최소 단어 이상 선택하여야 합니다.
최대 10 단어까지만 선택 가능합니다.
다음과 같은 기능을 한번의 로그인으로 사용 할 수 있습니다.
NTIS 바로가기한국산학기술학회논문지 = Journal of the Korea Academia-Industrial cooperation Society, v.15 no.7, 2014년, pp.4404 - 4415
This study was carried out to verify the relationship between the job satisfaction and turnover intention of nurses working in general hospitals The study included 312 nurses working in three general hospitals located in Gyeoungpook area. The data was collected by a survey using self-administered qu...
* AI 자동 식별 결과로 적합하지 않은 문장이 있을 수 있으니, 이용에 유의하시기 바랍니다.
핵심어 | 질문 | 논문에서 추출한 답변 |
---|---|---|
직무만족이란 무엇인가? | 조직은 개개인의 직무만족을 제고하기 위한 효과적인 인력 관리가 중요하다는 것을 인식해야 한다[5]. 직무만족이란 직무에 대한 태도의 하나로서 조직구성원이 자신의 직무나 경험에 대하여 가지고 있는 유쾌하고 긍정적인 정서 상태로 직무 및 직장의 전체적 상황에 만족하는 정도를 말한다[6]. 또한 자기 직무에 대한 호의적 태도로 직무 특성이 다양하고 업무가 명확하며 자율성이 있을 때 발생하는 긍정적 심리상태이다[7]. 한편 Blegen[8]은 직무만족을 연령, 자율성, 조직요구도, 의사소통, 교육, 스트레스, 조절력, 공정성, 전문적 상태, 안식도, 경력 등 많은 변수들의 복합된 상태로 설명하였다. | |
간호 인력관리가 의료기관 관리에서 매우 중요한 부분을 차지하는 이유는 무엇인가? | 보건의료 서비스를 제공하는 생산조직은 노동 집약적인 특징을 가지며 여러 가지 서비스 업무들이 상호 연결되기 때문에 의료기관의 효과적인 운영을 위해서는 인적자원 관리가 필수적이다[1]. 이러한 인적자원 중 간호사는 의사와 더불어 환자 치료에 중추적인 역할을 하는 전문 인력이며 또한 간호 인력이 의료기관 조직에 미치는 영향은 매우 크기 때문에 간호 인력관리는 의료기관 관리에서 매우 중요한 부분을 차지한다[2]. 특히 의료서비스를 제공하는 의료기관은 거의 모두가 노동집약적 특성을 갖고 있으므로 인력이 가장 중요한 요소이며 효율적인 환자를 간호하기 위한 구조적인 조건 중의 하나가 간호 인력의 공급이라 볼 수 있다[3]. | |
간호사의 이직으로 인한 근무 환경 변화로 다른 간호사의 이직을 증가시키는데, 이러한 현상이 어떠한 문제를 야기하는가? | 간호사의 이직으로 인한 근무 환경의 변화는 의료기관의 간호사 부족이라는 현상에 직접 작용하여 간호사의 업무량과 스트레스를 증가시키고 남아 있는 다른 간호사의 이직을 증가시킨다. 또한 이는 환자들이 요구하는 간호의 양과 질에 대한 간호사의 부응이 어려워져 환자의 불안을 야기 시키게 되며 그 결과 간호 전문직으로서의 심각한 문제도 유발된다[15,16]. |
Lee HK. Relationship among personality, job satisfaction, organizational commitment and turnover intention of new nurses. Department of Nursing Graduate School of Dankook University, Master's thesis 2005.
Seo YS. A study on factors affecting the turnover intention and job involvement of nurses. Graduate School of Public Affairs Changwon National University, Master's thesis, 2007.
Kang KS. The relation of selected demographic variables to nurses resignation. The Korean Nurse, 25(1):28-47, 1986.
Kim HJ. A cooperative study on the job satisfaction and intentions of quitting a job of nurses of small and medium sized clinics and university hospitals. Graduate School of Administration in Kyung Hee University, Master's thesis, 2002.
Kim YJ. A Study on the types in conflict management with doctors and job satisfaction of hospital nurses. Graduate School of Chung-Ang University, Master's thesis, 2000.
Locke EA. The nature and causes of job satisfaction. hand book of industrial and organizational Psychology, 1976.
Slavitt D. Nurses satisfaction with their work situation. Nursing Research, 27(2):114-120, 1978. DOI: http://dx.doi.org/10.1097/00006199-197803000-00018
Blegen MA. Nurse job satisfaction. A meta-analysis of related variables. Nursing Reserch, 42(1):36-41, 1993.
Jeong JH, Kim JS, Kim KH. The risk factors influencing turnover intention of nurses. Journal of Korean Academy of Nursing Administration, 14(1):35-44, 2008.
Kim YK, Moon HJ. A Study on job satisfaction degree and organization commitment of the clinical nurses. Journal of Korean Academy of Nursing Administration, 1998.
Ames A, Adkins S, Rutlege D, Hughart, Greeno S, Foss J, Gentry J. Assessing work retention issues. J Nurs Adm, 37-41, 1992. DOI: http://dx.doi.org/10.1097/00005110-199204000-00010
Mobley, W. H.& R. W. Griffeth. Review and conceptual analysis of the employee turnover process, Psychological Bullentin, 86:493-522, 1979. DOI: http://dx.doi.org/10.1037/0033-2909.86.3.493
Price JL, Mueller CW. A Casual model of turnover for nurse. Acad Manage J, 24:543-565, 1981. DOI: http://dx.doi.org/10.2307/255574
Iverson, R. D. Employee intention to stay :An empirical test of a revision of the Price and Mueller model. Unpublished doctoral dissertation, University of Iowa, 1992.
Prestholdt P, Lane I, Mathews R. Predicting staff nurse turnover. Nurs Outlook, 36(3):145-150, 1988.
Hasting CL. Factors affecting nursing turnover: A multi-level prediction model Unpublished doctoral dissertation. University of Maryland, 1995.
Kim CJ, Park JW. Factors influencing the decisions of nurses to resign . Journal of Korean Academy of Nursing, 21(3):383-395, 1991.
Weisman C, Alexander C, Chase G. Determinants of hospital staff turnover. Medical Care, 19(4):431-443, 1981. DOI: http://dx.doi.org/10.1097/00005650-198104000-00005
Cavanagh SJ. job satisfaction of nursing staff working in hospitals. J Adv Nurs, 17:704-711, 1992. DOI: http://dx.doi.org/10.1111/j.1365-2648.1992.tb01968.x
Arden J. B. Surviving job stress: How to overcome workday pressures. New Jersey: The Career Press, 2002.
Kwon HH. Factors influencing job satisfaction and job leaving attitude of active working nurses in Kangwon province. Graduate School of Health Science& Welfare Management Pochon CHA University, Master's Thesis, 2007.
Park SA, Yun SN. A study for development of a tool measuring organizational characteristics in nursing. Journal of Korean Academy of Nursing, 16(3): 31-37, 1983.
Lee GH. The impect of career plateau on turnover intentions (Concerning on Bank Employees). Graduate School of Hanyang University, Master's Thesis, 2004.
Bok MJ. A study on married nurses' role conflict and their job satisfaction. Graduate School of Education Korea University, Master's thesis, 1992.
Lee HW. The relationship between job retainment and job satisfaction of hospital nurses. Graduate School of Yonsei University, Master's Thesis, 1993.
Yoon SH. A model for organizational effectiveness in nursing unit, Department of Nursing Graduate School of Korea University, Doctor's thesis, 2000.
Lee HS. A study of job stress and satisfaction of the clinical nurse. Graduate School of Public Administration Kyung Hee University, Master's thesis, 2001.
Er KS, Hur HK, Kim KK, Cho, YJ, Kim EH, Kim SJ. The relationship between job characteristics, job satisfaction, and intents to leave among hospital nurses. Clinical nursing research, 9(2):81-92, 2004.
Lee YS, Jung JY, Jean MH. The relation of benefits satisfactions, job satisfactions and turnover intention among nurses in medium-sized hospital. Journal of korean Academy of Nursing, 43(4): 67-42, 2004.
Kim MR. Influential factors on turnover intention of nurses (The affect of nurse's organization commitment and career commitment to turnover intention). Department of Nursing Science, Graduate School of Ewha Woman University, Master's thesis, 2007.
Cho YA, Kim GS, KIM ES, Park HM, Yoo M, Lim EO, Hyun SG, Kim JY. A correlational study on ICU nurses' job stress, the way of coping, and the turnover intention Clinical nursing research, 15(3):129-141, 2009.
Lee KJ, Yoo SY. Relationships between nurses' ethical dilemma, coping types, job satisfaction and turnover intention in Korea. Clinical Nursing Research, 17(1):1-15, 2011.
White, CH. Where have all the nurses gone-and why. Hospitals, 54:68-71, 1980.
Baernholdt M, Mark B. The nurse work environment, job satisfaction and turnover rates in rural and urban nursing units. J Nurs Manag, 17:994-1001, 2009. DOI: http://dx.doi.org/10.1111/j.1365-2834.2009.01027.x
Yoo SJ, Choi YH. Predictive factors influencing turnover intention of nurses in small and medium-sized hospital in Daegu City. Journal of Korean academy of nursing administration, 15(1):16-25, 2009.
Shin YC. A Study on factors affecting turnover intention. Graduate School of Korea University, Master's thesis, 1984.
Lum, L, Kevin, J, Clark, K, Reid, F, Sirola, W. Explaining nursing turnover intent: Job satisfaction, pay satisfaction, or organization commitment, 1998.
Baek SH. A study on satisfaction and the propensity to turnover according to personality type of the nurse. Graduate School of Education Sogang University, Master's thesis, 1997.
*원문 PDF 파일 및 링크정보가 존재하지 않을 경우 KISTI DDS 시스템에서 제공하는 원문복사서비스를 사용할 수 있습니다.
Free Access. 출판사/학술단체 등이 허락한 무료 공개 사이트를 통해 자유로운 이용이 가능한 논문
※ AI-Helper는 부적절한 답변을 할 수 있습니다.