간호사가 지각한 병원조직의 내부마케팅 수행도, 감정노동, 직장-가정 갈등이 이직의도에 미치는 영향
Impact of Internal Marketing Activity, Emotional Labor and Work-Family Conflict on Turn-Over of Hospital Nurses
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Purpose: This study was done to identify internal marketing activity, emotional labor and work-family conflict that influence turn-over in hospital nurses. Methods: Participants were 513 nurses from 2 general hospitals in Chung-nam and Gyeonggi Provinces, South Korea. Data were collected from September 1 to 30, 2011 using self-report questionnaires. Stepwise multiple regression was used to identify association between variables. Results: The mean score for internal marketing activity was 94.7±14.7, emotional labor, 31.4±5.5, work-family conflict, 19.6±4.1, and turn-over, 13.7±3.4. After adjusting for general characteristics, stepwise multiple regression showed that work-family conflict (β=.20, p<.001), marketing activity (β=-.21, p<.001), and emotional labor (β=.22, p<.001) were associated with turn-over. These predictors accounted for 33% of variance in turn-over. Conclusion: The results of this study show that work-family conflict was the most influential predictor indicating a need for the development of strategies to reduce work-family conflict and emotional labor. At the same time internal marketing activity should be supported in the hospital by analyzing the needs for nurses. Also career development programs and mentor systems will be useful for effective manpower management and quality improvement of nursing services.
Abstract
Purpose: This study was done to identify internal marketing activity, emotional labor and work-family conflict that influence turn-over in hospital nurses. Methods: Participants were 513 nurses from 2 general hospitals in Chung-nam and Gyeonggi Provinces, South Korea. Data were collected from September 1 to 30, 2011 using self-report questionnaires. Stepwise multiple regression was used to identify association between variables. Results: The mean score for internal marketing activity was 94.7±14.7, emotional labor, 31.4±5.5, work-family conflict, 19.6±4.1, and turn-over, 13.7±3.4. After adjusting for general characteristics, stepwise multiple regression showed that work-family conflict (β=.20, p<.001), marketing activity (β=-.21, p<.001), and emotional labor (β=.22, p<.001) were associated with turn-over. These predictors accounted for 33% of variance in turn-over. Conclusion: The results of this study show that work-family conflict was the most influential predictor indicating a need for the development of strategies to reduce work-family conflict and emotional labor. At the same time internal marketing activity should be supported in the hospital by analyzing the needs for nurses. Also career development programs and mentor systems will be useful for effective manpower management and quality improvement of nursing services.
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