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NTIS 바로가기한국융합학회논문지 = Journal of the Korea Convergence Society, v.8 no.4, 2017년, pp.89 - 99
강정미 (고신대학교 대학원) , 권정옥 (춘해보건대학교 간호학과)
This study was to identify the convergence factors that affect work engagement in medium and small hospitals nurses, The research method were self -report questionnaire was completed by 198 nurse three hospitals in B city between April 18th to April 30th, 2016. and date analyzed using the IBM SPSS/W...
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핵심어 | 질문 | 논문에서 추출한 답변 |
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직무열의가 높은 간호사의 특징은 무엇인가? | 인간의 개별적인 열의와 이탈이라는 개념이 모두 포함된 것으로 조직몰입, 직무관여, 일중독 개념과는 구별되며[13], 활력(vigour), 헌신(dedication), 몰두(absorption)의 특성이 있다[11]. 따라서 직무열의가 높은 간호사는 일자체가 즐겁고 기쁜 상태로서, 건강하고 행복한 상태에서 일에 몰두하며[7], 효율적인 방식으로 업무를 수행할 수 있게 된다[14]. 간호사의 직무열의에 관해서는 환자중심간호, 병동 서비스 만족도, 인력자원 및 교대근무, 직무만족, 소진, 이직의도[15,16]와 관련된 연구가 진행되고 있다. | |
간호사의 역할은 무엇인가? | 이에 병원조직은 병원경영과 고객확보를 위해 유능한 인적자원 확보와 동기부여로 조직원의 역량을 최대한 발휘할 수 있도록 하는 것이 중요하다[2]. 간호사는 병원조직의 다양한 구성인력 중 고객의 만족을 위해 가장 중요한 역할을 담당하는 인력이나 지방 중소병원들은 최소한의 간호인력 확보도 어려운 실정이다[3]. 병원간호사회[4]의 보고에 의하면 간호사 이직률이 400병상 미만 21. | |
중소병원에서 간호인력의 확보 및 이직을 줄이기 위해 간호사들을 동기부여 시켜줘야 하는 이유는 무엇인가? | 5%로 나타났다. 이러한 상황에서 중소병원에 근무하는 간호사는 과중한 업무, 열악한 근무환경, 환자와 보호자를 상대하는 과정에서 소진 및 이직 등의 부정적인 결과를 초래하여 직무열의의 저하를 경험하게 된다[5,6]. 따라서 중소병원에서는 간호인력의 확보 및 이직을 줄이기 위해 간호사들을 동기부여 시켜 줄 수 있는 긍정적인 직무태도인 직무열의를 높이기 위한 방안이 필요한 시점이다[7]. |
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