간이 만 1년 미만인 간호사이며, 연구의 목적을 이해하고 설문에 동의한 125명으로 하였다. 수집된 자료는 SPSS window 25.0 program을 사용하여 실수와 백분율, 평균과 표준편차, one-way ANOVA, independent t-test, Scheffé test, multiple linear regression, Pearson′s correlation coefficients을 이용하여 분석하였다.


결과: 연구의 결과는 다음과 같다.
1. 대상자의 일반적 특성 중 여자가 96.0%(120명)로 대부분이었고, 연령은 23세 이하가 74.4%(93명)로 가장 많았으며, 종교는 없는 경우가 69.2%(99명)였다. 학력은 대학교를 졸업한 대상자가 79.2%(99명), 가족과 함께 동거하는 대상자는 50.4%(63명)이었고, 근무하고 있는 부서는 외과병동 36.0%(45명), 내과병동 32.0%(40명), 중환자실 18.4%(23명), 수술실 12.8%(16명), 응급실 0.8%(1명)의 순이었다. 희망한 부서에 배치받지 않은 대상자가 54.4%(68명), 현재 근무하고 있는 부서에 동기간호사가 있는 대상자가 94.4%(118명)이었다. 부서이동을 해 본적 없는 대상사가 93.6%(117명), 프리셉터와의 관계를 만족하는 대상자는 48.8%(61명)이었다. 근무기간은 평균 6.82±3.13개월이었으며, 7개월 미만 51.2%(64명)이었다.

2. 대상자의 리더-구성원 교환관계는 총 4점 만점에 평균 3.48±0.42점이었고, 업무스트레스는 총 4점 만점에 평균 2.30±0.50점, 회복탄력성은 총 5점 만점에 평균 3.44±0.48점, 직무만족도는 총 5점 만점에 평균 3.26±0.36점이었다.

3. 대상자의 일반적 특성에 따른 직무만족도 정도의 차이는 프리셉터와의 관계 만족 정도에 따라 유의한 차이가 있었다(F=16.17, p<.001).

4. 대상자의 직무만족도는 리더-구성원 교환관계(r=.44, p<.001), 회복탄력성(r=.51, p<.001)과 양의 상관관계가 있었고, 업무스트레스(r=-.44, p<.001)와 음의 상관관계가 있었다. 회복탄력성은 리더-구성원 교환관계(r=.25, p=.005)와 양의 상관관계가 있었고, 업무스트레스(r=-18, p=.041)와 음의 상관관계가 있었다.
5. 대상자의 직무만족도에 유의한 영향을 미치는 요인은 프리셉터와의 관계 만족(β=.31, p=.013), 업무스트레스(β=-.34, p<.001), 회복탄력성(β=.34, p<.001)으로 나타났으며, 전체 설명력은 49.8%이었다(F=25.63, p<.001).

결론: 본 연구의 결과를 종합해 볼 때, 신규간호사와 프리셉터의 관계 만족이 높을수록, 업무스트레스가 낮을수록, 회복탄력성이 높을수록 신규간호사의 직무만족도가 높아지는 것으로 나타났다. 따라서 신규간호사의 직무만족도를 향상시키기 위해 프리셉터와 간담회 같은 상호작용을 활발하게 할 수 있는 프로그램을 마련하고, 업무 중 발생하는 업무스트레스 요인을 잘 파악하여 효과적으로 중재하는 방안을 모색해야한다고 생각한다. 또한 신규간호사의 회복탄력성을 증진시키기 위한 중재 프로그램 개발과 반복 연구가 필요할 것으로 생각된다.

목차 (Table of Contents)

• 목 차
• 표목차(List of Tables)
• 국문초록 ·································································ⅰ
• Abstract ·································································ⅳ
• Ⅰ. 서론 ··································································1
• 가. 연구 필요성 ······················································1
• 나. 연구 목적 ·······················································3
• 다. 용어 정의 ·······················································4
• Ⅱ. 문헌고찰 ·····································································6
• 가. 신규간호사의 직무만족도 ··············································6
• 나. 직무만족도 영향 요인····················································7
• 1) 리더-구성원 교환관계 ·················································7
• 2) 업무스트레스 ···························································9
• 3) 회복탄력성 ····························································11
• Ⅲ. 연구 방법 ···································································13
• 가. 연구 설계 ·······························································13
• 나. 연구 대상 ·······························································13
• 다. 연구 도구 ·······························································14
• 라. 자료 수집 방법 ························································16
• 마. 윤리적 고려 ····························································16
• 바. 자료 분석 방법 ························································17
• Ⅳ. 연구 결과 ···································································19
• 가. 대상자의 일반적 특성 ··················································19
• 나. 대상자의 리더-구성원 교환관계, 업무스트레스, 회복탄력성,
• 직무만족도 정도 ························································21
• 다. 대상자의 일반적 특성에 따른 직무만족도 차이 ····················23
• 라. 대상자의 리더-구성원 교환관계, 업무스트레스, 회복탄력성,
• 직무만족도 상관관계 ···················································25
• 마. 대상자의 직무만족도에 영향을 미치는 요인 ·······················27
• Ⅴ. 논의 ··········································································29
• Ⅵ. 결론 및 제언 ·······························································35
• 가. 결론 ·····································································35
• 나. 제언 ·····································································36
• 참고문헌 ··········································································37
• 부록 ···············································································50
• 감사의 글 ··········································································65