병원간호사가 인식하는 긍정간호조직문화, 잡크래프팅, 직무열의가 간호업무성과에 미치는 영향
Effects of Positive Nursing Organizational Culture, Job cerafting, and Job Engagement on the Nursing Performance of Hospital Nurses
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Purpose: This study investigate the effects of positive nursing organizational culture, job crafting, and job engagement on nursing performance among hospital nurses. Methods: A descriptive cross-sectional survey was conducted with 193 nurses working at a general hospital in G Province using convenience sampling. Data were collected from February 1 to 28, 2025, and analyzed using descriptive statistics, correlation, and stepwise multiple regression. Results: The mean nursing performance score was 3.24±0.37 on a 4-point scale. Significant nursing performance predictors included holding a charge nurse position (β=.26, p=.002), relational crafting (β=.23, p=.002), working in an intensive care unit (β=.21, p=.005), pursuit of common values (β=.18, p=.002), and absorption (β=.17, p=.005). These five factors explained 36% of the variance in nursing performance. Conclusion: Nursing performance was higher among nurses who held leadership roles, engaged in relational job crafting, worked in critical care settings, perceived a strong sense of shared organizational values, and experienced greater job absorption. Clearly, cultivating a supportive work environment that fosters shared values and relationship-oriented job design is important to improve nursing performance.
Abstract
Purpose: This study investigate the effects of positive nursing organizational culture, job crafting, and job engagement on nursing performance among hospital nurses. Methods: A descriptive cross-sectional survey was conducted with 193 nurses working at a general hospital in G Province using convenience sampling. Data were collected from February 1 to 28, 2025, and analyzed using descriptive statistics, correlation, and stepwise multiple regression. Results: The mean nursing performance score was 3.24±0.37 on a 4-point scale. Significant nursing performance predictors included holding a charge nurse position (β=.26, p=.002), relational crafting (β=.23, p=.002), working in an intensive care unit (β=.21, p=.005), pursuit of common values (β=.18, p=.002), and absorption (β=.17, p=.005). These five factors explained 36% of the variance in nursing performance. Conclusion: Nursing performance was higher among nurses who held leadership roles, engaged in relational job crafting, worked in critical care settings, perceived a strong sense of shared organizational values, and experienced greater job absorption. Clearly, cultivating a supportive work environment that fosters shared values and relationship-oriented job design is important to improve nursing performance.