간호업무환경, 리더-구성원 교환관계, 동료의 지지와 조직몰입의 관계
- Alternative Title
- Relationship among Nursing work environment, Leader-member exchange, Peer support and Organizational commitment
- Abstract
- The purpose of this study was to evaluate the relationship among
nursing work environment, leader-member exchange (LMX), peer support,
and organizational commitment. Based on these evaluation, it also provided
basic data for establishing a personal, organizational strategy to improve
organizational commitment.
The 189 nurses from five general hospitals in J province filled up
self-reported questionnaires from April 4 to April 22, 2016. All
respondents had worked for more than 6 months with their head nurse.
Nursing work environment was measured using Korean version of
practice environment scale of the nursing work index developed by Kramer
& Hafner (1989) and revised by Lake (2002) and translated by Cho et al.
(2011). LMX was measured using a questionnaire developed by Liden &
Maslyn (1998) and translated by Kim & Kim (2004). Peer support was
measured using a questionnaire developed by Park (1985) and revised by
Kim (2008). Organizational Commitment was measured using a
questionnaire developed by Porter & Steers (1979) and translated and
revised by Kim (1986).
The data were analyzed with descriptive statistics, t-test, ANOVA,
pearson's correlation coefficients, and multiple regression analysis using
the SPSS WIN 18.0 program.
The results of this study were as follows:
1. The mean score of nursing work environment was 2.20 from a 4 point
scale. Among sub-factors of nursing work environment, 'nursing
foundation for quality of care' was the highest followed by 'collegial
nurse-physician relations', 'staffing and resource adequacy', 'nurse
participation in hospital affairs', and 'nurse manager ability, leadership
and support of nurses'. The mean score of LMX was 3.51 from a 5 point
scale. Among sub-factors of LMX, 'professional respect' was the highest
followed by 'affect', 'loyalty', 'contribution'. The mean score of peer
support was 3.33 from a 5 point scale. Among sub-factors of peer
support, 'informative support' was the highest followed by 'emotional
support', 'evaluative support', 'material support'. The mean score of
organizational commitment was 2.84 from a 5 point scale.
2. As for nursing work environment, there were significant differences
according to experience of turnover(t=-2.58, p=.010). As for LMX, there
were significant differences according to department(F=3.81, p=.011).
3. Organizational commitment was significantly related to nursing work
environment(r= .33, p< .001), LMX(r= .15, p= .032) and peer support(r=
.18, p= .012).
4. Factors influencing nurses' turnover intention were confirmed as
nursing work environment(F=5.68, p< .001).
In conclusion, nurses perceived negatively about the nursing work
environment, and it also influenced organizational commitment of nurses.
Therefore, more systemic support is needed to improve nursing work environments
- Author(s)
- 김진희
- Issued Date
- 2016
- Awarded Date
- 2016. 8
- Type
- Dissertation
- URI
- http://dcoll.jejunu.ac.kr/jsp/common/DcLoOrgPer.jsp?sItemId=000000007683
- Alternative Author(s)
- Kim, Jinhee
- Department
- 대학원 간호학과
- Advisor
- 김민영
- Table Of Contents
- Ⅰ. 서론 1
1. 연구의 필요성 1
2. 연구의 목적 4
3. 용어의 정의 4
Ⅱ. 연구 방법 7
1. 연구 설계 7
2. 연구 대상 7
3. 연구 도구 8
4. 자료 수집 및 분석방법 11
5. 연구의 윤리적 고려 12
Ⅲ. 연구결과 13
1. 대상자의 일반적 특성과 직무특성 13
2. 간호업무환경, 리더-구성원 교환관계, 동료의 지지, 조직몰입 정도 15
3. 일반적 특성 및 직무관련 특성에 따른 간호업무환경, 리더-구성원 교환관계, 동료의 지지, 조직몰입 17
4. 간호업무환경, 리더-구성원 교환관계, 동료의 지지, 조직몰입의 상관관계 20
5. 간호사의 조직몰입에 영향을 미치는 요인 22
Ⅳ. 논의 23
Ⅴ. 결론 및 제언 30
참고문헌 33
Abstract 45
부 록 48
- Degree
- Master
- Publisher
- 제주대학교 대학원
- Citation
- 김진희. (2016). 간호업무환경, 리더-구성원 교환관계, 동료의 지지와 조직몰입의 관계
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