본 연구의 목적은 신규간호사가 인식한 이직의도 영향요인에 대한 내용분석을 통해 전문인력 양성 및 이직률 감소를 위한 기초자료를 제공하기 위함이다. 본 연구는 B시에 소재한 일개 상급종합병원의 근무기간이 12개월 이하의 신규간호사 80명을 대상으로 2020년 11월 20일부터 2021년 2월 10일까지 개방식 질문지 형태의 자가 기입식 설문조사를 실시하였다. 자료분석은 질적연구 중 내용분석 방법으로 분석하였다. 연구 결과 신규간호사가 인식하는 이직의도 영향요인으로 업무, 조직문화, 교육, 개인적 성향, 인간관계, 태움, 처우의 7개 범주가 도출되었으며, 효과적인 인력관리 및 신규간호사의 이직 감소방안에 대한 근거자료를 제시하였다는데 본 연구의 의의가 있다. 본 연구를 토대로 각 도출된 이직의도 영향요인에 따라 구체적인 제도개선을 위한 연구를 제언한다.
본 연구의 목적은 신규간호사가 인식한 이직의도 영향요인에 대한 내용분석을 통해 전문인력 양성 및 이직률 감소를 위한 기초자료를 제공하기 위함이다. 본 연구는 B시에 소재한 일개 상급종합병원의 근무기간이 12개월 이하의 신규간호사 80명을 대상으로 2020년 11월 20일부터 2021년 2월 10일까지 개방식 질문지 형태의 자가 기입식 설문조사를 실시하였다. 자료분석은 질적연구 중 내용분석 방법으로 분석하였다. 연구 결과 신규간호사가 인식하는 이직의도 영향요인으로 업무, 조직문화, 교육, 개인적 성향, 인간관계, 태움, 처우의 7개 범주가 도출되었으며, 효과적인 인력관리 및 신규간호사의 이직 감소방안에 대한 근거자료를 제시하였다는데 본 연구의 의의가 있다. 본 연구를 토대로 각 도출된 이직의도 영향요인에 따라 구체적인 제도개선을 위한 연구를 제언한다.
The purpose of this study is to provide basic data for training professionals and reducing turnover through content analysis of the intended factors of turnover intension recognized by new nurses. For data collection, the study surveyed 80 nurses who have less than 12 months working experiences in t...
The purpose of this study is to provide basic data for training professionals and reducing turnover through content analysis of the intended factors of turnover intension recognized by new nurses. For data collection, the study surveyed 80 nurses who have less than 12 months working experiences in the advanced hospital of B city, and conducted a self-filled questionnaire survey with open questionnaire form from Nov 20 2020 to Feb 10 2021. The content analysis method is used for the research, as a result, the study found 7 cateogories of reason for leave as work, organizational culture, training, personal tendency, relationships, bullying, dissatisfied benefit. It is meaningful to present evidence data on effective human resource management and measures to reduce the turnover of new nurses. Based on this study, we propose a study for specific institutional improvement according to the factors influencing each derived turnover intension.
The purpose of this study is to provide basic data for training professionals and reducing turnover through content analysis of the intended factors of turnover intension recognized by new nurses. For data collection, the study surveyed 80 nurses who have less than 12 months working experiences in the advanced hospital of B city, and conducted a self-filled questionnaire survey with open questionnaire form from Nov 20 2020 to Feb 10 2021. The content analysis method is used for the research, as a result, the study found 7 cateogories of reason for leave as work, organizational culture, training, personal tendency, relationships, bullying, dissatisfied benefit. It is meaningful to present evidence data on effective human resource management and measures to reduce the turnover of new nurses. Based on this study, we propose a study for specific institutional improvement according to the factors influencing each derived turnover intension.
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