[학위논문]건강검진센터 간호사의 대인의사소통능력과 긍정심리역량이 감정노동에 미치는 영향 Effects of interpersonal communication competence and positive psychological capital on emotional labor in nurses’ at health examination centers원문보기
본 연구는 건강검진센터에 근무하는 간호사의 긍정심리역량과 대인의사소통능력이 감정노동에 미치는 영향을 파악하기 위한 서술적 조사연구이다. 자료수집은 S시와 D시에 있는 병원의 건강검진센터에 근무하는 간호사 228명을 대상으로 2018년 10월부터 2019년 5월까지 자가보고형 질문지를 이용하여 실시하였다. 측정 도구는 감정노동척도, 긍정심리역량척도, 그리고 대인의사소통능력척도를 사용하였다. 수집된 자료는 SPSS Win 25.0 통계 프로그램을 이용하여 기술통계, ...
본 연구는 건강검진센터에 근무하는 간호사의 긍정심리역량과 대인의사소통능력이 감정노동에 미치는 영향을 파악하기 위한 서술적 조사연구이다. 자료수집은 S시와 D시에 있는 병원의 건강검진센터에 근무하는 간호사 228명을 대상으로 2018년 10월부터 2019년 5월까지 자가보고형 질문지를 이용하여 실시하였다. 측정 도구는 감정노동척도, 긍정심리역량척도, 그리고 대인의사소통능력척도를 사용하였다. 수집된 자료는 SPSS Win 25.0 통계 프로그램을 이용하여 기술통계, t-test, ANOVA, Scheffe test, Pearson’s correlation coefficient와 Stepwise multiple regression analysis를 이용하여 분석하였다. 연구의 결과는 다음과 같다. 1. 대상자가 지각하는 감정노동은 4점 만점에 3.32±0.51 점이었으며, 연령(F=3.22, p=.023), 근무지 유형(F=3.63, p=.014), 업무만족(F=23.680, p<.001), 조사시기(t=10.249, p<.001)에 따라 통계적으로 유의한 차이가 있었다. 2. 감정노동의 하부요인의 총점평균은 감정표출의 노력 및 다양성 84.12±14.81점, 고객응대의 과부하 및 갈등 76.80±20.06점, 감정부조화 및 손상 72.17±22.97점으로 KOSHA GUIDE 기준에서 위험수치에 해당한다. 3. 대상자의 긍정심리역량은 6점 만점에 3.52±0.73점이었으며, 연령(F=10.36, p<.001), 결혼상태(t=-4.42, p<.001), 최종 학력(F=10.72, p<.001), 종교(t=3.93, p=.046), 근무지 유형(F=7.20, p<.001), 간호경력(F=7.98, p<.001), 검진센터 근무경력(F=3.52, p=.016), 업무만족(F=21.01, p<.001), 그리고 조사시기(t=-8.93, p<.001)에 따라 통계적으로 유의한 차이가 있었다. 4. 대상자의 대인의사소통능력은 5점 만점에 3.42±0.54점으로 최종 학력(F=18.56, p<.001), 종교(t=2.01, p=.046), 근무지 유형(F=3.49, p=.016), 업무만족(F=4.62, p<.001)에 따라 통계적으로 유의한 차이가 있었다. 5. 대상자의 감정노동과 긍정심리역량 간에는 통계적으로 유의한 부적 상관관계를 보였으며(r=-.421, p<.001), 감정노동의 하부요인인 감정부조화 및 손상과 대인의사소통능력 간에도 통계적으로 유의한 부적 상관관계를 보였다(r=-.143, p<.05). 6. 대상자의 감정노동에 영향을 미치는 요인은 업무만족(ß=-.410, p<.001), 회복탄력성(ß=-.234, p<.001), 조사시기(ß=.169, p=.009) 순이었으며 설명력은 45.3% 이었다. 위의 결과를 종합해볼 때 건강검진센터 간호사들의 감정노동은 타부서에 근무하는 간호사들과 유사한 수준이었다. 간호사들의 감정노동은 긍정심리역량과 유의한 부적 상관관계를 보였지만 대인의사소통능력과는 유의한 관계를 보이지 않았다. 감정노동에 영향을 미치는 주요 요인은 업무만족, 회복탄력성과 업무량이었다. 따라서 건강검진센터 간호사들의 감정노동을 완화시키기 위해서는 대상자들의 업무만족과 회복탄력성을 높이고 근무경력에 맞게 업무량을 적절히 조정하는 방안을 모색해야 하겠다.
본 연구는 건강검진센터에 근무하는 간호사의 긍정심리역량과 대인의사소통능력이 감정노동에 미치는 영향을 파악하기 위한 서술적 조사연구이다. 자료수집은 S시와 D시에 있는 병원의 건강검진센터에 근무하는 간호사 228명을 대상으로 2018년 10월부터 2019년 5월까지 자가보고형 질문지를 이용하여 실시하였다. 측정 도구는 감정노동척도, 긍정심리역량척도, 그리고 대인의사소통능력척도를 사용하였다. 수집된 자료는 SPSS Win 25.0 통계 프로그램을 이용하여 기술통계, t-test, ANOVA, Scheffe test, Pearson’s correlation coefficient와 Stepwise multiple regression analysis를 이용하여 분석하였다. 연구의 결과는 다음과 같다. 1. 대상자가 지각하는 감정노동은 4점 만점에 3.32±0.51 점이었으며, 연령(F=3.22, p=.023), 근무지 유형(F=3.63, p=.014), 업무만족(F=23.680, p<.001), 조사시기(t=10.249, p<.001)에 따라 통계적으로 유의한 차이가 있었다. 2. 감정노동의 하부요인의 총점평균은 감정표출의 노력 및 다양성 84.12±14.81점, 고객응대의 과부하 및 갈등 76.80±20.06점, 감정부조화 및 손상 72.17±22.97점으로 KOSHA GUIDE 기준에서 위험수치에 해당한다. 3. 대상자의 긍정심리역량은 6점 만점에 3.52±0.73점이었으며, 연령(F=10.36, p<.001), 결혼상태(t=-4.42, p<.001), 최종 학력(F=10.72, p<.001), 종교(t=3.93, p=.046), 근무지 유형(F=7.20, p<.001), 간호경력(F=7.98, p<.001), 검진센터 근무경력(F=3.52, p=.016), 업무만족(F=21.01, p<.001), 그리고 조사시기(t=-8.93, p<.001)에 따라 통계적으로 유의한 차이가 있었다. 4. 대상자의 대인의사소통능력은 5점 만점에 3.42±0.54점으로 최종 학력(F=18.56, p<.001), 종교(t=2.01, p=.046), 근무지 유형(F=3.49, p=.016), 업무만족(F=4.62, p<.001)에 따라 통계적으로 유의한 차이가 있었다. 5. 대상자의 감정노동과 긍정심리역량 간에는 통계적으로 유의한 부적 상관관계를 보였으며(r=-.421, p<.001), 감정노동의 하부요인인 감정부조화 및 손상과 대인의사소통능력 간에도 통계적으로 유의한 부적 상관관계를 보였다(r=-.143, p<.05). 6. 대상자의 감정노동에 영향을 미치는 요인은 업무만족(ß=-.410, p<.001), 회복탄력성(ß=-.234, p<.001), 조사시기(ß=.169, p=.009) 순이었으며 설명력은 45.3% 이었다. 위의 결과를 종합해볼 때 건강검진센터 간호사들의 감정노동은 타부서에 근무하는 간호사들과 유사한 수준이었다. 간호사들의 감정노동은 긍정심리역량과 유의한 부적 상관관계를 보였지만 대인의사소통능력과는 유의한 관계를 보이지 않았다. 감정노동에 영향을 미치는 주요 요인은 업무만족, 회복탄력성과 업무량이었다. 따라서 건강검진센터 간호사들의 감정노동을 완화시키기 위해서는 대상자들의 업무만족과 회복탄력성을 높이고 근무경력에 맞게 업무량을 적절히 조정하는 방안을 모색해야 하겠다.
This descriptive research aimed to investigate the effects of positive psychological capital and interpersonal communication competence on emotional labor in nurses at hospital health examination centers. Data were collected from 228 nurses working at health examination centers in hospitals loca...
This descriptive research aimed to investigate the effects of positive psychological capital and interpersonal communication competence on emotional labor in nurses at hospital health examination centers. Data were collected from 228 nurses working at health examination centers in hospitals located in S City and D City, South Korea, from October 2018 to May 2019, using self-reported questionnaires. The Korean Emotional Labor Scale, Positive Psychological Questionnaire, and Interpersonal Communication Competence Scale were used as measurement tools. The data collected were analyzed with descriptive statistics, t-test, ANOVA, Scheffe’s test, Pearson’s correlation coefficient, and stepwise multiple regression analysis using SPSS 25.0. The results of this study are as follows. 1. The score for emotional labor perceived by the participants was 3.32±0.51 out of 4 points. The results showed a statistically significant difference in perceived emotional labor according to age (F=3.22, p=.023), workplace type (F=3.63, p=.014), job satisfaction (F=23.680, p<.001), and survey time (t =10.249, p<.001). 2. The mean total score for the subscales of emotional labor was 84.12±14.81 points for efforts to express emotions and diversity, 76.80±20.06 points for overloaded customer interactions and conflicts, and 72.17±22.97 points for emotional dissonance and damage, which corresponded with the risk levels in the KOSHA GUIDE. 3. The score for positive psychological capital was 3.52±0.73 out of 6 points, and a statistically significant difference was seen in positive psychological capital according to age (F=10.36, p<.001), marital status (t=-4.42, p<.001), education level (F=10.72, p<.001), religion (t=3.93, p=.046 ), workplace type (F=7.20, p<.001), nursing career (F=7.98, p<.001), working career in health examination center (F=3.52, p=016), job satisfaction (F=21.01, p<.001), and survey time (t=-8.93, p<.001). 4. The score for interpersonal communication competence was 3.42±0.54 out of 5 points, and a statistically significant difference was observed in interpersonal communication competence according to education level (F=18.56, p<.001), religion (t=2.01, p=.046), workplace type (F=3.49, p=.016), and job satisfaction (F=4.62, p<.001). 5. A statistically significant negative correlation was seen between emotional labor and positive psychological competencies(r=-.421, p<.001), whereas a statistically negative correlation was found between interpersonal communication competence (r = -.143, p <.05) and emotional dissonance and damage, as the subscales of emotional labor. 6. The factors affecting emotional labor were job satisfaction (ß =-.410, p <.001), followed by resilience (ß =-.234, p <.001), and survey time (ß =.169, p=.009), and the explanatory power was 45.3%. Emotional labor in nurses at health examination centers was similar to that in nurses working in other departments. Emotional labor in nurses was negatively correlated with positive psychological capital, but was not significantly correlated with interpersonal communication competence. The main factors affecting emotional labor were job satisfaction, resilience, and workload. Therefore, to mitigate emotional labor in nurses at health examination centers, hospitals should increase their job satisfaction and resilience and to adjust their workload according to their working career.
This descriptive research aimed to investigate the effects of positive psychological capital and interpersonal communication competence on emotional labor in nurses at hospital health examination centers. Data were collected from 228 nurses working at health examination centers in hospitals located in S City and D City, South Korea, from October 2018 to May 2019, using self-reported questionnaires. The Korean Emotional Labor Scale, Positive Psychological Questionnaire, and Interpersonal Communication Competence Scale were used as measurement tools. The data collected were analyzed with descriptive statistics, t-test, ANOVA, Scheffe’s test, Pearson’s correlation coefficient, and stepwise multiple regression analysis using SPSS 25.0. The results of this study are as follows. 1. The score for emotional labor perceived by the participants was 3.32±0.51 out of 4 points. The results showed a statistically significant difference in perceived emotional labor according to age (F=3.22, p=.023), workplace type (F=3.63, p=.014), job satisfaction (F=23.680, p<.001), and survey time (t =10.249, p<.001). 2. The mean total score for the subscales of emotional labor was 84.12±14.81 points for efforts to express emotions and diversity, 76.80±20.06 points for overloaded customer interactions and conflicts, and 72.17±22.97 points for emotional dissonance and damage, which corresponded with the risk levels in the KOSHA GUIDE. 3. The score for positive psychological capital was 3.52±0.73 out of 6 points, and a statistically significant difference was seen in positive psychological capital according to age (F=10.36, p<.001), marital status (t=-4.42, p<.001), education level (F=10.72, p<.001), religion (t=3.93, p=.046 ), workplace type (F=7.20, p<.001), nursing career (F=7.98, p<.001), working career in health examination center (F=3.52, p=016), job satisfaction (F=21.01, p<.001), and survey time (t=-8.93, p<.001). 4. The score for interpersonal communication competence was 3.42±0.54 out of 5 points, and a statistically significant difference was observed in interpersonal communication competence according to education level (F=18.56, p<.001), religion (t=2.01, p=.046), workplace type (F=3.49, p=.016), and job satisfaction (F=4.62, p<.001). 5. A statistically significant negative correlation was seen between emotional labor and positive psychological competencies(r=-.421, p<.001), whereas a statistically negative correlation was found between interpersonal communication competence (r = -.143, p <.05) and emotional dissonance and damage, as the subscales of emotional labor. 6. The factors affecting emotional labor were job satisfaction (ß =-.410, p <.001), followed by resilience (ß =-.234, p <.001), and survey time (ß =.169, p=.009), and the explanatory power was 45.3%. Emotional labor in nurses at health examination centers was similar to that in nurses working in other departments. Emotional labor in nurses was negatively correlated with positive psychological capital, but was not significantly correlated with interpersonal communication competence. The main factors affecting emotional labor were job satisfaction, resilience, and workload. Therefore, to mitigate emotional labor in nurses at health examination centers, hospitals should increase their job satisfaction and resilience and to adjust their workload according to their working career.
AI-Helper
※ AI-Helper는 부적절한 답변을 할 수 있습니다.