요양병원 간호사의 의사소통 능력, 직무스트레스가 이직의도에 미치는 영향 : 감성지능 조절효과 중심으로 The Effect of Communication Competency and Job Stress of Long Term Care Hospital Nurses on Turnover Intention: focused on Control Effect of Emotional Intelligence원문보기
This is a descriptive study in order to examine the effect of communication competency and job stress of nurses working in long term care hospitals on turnover intention and to verify the effect of emotional intelligence control on the relationship among communication competency, job ...
This is a descriptive study in order to examine the effect of communication competency and job stress of nurses working in long term care hospitals on turnover intention and to verify the effect of emotional intelligence control on the relationship among communication competency, job stress and turnover intention. The questionnaires were distributed to 240 nurses working in 13 long term care hospitals in B city and G city and the structured questionnaires were completed respectively by them and collected from February 1 to February 28, 2018. As research tools, the turnover intention scale invented by Mobley (1982) and suitably revised for hospital circumstances and nurses by Mi Ran Kim(2007) was used to examine turnover intention and WLEIS(Wong and Law Emotional Intelligence Scale) developed by Wong & Law and translated by Hyun Woo Jung(2007) was used to examine emotional intelligence. For examination of communication competency, GICC(Global Interpersonal Communication Competency Scale) revised and complemented by Heo Kyung Ho(2003) who added 7 concepts to 8 interpersonal communication competency concepts of Rubin(1991). To measure job stress, the research tool of general nurses’ job stress measurement developed by Kim Mae Ja and Gu Mi Ok(1984) and revised and complemented suitable for long term care hospital nurses by Park Young Ok(2009) was used. The descriptive statistic analysis, t-test, ANOVA, Scheffé test, Pearson's correlation coefficients and Stepwise Multiple Regression Analysis were carried out for data analysis using IBM SPSS WIN 20.0 program and the analysis of control effect was made by using Hierarchical Multiple Regression Analysis. The verification of reliability was made with Cronbach's α coefficient. The study results are as follows: The turnover intention was mean 3.14±.728 out of 5 and job stress was mean 3.38±.522 out of 5. The communication competency was mean 3.58±.464 out of 5 and emotional intelligence was mean 4.77±.749 out of 7 In the emotional intelligence scores, self emotion understanding was mean 5.10±.846, others emotion understanding was mean 4.83±.824, emotion control was mean 4.32±.900점, and emotion utility was mean 4.83±.963. The turnover intention was positively correlated with job stress(r=.28, p<.001). The communication competency was positively correlated with emotional intelligence(r=.68, p<.001), self emotion understanding (r=.60, p<.001), others emotion understanding(r=.68, p<.001), emotion control(r=.46, p<.001) and emotion utility(r=.57, p<.001). The job stress was positively correlated with emotion control(r=.15, p=.018). The factors which had effect on turnover intention were pay satisfaction, job stress and age. These factors could explain turnover intention at 20.1%(F=19.748, p<.001). It showed that emotional intelligence could not control the relationship among communication competency(β=-.096, p=.116), job stress(β=.030, p=.617) and turnover intention. In the conclusion, communication competency of long term hospital nurses had positive correlation with emotional intelligence and job stress had positive correlation with turnover intention and emotion control. Pay satisfaction had highest effect on turnover intention but could not control the relationship among repetitive studies are considered necessary to reflect clinical characteristics, as it appears that the relationship between communication skills, job stress, and intent to move is not controlled.본 연구는 요양병원 간호사의 의사소통능력, 직무스트레스가 이직의도에 미치는 영향을 알아보고, 의사소통능력, 직무스트레스, 이직의도의 관계에 감성지능의 조절 효과를 검증하는 서술적 조사연구이다. 자료수집은 2018년 2월 1일부터 28일까지 B시와 G시에 소재한 13곳의 요양병원에 근무하고 있는 간호사 240명을 대상으로 구조화된 설문지를 배부하고 직접 작성토록 한 후 회수하였다. 연구도구는 이직의도는 Mobley (1982)가 개발한 이직의도 측정도구를 김미란(2007)이 병원상황과 간호사에게 적합하도록 수정하여 사용한 도구를 사용하였으며, 감성지능은 Wong & Law (2002)가 개발한 감성지능 측정도구 WLEIS(Wong and Law Emotional Intelligence Scale)를 정현우(2007)가 번역한 도구를 사용하였다. 의사소통능력은 Rubin 등(1991)이 제시한 8가지 의사소통능력 구성개념에 7가지 개념을 합하여 허경호(2003)가 수정 · 보완한 GICC(Global Interpersonal Communication Competency Scale)를 사용하였으며, 직무스트레스는 김매자와 구미옥(1984)이 일반간호사를 대상으로 개발한 직무스트레스 측정 도구를 박영옥(2009)이 노인요양시설 간호사를 대상으로 수정·보완한 도구를 사용하였다. 자료분석은 IBM SPSS Win 20.0 프로그램을 이용하여 기술통계, t-test, ANOVA, 사후분석은 Scheffé test, 상관관계는 피어슨 상관계수(Pearson's correlation coefficient), 단계적 다중 회귀분석(stepwise multiple regression analysis)을 실시하였고, 조절효과는 위계적 다중 회귀분석(hierarchial multiple regression analysis)으로 분석하였다. 신뢰도 검증은 Cronbach's α coefficient로 구하였다. 본 연구의 결과는 다음과 같다. 대상자의 이직의도는 5점 만점에 평균 3.14±.73점, 직무스트레스는 5점 만점에 평균 3.38±.52점, 의사소통능력은 5점 만점에 평균 3.58±.46점, 감성지능은 7점 만점에 평균 4.77±.75점, 감성지능 하위영역별 점수는 자기감성이해는 평균 5.10 ±.85점, 타인감성이해는 평균 4.83±.85점, 감성 조절은 평균 4.32±.90점, 감성 활용은 평균 4.83±.96점이었다. 이직의도는 직무스트레스(r=.28, p<.001)와 유의한 정의 상관관계가 있었으며, 의사소통능력은 감성지능(r=.68, p<.001), 하위요인 자기감성이해(r=.60, p<.001), 타인감성이해(r=.68, p<.001), 감성조절(r=.46, p<.001), 감성활용(r=.57, p<.001)과 정의 상관관계가 있었고, 직무스트레스는 감성지능 하위요인인 감성조절(r=.15, p=.018)과 정의 상관관계가 있었다. 대상자의 이직의도에 가장 큰 영향을 미치는 요인은 급여만족도, 직무스트레스, 연령으로 나타났다. 이들 변인은 이직의도를 20.1% 설명하였다(F=19.748, p<.001). 의사소통능력, 직무스트레스, 이직의도의 관계에서 감성지능은 의사소통능력(β=-.10, p=.116), 직무스트레스(β=.03, p=.617)와 이직의도 간의 관계를 조절하지 못하는 것으로 나타났다. 따라서 요양병원 간호사의 의사소통능력은 감성지능과 정적인 상관관계가 있었고, 직무스트레스는 이직의도와 감성지능 하위요인인 감성조절과 정적인 상관관계가 있었으며, 급여만족도가 이직의도에 가장 큰 영향을 미치며, 의사소통능력, 직무스트레스와 이직의도 간의 관계를 조절하지 못하는 것으로 나타나 임상특성을 반영한 반복연구 필요한 것으로 사료된다.
This is a descriptive study in order to examine the effect of communication competency and job stress of nurses working in long term care hospitals on turnover intention and to verify the effect of emotional intelligence control on the relationship among communication competency, job stress and turnover intention. The questionnaires were distributed to 240 nurses working in 13 long term care hospitals in B city and G city and the structured questionnaires were completed respectively by them and collected from February 1 to February 28, 2018. As research tools, the turnover intention scale invented by Mobley (1982) and suitably revised for hospital circumstances and nurses by Mi Ran Kim(2007) was used to examine turnover intention and WLEIS(Wong and Law Emotional Intelligence Scale) developed by Wong & Law and translated by Hyun Woo Jung(2007) was used to examine emotional intelligence. For examination of communication competency, GICC(Global Interpersonal Communication Competency Scale) revised and complemented by Heo Kyung Ho(2003) who added 7 concepts to 8 interpersonal communication competency concepts of Rubin(1991). To measure job stress, the research tool of general nurses’ job stress measurement developed by Kim Mae Ja and Gu Mi Ok(1984) and revised and complemented suitable for long term care hospital nurses by Park Young Ok(2009) was used. The descriptive statistic analysis, t-test, ANOVA, Scheffé test, Pearson's correlation coefficients and Stepwise Multiple Regression Analysis were carried out for data analysis using IBM SPSS WIN 20.0 program and the analysis of control effect was made by using Hierarchical Multiple Regression Analysis. The verification of reliability was made with Cronbach's α coefficient. The study results are as follows: The turnover intention was mean 3.14±.728 out of 5 and job stress was mean 3.38±.522 out of 5. The communication competency was mean 3.58±.464 out of 5 and emotional intelligence was mean 4.77±.749 out of 7 In the emotional intelligence scores, self emotion understanding was mean 5.10±.846, others emotion understanding was mean 4.83±.824, emotion control was mean 4.32±.900점, and emotion utility was mean 4.83±.963. The turnover intention was positively correlated with job stress(r=.28, p<.001). The communication competency was positively correlated with emotional intelligence(r=.68, p<.001), self emotion understanding (r=.60, p<.001), others emotion understanding(r=.68, p<.001), emotion control(r=.46, p<.001) and emotion utility(r=.57, p<.001). The job stress was positively correlated with emotion control(r=.15, p=.018). The factors which had effect on turnover intention were pay satisfaction, job stress and age. These factors could explain turnover intention at 20.1%(F=19.748, p<.001). It showed that emotional intelligence could not control the relationship among communication competency(β=-.096, p=.116), job stress(β=.030, p=.617) and turnover intention. In the conclusion, communication competency of long term hospital nurses had positive correlation with emotional intelligence and job stress had positive correlation with turnover intention and emotion control. Pay satisfaction had highest effect on turnover intention but could not control the relationship among repetitive studies are considered necessary to reflect clinical characteristics, as it appears that the relationship between communication skills, job stress, and intent to move is not controlled.본 연구는 요양병원 간호사의 의사소통능력, 직무스트레스가 이직의도에 미치는 영향을 알아보고, 의사소통능력, 직무스트레스, 이직의도의 관계에 감성지능의 조절 효과를 검증하는 서술적 조사연구이다. 자료수집은 2018년 2월 1일부터 28일까지 B시와 G시에 소재한 13곳의 요양병원에 근무하고 있는 간호사 240명을 대상으로 구조화된 설문지를 배부하고 직접 작성토록 한 후 회수하였다. 연구도구는 이직의도는 Mobley (1982)가 개발한 이직의도 측정도구를 김미란(2007)이 병원상황과 간호사에게 적합하도록 수정하여 사용한 도구를 사용하였으며, 감성지능은 Wong & Law (2002)가 개발한 감성지능 측정도구 WLEIS(Wong and Law Emotional Intelligence Scale)를 정현우(2007)가 번역한 도구를 사용하였다. 의사소통능력은 Rubin 등(1991)이 제시한 8가지 의사소통능력 구성개념에 7가지 개념을 합하여 허경호(2003)가 수정 · 보완한 GICC(Global Interpersonal Communication Competency Scale)를 사용하였으며, 직무스트레스는 김매자와 구미옥(1984)이 일반간호사를 대상으로 개발한 직무스트레스 측정 도구를 박영옥(2009)이 노인요양시설 간호사를 대상으로 수정·보완한 도구를 사용하였다. 자료분석은 IBM SPSS Win 20.0 프로그램을 이용하여 기술통계, t-test, ANOVA, 사후분석은 Scheffé test, 상관관계는 피어슨 상관계수(Pearson's correlation coefficient), 단계적 다중 회귀분석(stepwise multiple regression analysis)을 실시하였고, 조절효과는 위계적 다중 회귀분석(hierarchial multiple regression analysis)으로 분석하였다. 신뢰도 검증은 Cronbach's α coefficient로 구하였다. 본 연구의 결과는 다음과 같다. 대상자의 이직의도는 5점 만점에 평균 3.14±.73점, 직무스트레스는 5점 만점에 평균 3.38±.52점, 의사소통능력은 5점 만점에 평균 3.58±.46점, 감성지능은 7점 만점에 평균 4.77±.75점, 감성지능 하위영역별 점수는 자기감성이해는 평균 5.10 ±.85점, 타인감성이해는 평균 4.83±.85점, 감성 조절은 평균 4.32±.90점, 감성 활용은 평균 4.83±.96점이었다. 이직의도는 직무스트레스(r=.28, p<.001)와 유의한 정의 상관관계가 있었으며, 의사소통능력은 감성지능(r=.68, p<.001), 하위요인 자기감성이해(r=.60, p<.001), 타인감성이해(r=.68, p<.001), 감성조절(r=.46, p<.001), 감성활용(r=.57, p<.001)과 정의 상관관계가 있었고, 직무스트레스는 감성지능 하위요인인 감성조절(r=.15, p=.018)과 정의 상관관계가 있었다. 대상자의 이직의도에 가장 큰 영향을 미치는 요인은 급여만족도, 직무스트레스, 연령으로 나타났다. 이들 변인은 이직의도를 20.1% 설명하였다(F=19.748, p<.001). 의사소통능력, 직무스트레스, 이직의도의 관계에서 감성지능은 의사소통능력(β=-.10, p=.116), 직무스트레스(β=.03, p=.617)와 이직의도 간의 관계를 조절하지 못하는 것으로 나타났다. 따라서 요양병원 간호사의 의사소통능력은 감성지능과 정적인 상관관계가 있었고, 직무스트레스는 이직의도와 감성지능 하위요인인 감성조절과 정적인 상관관계가 있었으며, 급여만족도가 이직의도에 가장 큰 영향을 미치며, 의사소통능력, 직무스트레스와 이직의도 간의 관계를 조절하지 못하는 것으로 나타나 임상특성을 반영한 반복연구 필요한 것으로 사료된다.
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