병원간호사의 조직몰입에 영향을 미치는 요인
Influencing Factors of the Organizational Commitment among Hospital Nurses
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초록
Purpose: The study aimed to identify influencing factors associated with the organizational commitment (OC)among hospital nurses. Methods: A descriptive correlational design was utilized. The subjects of this study were 447 female nurses working for over 6 months in Seoul. The study was based on the data from a self-reported survey using structured questionnaires. The data were collected from September 10 to 30, 2009 and analyzed using Pearson's correlation coefficients and stepwise multiple regression analysis. Results: The mean score of the OC was 2.45, slightly higher than the intermediate level. The mean score of the three-dimensional domain among the OC, affective commitment (AC) was 2.50, continuance commitment (CC) was 2.59, and normative commitment (NC) was 2.29. The influencing factors of nurses' AC were perceived organizational support (POS) (β=.31,p<.001), supervisory trust, job burnout, nursing professionalism, and age, which accounted for 49.7%. The influencing factors of the CC were supervisory trust (β=.20, p<.001), POS, and job burnout whereas the influencing factors of the NC were POS (β=.40, p<.001), supervisory trust, nursing professionalism, and job burnout. Conclusion: It is necessary to develop supportive strategies that increase OC, which also improve the POS, nursing professionalism, and supervisory trust, and alleviate job burnout in hospital nurses.
Abstract
Purpose: The study aimed to identify influencing factors associated with the organizational commitment (OC)among hospital nurses. Methods: A descriptive correlational design was utilized. The subjects of this study were 447 female nurses working for over 6 months in Seoul. The study was based on the data from a self-reported survey using structured questionnaires. The data were collected from September 10 to 30, 2009 and analyzed using Pearson's correlation coefficients and stepwise multiple regression analysis. Results: The mean score of the OC was 2.45, slightly higher than the intermediate level. The mean score of the three-dimensional domain among the OC, affective commitment (AC) was 2.50, continuance commitment (CC) was 2.59, and normative commitment (NC) was 2.29. The influencing factors of nurses' AC were perceived organizational support (POS) (β=.31,p<.001), supervisory trust, job burnout, nursing professionalism, and age, which accounted for 49.7%. The influencing factors of the CC were supervisory trust (β=.20, p<.001), POS, and job burnout whereas the influencing factors of the NC were POS (β=.40, p<.001), supervisory trust, nursing professionalism, and job burnout. Conclusion: It is necessary to develop supportive strategies that increase OC, which also improve the POS, nursing professionalism, and supervisory trust, and alleviate job burnout in hospital nurses.
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