간호사의 이직의도와 직무몰입에 미치는 영향요인에 관한 연구

A Study on Factors Affecting the Turnover Intention and Job Involvement of Nurses

오늘날 다른 어느 조직보다 복잡한 병원 조직을 구성하는 다양한 인력 중에서 간호사는 의사와 더불어 환자치료에 중추적인 역할을 하는 전문 인력이다. 최근에 각 병원마다 간호사의 이직률이 두드러지게 높아지고 있어 간호 인력을 보충하는데 어려움이 있고, 간호 인력의 공급이 충분하지 못하기 때문에 대부분의 병원은 간호사 확보에 어려움을 겪고 있다. 따라서 이러한 문제의식과 연구의 필요성하에 현재 근무중인 간호사들의 직무몰입과 이직에 대한 연구의 필요성이 강조되고 있다. 연구결과 간호사의 직무에서 과업이 중요하고, 기술이 다양할수록 직무에 몰입하고, 또한 역할이 과다하면 직무몰입을 하지 않는 것으로, 자기효능감이 강할수록 직무에 몰입하는 것으로 나타났다. 또한 간호사의 맡은바 역할이 과다할수록 이직의도가 높아지고 자기효능감이 강할수록 강한 이직의도를 가지며 직무에 몰입할수록 이직의도를 가지지 않는 것으로 나타났다. 이러한 결과를 토대로 효율적인 간호인력관리를 위한 정책적 기초자료를 제공할 수 있다.

It seems that the maintenance of human resources may be one of the most important function in the medical system, and the competitive power of a hospital depends on the management of nursing human power. Nurses occupy the highest percentage of human power in a medical industry. They also play an important role in hygienic medical service. Because of increasing demand for nursing care, the importance of all-round nursing is being emphasized. However, the rate of nurses" turnover is rising up with various reasons, so, the degree of expertness and the quality nursing service are being endangered. The purpose of this study was to analyze the factors which directly effect clinical nurses" turnover intension in general hospital, and to provide some basic data to decrease nurses" turnover intension. To achieve the purpose of this study, many previous researches were studied for the theoretical background. As a field study, the nurses of S general hospital in Masan were surveyed with questionnaire to find out their job commitment and the turnover intension. Data wad collected from April 14 to April 18. 2007. The result of this study was as follows: First, in the analysis of general trait and turnover intension, turnover intention was not affected by all individual variables. Second, in the analysis of job characteristics and turnover intension, job characteristics have nothing to do with turnover intention. Third, in the analysis of role characteristics and turnover intension, the overloaded work affected turnover intention. Fourth, in the analysis of self-efficacy and turnover intension, self-efficacy has positive effect in the level of .10. Fifth, in the analysis of job commitment and turnover intension, job commitment has negative effect. In conclusion, the predictive factors on turnover intension were the workload, the self-efficacy, and the job commitment. When the workload and the self-effectiveness is high and the job commitment is low, the intention of turnover goes high. Unlike the previous researches, the turnover intension is studied multi-dimensionally and systematically in this study. This approach is the contribution to the study of the turnover intension.