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NTIS 바로가기가정간호학회지, v.25 no.1, 2018년, pp.47 - 57
김예정 (인하대학교, 대학원) , 유정희 (인하대학교, 대학원) , 조유리 (인하대학교, 대학원) , 임지영 (인하대학교 간호학과)
Purpose: The aim of this study was to identify how personality characteristics of individuals and organizations influence nurses' job satisfaction and organizational commitment in small-medium sized hospitals. Methods: Subjects were 186 nurses with more than one year working experience. They current...
핵심어 | 질문 | 논문에서 추출한 답변 |
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간호사의 높은 이직률이 의료기관에 미치는 영향은? | 간호사의 높은 이직률은 의료기관, 간호사와 환자 모두에게 부정적인 문제를 야기시킨다. 의료기관의 입장에서는 숙련된 간호사의 수가 줄어듦으로 인해 조직의 간호역량이 저하되면 간호서비스의 질이 떨어지고 신규간호사를 새로 채용하고 교육하는데 많은 시간과 비용을 들여야 한다. 남아 있는 간호사는 숙련된 동료간호사가 떠남으로 인해 노동 강도와 업무 시간이 증가하고 이로 인한 스트레스와 건강문제를 겪기도 한다[29]. | |
직무만족이란 무엇인가? | 직무만족이란 직무에 대해 가지고 있는 태도로서 직무경험 평가 시에 발생하는 긍정적이며 유쾌한 정서 상태를 말한다[17]. 본 연구에서는 Minnesota Satisfaction Questionnaire [MSQ][18]를 Jung [19]이 수정 보완한 도구를 사용하여 측정한 점수 를 의미한다. | |
직무만족이 이직 현상의 잠재적 주요원인인 이유는 무엇인가? | 직무만족은 조직의 유효성을 측정하는 변수로 사용되며 간호사의 모든 행동에 영향을 미칠 뿐 아니라 조직의 생산성과도 연결되므로 이직 현상의 잠재적 주요 요인으로 제시하고 있다[8]. 직무만족에 영향을 미치는 요인에 대한 선행연구에서, 동일직무와 유사한 작업조건을 가진 구성원의 직무만족에 매우 다양한 차이가 있는 것으로 나타나, 개인성격특성에 대한 관심이 모아졌다[9]. |
Statistics Korea. The trends in the number of hospital beds and medical staff in 2015. Seoul: Statistics Korea; 2016[cited 2016 April 30]. Available from: http://www.index.go.kr/potal/stts/idxMain/selectPoSttsIdxSearch.do?idx_cd2933&stts_cd293306, http://www.index.go.kr/potal/main/EachDt1PageDetail.do?idx_cd2772.
Hospital Nurse Association. Survey on the actural situation of the placement of nursing staff in hospitals. Seoul: Hospital Nurse Association; 2016[cited 2016 April 16]. Available from: http://khna.or.kr/web/information/resource.php
Lee IS, Baek JH, Jeon MK. The effect of person environment fit on organizationl effectiveness. Korea Journal of Business Administration. 2010;23(4):1951-1967.
Yoo TY, Kim MU, Lee DH. The big-five personality test : development and oriterion-related validation. The Korean Journal of Industrial and Organizational Psychology. 1997;10(1):85-102.
Kwon HR. The study of police officers and organization fit in personality type the impact on organizational trust moderating effect of rank and tenure. The Korean Association of Police Science Review. 2013;39(0):3-28.
Min BM. Five-factor model. in personality-the relationship between organization agreement and perform. [dissertation]. Seoul: Korea University; 2001. p. 1-70.
Tinsley HE. The congruence myth: An analysis of the efficiency of the person-environment fit model. Journal of Vocational Behavior. 2000;56:147-179.
Prescott PA. Vacancy, stability and turnover of registered nurses in hospitals. Research in Nursing & Health. 1986;5:51-60.
Kim MJ, Han SS. Comparison of job satisfation, commitment to organization, nursing organization culture and job experience between national/public hospital nurses and private hospital nurses. Journal of East-West Nursing Research. 2007; 23(2):22-30.
Ha NS, Choi J. The relationship among leadership styles of nurse managers, job satisfaction, organizational commitment, and turnover intention. Korean Society of Nursing Science. 2002;32(6):812-822.
Kim MN, Cho OK, Cha KS. Factors associated with the organizational citizenship behavior of nurses in small-and medium sized hospitals. Journal of Korean Academic Society of Home Health Care Nursing. 2015;22(1):38-46.
Costa PT, McCrae RR. Normal personality assessment in clinical practice: The NEO personality inventory. Psychological Assessment. 1992;4(1):5-13. http://dx.doi,org/10.1037/1040-3509.4.1.5
An CK, Chae JH. Standardization of the Korean version of the revised NEO personality inventory. Korean Journal of Counseling and Psychotherapy. 1997;9(1):443-472.
Yoo TY. Scale development for organizational personality type indicator (OPTI). The Korean Journal of Industrial and Organizational Psychology. 1999;16(3):201-222
Yoon SH. The effects of organizational managerial characteristics and job characteristics on job stress and job effectiveness: A survey on clinical nurses. The Korea Journal of Industrial and Organizational Psychology. 2004;17(3):451-466.
Weiss DJ, Dawis RV, England GW, Lofquist LH. Manual for the Minnesota Stisfaction Questionnaire. Minneapolis: University Minnesota, Industrial Relations Center; 1967.
Jung HY. Effectiveness of emotional leadership and emotional intelligence of food service employees on organizational performance in contracted food service management company. [dissertation]. Seoul: Yonsei University; 2006. p. 1-191
Jung HW. An empirical study on the effect of emotional intelligence on organizational effectiveness. [master's thesis]. Busan: Busan University; 2007.
Mowday RT, Steers RM & Porter LW. The measurement of organizational commitment. Journal of Vocational Behavior. 1979;14(2):224-247.
Lim JY, Influence of big five personality trait of nurse in organizational effectiveness. Poster session presented at: Nursing theories in Korea: Present and futrue; 2008 October 29; International Conference Hall in Korean Science and Technology Hall; Seoul.
Park YM, The relations between organizational character, leadership and public servants' job satisfaction in local governments. The Korea Local Administration Review. 2015;29(1):153-175.
Kim WK, Chung KH. The relationship between professional selfconcept, organizational commitment and job satisfaction in clinical nurses. Jounal of Korean Academy of Nursing Administration. 2008;14(3):287-296.
Eu YS. A study on relationship of food service employee's personality trait, innovative behavior, and organizational commitment. Korea Journal of Business Administration. 2013;26(2):371-387.
Center for Health and Social Change. The changing structure for quality improvement of health services in hospital-focused on nursing workforce. Seoul: The Korean public Service Workers Union; 2008. cited by Hwang, YS, Kang, KH. Factors influencing nurse turnover intention in small and medium sized hospitals in the metropolitan area. Journal of Korean Academy of Nursing Administration. 2014;20(5): 576-586. http://dx.doi.org/10.11111/jkana.2014.20.5.576
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