병원간호사의 세대 간 전문직 자부심과 조직몰입 : 개인주의-집단주의 성향의 매개효과를 중심으로 = Effects of Generation on Professional Pride and Organizational Commitment Among Hospital Nurses : Focused on the mediation effects of Individualism-Collectivism tendency

국문 초록 (Abstract)

연구목적: 본 연구의 목적은 병원에 근무하는 간호사들의 개인주의-집단주의 성
향을 매개로 세대에 따라 전문직 자부심과 조직몰입에 영향을 미치는 매개효과에
대한 영향을 확인하기 위함이다.
연구방법: 연구대상자는 병ㆍ의원, 종합병원, 상급종합병원에서 근무하고 있는
간호사로 하였으며, 본 연구의 목적과 방법을 이해하고 자발적으로 연구 참여에 동
의한 자를 대상으로 하였다. 자료수집은 2022년 3월 31일부터 2022년 5월 1일까지
이루어졌다. 설문에 응답한 대상자 164명 중 1명을 제외하고 163명의 자료를 최종
분석대상으로 하였다. 연구도구는 Triandis와 Gelfand (1998)가 개발하고 Hwang과
Choi 그리고 Kim (2005)이 수정한 개인주의 성향 측정도구 총 8문항, 집단주의 성
향 측정도구 총 8문항과 Jeon과 Lee 그리고 Kim (2020)이 개발한 간호 전문직 자
부심 측정도구 총 27문항, Mowday과 Porter 그리고 Steers (1979)의 OCQ(Organizational
Commitment Questionnaire)를 병원간호사의 상황에 맞게 수정 보완한 조직
몰입 측정도구 총 15문항을 사용하였다. 자료분석은 IBM SPSS Statistics 25 프로그
램을 이용하였으며, 기술통계와 t-test, ANOVA로 분석 후 Scheffé test로 사후검정을 하였다. Pearson’s Correlation Coefficient로 분석과 매개효과를 확인하기 위하여
SPSS의 Process Macro Model 4를 이용하여 분석하였다.
연구결과: 개인주의 성향은 세대에 따라 유의한 차이를 보이지 않았다(F=1.60,
p=.21). 집단주의 성향은 세대에 따라 유의한 차이를 보였고(F=3.69, p=.03), 전문
직 자부심도 세대에 따라 유의한 차이를 보였다(F=21.60, p<.001). 조직몰입 또한
세대에 따라 유의한 차이를 보였다(F=17.15, p <.001). 개인주의 성향은 집단주의
성향(r=.19, p=.02)과 전문직 자부심(r=.18, p =.02)과 유의한 양의 상관관계가 있었
고, 집단주의 성향은 전문직 자부심(r=.37, p<.001)과 조직몰입(r=.31, p .<.001)과
높은 양의 상관관계가 있었다. 전문직 자부심 또한 조직몰입(r=.71, p<.001)과 높
은 양의 상관관계가 있었으나, 개인주의 성향과 조직몰입은 상관관계가 없었다
(r=.07, p=.36). X-세대에서 개인주의 성향과 집단주의 성향(r=.33, p =.04)은 유의
한 양의 상관관계가 있었고, 집단주의 성향은 조직몰입(r=.37, p=.02)과 유의한 양
의 상관관계가 있었다. 전문직 자부심 또한 조직몰입(r=.85, p<.001.)과 높은 양의
상관관계가 있었다. 그러나 개인주의 성향은 전문직 자부심(r=-.02, p =.89)과 조직
몰입(r=-.14, p=.40)에 상관관계가 없었고, 집단주의 성향은 전문직 자부심(r=.32,
p=.06)에 상관관계가 없었다. Y-세대에서 개인주의 성향과 집단주의 성향(r=.34,
p=.02)은 유의한 양의 상관관계가 있었고, 집단주의 성향은 전문직 자부심(r=.55,
p<.001)과 높은 상관관계를, 조직몰입(r=.31, p =.03)과 유의한 양의 상관관계가 있
었다. 그리고 전문직 자부심은 조직몰입(r=.61, p<.001.)과 높은 양의 상관관계가
있었다. 그러나 개인주의 성향은 전문직 자부심(r=.11, p =.45)과 조직몰입(r=-.05,
p=.76)에 상관관계가 없었다. Z-세대에서 개인주의 성향은 전문직 자부심(r=.42,
p<.001)과 높은 상관관계가 있었고, 조직몰입(r=.28, p=.01)과 유의한 양의 상관관
계가 있었다. 또한 전문직 자부심은 조직몰입(r=.54, p<.001)과 높은 상관관계가있었다. 그러나 개인주의 성향은 집단주의 성향(r=.02, p =.90)과 상관관계가 없었
고, 집단주의 성향은 전문직 자부심(r=.14, p=.24)과 조직몰입(r=.16, p =.16)에 상관
관계가 없었다. 세대에 따른 전문직 자부심에 개인주의 성향의 매개효과가 성립되
지 않았다(B=.10, t=1.25, p =.21). 반면에 세대에 따른 전문직 자부심에 집단주의
성향의 매개효과는 성립하였다. 간접효과 검증결과 Effect가 .06으로 간접효과의 크
기를 나타냈고, 간접효과의 95% 신뢰구간에서 0을 포함하고 있지 않기 때문에 유
의하였다. 세대에 따른 조직몰입에 개인주의 성향의 매개효과가 성립되지 않았다
(B=.10, t=1.25, p =.21). 반면에 세대에 따른 조직몰입에 집단주의 성향의 매개효과
는 성립하였다. 간접효과 검증결과 Effect가 .05로 간접효과의 크기를 나타냈고, 간
접효과의 95% 신뢰구간에서 0을 포함하고 있지 않기 때문에 유의하였다.
결론 및 제언: 이에 본 연구의 결과를 바탕으로 다음과 같은 제언을 하고자
한다. 첫째, 본 연구는 일부 지역 병원의 간호사들을 대상으로 연구하였으므로 연
구 결과를 일반화하기 위해 다양한 지역에서 확대된 반복 연구를 제언한다. 둘째,
병원간호사들의 전문직 자부심에 관한 현행 연구들이 많지 않아 전문직 자부심과
관련된 영향 요인을 확인하기 위한 다양한 후속 연구를 제언한다. 셋째, 병원의 세
대별 간호사들을 대상으로 한 전문직 자부심과 조직몰입을 향상시킬 수 있는 교육
요구도 조사를 통한 교육 프로그램의 전략과 수행, 지속적인 평가가 필요하다. 넷
째, 간호조직 내에 병원간호사들의 집단주의 문화 형성을 위한 중재 개발 및 적용
과 효과를 검증하는 연구를 제언한다.

목차 (Table of Contents)

• Ⅰ. 서 론 ··································································································1
• 1. 연구의 필요성 ··································································································1
• 2. 연구목적 ···········································································································5
• 3. 용어 정의 ·········································································································6
• Ⅱ. 이론적 배경 ·······················································································9
• 1. 세대 간 특성 ···································································································9
• 2. 병원간호사의 개인주의-집단주의 성향 ·························································12
• 3. 병원간호사의 전문직 자부심과 조직몰입 ····················································14
• 4. 병원간호사의 세대 간 개인주의-집단주의 성향, 전문직관,
• 전문직 자아개념, 조직몰입과의 관계 ··························································17
• Ⅲ. 개념적 기틀 ·····················································································20
• Ⅳ. 연구방법 ···························································································23
• 1. 연구설계 ·········································································································23
• 2. 연구가설 ·········································································································23
• 3. 연구대상자 ······································································································24
• 4. 연구도구 ·········································································································24
• 5. 자료수집방법 ··································································································26
• 6. 자료분석방법 ··································································································26
• 7. 윤리적 고려 ····································································································27
• Ⅴ. 연구결과 ···························································································28
• 1. 대상자의 일반적 특성 ···················································································28
• 2. 대상자의 개인주의 성향, 집단주의 성향, 전문직 자부심,
• 조직몰입 정도 ································································································31
• 3. 대상자의 일반적 특성에 따른 개인주의 성향, 집단주의 성향,
• 전문직 자부심, 조직몰입의 차이 ································································32
• 4. 병원간호사의 세대 간 개인주의 성향, 집단주의 성향, 전문직 자부심,
• 조직몰입 ·········································································································37
• 5. 병원간호사의 개인주의 성향, 집단주의 성향, 전문직 자부심,
• 조직몰입의 상관관계 ·····················································································38
• 6. 세대에 따른 전문직 자부심에 개인주의-집단주의 성향의 매개효과 ·········42
• 7. 세대에 따른 조직몰입에 개인주의-집단주의 성향의 매개효과 ··················45
• Ⅵ. 논 의 ································································································48
• Ⅶ. 결론 및 제언 ···················································································54
• 참고문헌 ··································································································58
• 부 록 ·································································································71
• Abstract ···································································································78