임상간호사의 지각된 건강상태와 그릿, 일과 삶의 균형, 긍정 간호조직문화가 직장 삶의 질에 미치는 영향
Effects of Perceived Health Status, Grit, Work-Life Balance, and Positive Nursing Organizational Culture on Clinical Nurses’ Quality of Work Life
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Purpose: This study aimed to identify the factors influencing clinical nurses’ Quality of Work Life (QWL). Methods: A descriptive research design was employed to sur vey 218 nurses from S General Hospital in D City. Data were collected between March 14 and 31, 2022 using structured self-administered questionnaires. Data analysis was performed using t-test, ANOVA, Pearson correlation coefficients, and linear multiple regression. Results: The QWL of the clinical nurses ranged from 1 to 6, with a mean of 3.75±0.48. Positive nursing organizational culture (=.55, p＜.001), clinical career at the current hospital (=.26, p＜.001), work-life balance (=.15, p=.009), and satisfaction with the current work unit (=.14, p=.008) were identified as significant QWL predictors. Together, these factors explained 52.1% of the variance (F=40.36, p＜.001). Conclusion: Enhancing nurses’ QWL necessitates fostering a positive nursing organizational culture, promoting work-life balance, and implementing intervention programs for organizational change. These efforts are crucial for improving nurse satisfaction and effectively managing workforce longevity.
Abstract
Purpose: This study aimed to identify the factors influencing clinical nurses’ Quality of Work Life (QWL). Methods: A descriptive research design was employed to sur vey 218 nurses from S General Hospital in D City. Data were collected between March 14 and 31, 2022 using structured self-administered questionnaires. Data analysis was performed using t-test, ANOVA, Pearson correlation coefficients, and linear multiple regression. Results: The QWL of the clinical nurses ranged from 1 to 6, with a mean of 3.75±0.48. Positive nursing organizational culture (=.55, p＜.001), clinical career at the current hospital (=.26, p＜.001), work-life balance (=.15, p=.009), and satisfaction with the current work unit (=.14, p=.008) were identified as significant QWL predictors. Together, these factors explained 52.1% of the variance (F=40.36, p＜.001). Conclusion: Enhancing nurses’ QWL necessitates fostering a positive nursing organizational culture, promoting work-life balance, and implementing intervention programs for organizational change. These efforts are crucial for improving nurse satisfaction and effectively managing workforce longevity.
참고문헌 (40)
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