임상간호사의 경력만족, 경력몰입 및 경력변경의도에 대한 구조모형
Structural Equation Modeling for Career Satisfaction, Career Commitment and Career Withdrawal Intention in Clinical Nurses
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간호사의 빈번한 경력 변경과 단절 억제는 의료기관의 인력 관리에서 중요한 이슈의 하나이다. 이 연구는 임상간호사의 경력변경의도에 영향을 미치는 요인을 구명함으로써 간호인력 관리 개선과 간호사 경력개발 향상을 위한 근거를 확보하고자 한 것이다. 방법: 부산광역시 8개 병원급 이상 의료기관의 경력 1년 이상 임상간호사 590명을 대상으로 2013년 12월부터 1개월 간 자기기입식 설문조사를 실시하였다. 자료분석은 SPSS program (ver 20.0, SPSS Inc, Chicago, Illinois, USA)과, AMOS program (ver 20.0)을 이용한 구조방정식모형을 설정하였다. 결과: 직무적합성(β=.239, t=2.676, p=.007), 직무자율성(β=.26, t=4.815, p<.001) 경력계획(β=.301, t=5.797, p<.001)은 모두 경력만족에 정(+)의 관계를 보여 이들이 높을수록 경력만족이 높았고, 직무적합성(β=.107, t=2.28, p=.023), 직무자율성(β=.257, t=5.035, p<.001), 경력계획(β=.232, t=4.717, p<.001), 경력만족(β=.123, t=2.293, p=.022) 또한 정(+)의 관계를 보여 이들이 높을수록 경력몰입이 높았다. 반면 경력몰입(β=-.906, t=-15.72, p<.001)은 경력변경의도에 부(-)의 관계를 보여 몰입이 높을수록 경력변경의도가 낮았다. 결론: 경력몰입과 경력만족이 임상간호사의 직무적합성, 직무자율성, 경력계획 특성과 경력변경의도 사이에서 중요한 매개역할을 함을 확인하였다. 경력변경의도에 가장 크게 직접적으로 영향을 미치는 요인은 경력몰입 이었다. 따라서 유능한 간호 인력의 경력변경의도와 이직을 억제시키고, 궁극적으로는 생산성향상에 기여 할 수 있게 하기 위해서는 경력몰입 강화에 초점을 맞춘 기관 차원의 관심 고취와 노력이 강화되어야 할 것이다.
Abstract
Purpose: Preventing frequent change and discontinuation of the nurses’ carrier is one of major issues for human resource management in a health organization (HO). This study was conducted to get evidences for improvement nursing manpower management and career development of the clinical nurses through investigating affecting factors to their career withdrawal intention (CWI). Methods: A self-report questionnaire survey was conducted on the subjects of the 590 clinical nurses with more than one year tenure from the eight hospitals in Busan city during December, 2013. Data analysis was performed using SPSS program (ver 20.0) and AMOS program (ver 20.0) for structural modeling. Results: Career satisfaction (CS) showed positive(+) effects, and increased with higher job adequacy (β=.139, t=2.676, p=.007), job autonomy (β=.260, t=4.815, p .001), and career planning (β=.301, t=5.797, p .001). Career commitment (CC) showed positive(+) effects, and increased with higher job adequacy (β=.107, t=2.280, p=.023), job autonomy (β= .257, t=5.035, p .001), career planning (β=.232, t=4.717, p .001), and career satisfaction (CS)(β=.123, t=2.293, p=.022). CWI showed negative(-) effects and increased with lower CC (β=-.906, t=-15.72, p .001). Conclusion: Results indicate that CC and CS have important mediating roles between job adequacy, job autonomy, career planning and CWI. As CC directly influenced CWI, there is a need to strengthen CC to prevent frequent changes and discontinuation of nurses’ careers and to contribute to productivity HO’s.
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