중환자실 간호사의 이직의도 예측요인
Predictive Factors of Turnover Intention among Intensive Care Unit Nurses
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목적: 본 연구는 중환자실에서 근무하는 간호사를 대상으로 이직의도, 도덕적정체성, 직무스트레스, 수간호사의 진성리더십 정도를 알아보고, 이직의도에 영향을 미치는 요인을 파악하고자 시행되었다. 방법: D, U, B 광역시 대학병원의 중환자실 간호사를 대상으로 2017년 2월 15일부터 3월 23일까지 설문을 시행하였고, 207부가 분석에 사용되었으며 수집된 자료는 IBM/SPSS 23.0 을 이용하여 분석하였다. 결과: 이직의도에 영향을 미치는 요인은 일반적 특성의 경우(나이, 부양가족) 이직의도를 4.1% 설명하였고, 직무스트레스, 도덕적정체성, 수간호사의 진성리더십을 투입하였을 때 설명력은 20.4% 증가하였다. 즉 이직의도에 대한 나이, 부양가족, 직무스트레스, 도덕적정체성, 진성리더십의 설명력은 23.6% (F=11.63 p<.001)이었고, 직무스트레스는 이직의도에 가장 큰 영향을 미치는 예측요인이었다(ß=.28, p<.001). 최종모델에서 중환자실 간호사의 이직의도에 유의미한 영향을 미치는 요인은 나이, 직무스트레스, 도덕적정체성, 수간호사의 진성리더십으로 나타났다. 결론: 직무스트레스, 도덕적정체성 및 수간호사의 진성리더십은 중환자실 간호사의 이직의도에 영향을 미치는 중요한 요인으로 나타났다. 이에 중환자실 간호사의 이직의도를 줄이기 위해서는 간호관리자의 진성리더십을 증진시키고, 중환자실 간호사 및 간호학생의 도덕적정체성을 향상시키며 중환자실 간호사의 직무스트레스를 줄이기 위한 중재프로그램 제공이 필요하다.
Abstract
Purpose: The purpose of this study was to understand morality identity, occupational stress and authentic leadership and identify factors contributing to turnover intention among intensive care unit (ICU) nurses. Methods: Data were collected from 230 nurses at the university hospitals in Daegu, Ulsan and Busan between February 15 and March 23, 2017. Instruments measuring turnover intention, moral identity, occupational stress, and authentic leadership were utilized. Statistical analysis included t-test, ANOVA, Pearson correlational analysis, and hierarchical regression analysis. Results: A total of 207 nurses in ICU participated in this study. The power of explanation with age and dependents on turnover intention was 4.1%. With inclusion of occupational stress, moral identity, and authentic leadership factors put into the model, further 20.4% was explained. The explanatory power of the turnover intention in the final model was 23.6% (F=11.63 p<.001), and occupational stress was the key factor explaining turnover intention (β=.28, p<.001). Predictive factors contributing to turnover intention were age, occupational stress, moral identity, and authentic leadership in final model. Conclusion: These findings demonstrated occupational stress, moral identity and authentic leadership as critical factors contributing turnover intention of ICU nurses. It is necessary to promote nursing manager’s authentic leadership, and to encourage moral identity in ICU nurses. In addition, providing intervention programs to reduce occupational stress for ICU nurses is necessary.
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