간호사의 경력몰입에 관한 구조모형
Structural Model of Nurses' Career Commitment
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초록
Purpose: This study was done to construct a hypothetical model to explain the factors influencing career commitment of nurses. Methods: Three factors (individual internal-, job- and career-characteristics) and 8sub-factors were measured with Likert scales. Data collection was conducted from Jan. 11 to 31, 2011 using self-report questionnaires. Participants (738 nurses) were selected from 6 hospitals in 2 metropolitan cities of South Korea. Collected data were analyzed using SPSS Window 16.0 and Amos 19.0. Results: 1) Among the 3 factors,career commitment was most strongly influenced by career-characteristics. 2) Career commitment was influenced by organizational-career-management but not by personal-career-management. 3) Career commitment was influenced by individual internal-characteristics but not by job-characteristics. 4) Of the 8 sub-factors, career commitment was most strongly influenced by desire-for-growth but not by self-efficiency. Conclusion: The results of this study indicate that in order to improve career commitment of nurses it is necessary to implement custom-made career development policies considering individual characteristics in the organizational level.
Abstract
Purpose: This study was done to construct a hypothetical model to explain the factors influencing career commitment of nurses. Methods: Three factors (individual internal-, job- and career-characteristics) and 8sub-factors were measured with Likert scales. Data collection was conducted from Jan. 11 to 31, 2011 using self-report questionnaires. Participants (738 nurses) were selected from 6 hospitals in 2 metropolitan cities of South Korea. Collected data were analyzed using SPSS Window 16.0 and Amos 19.0. Results: 1) Among the 3 factors,career commitment was most strongly influenced by career-characteristics. 2) Career commitment was influenced by organizational-career-management but not by personal-career-management. 3) Career commitment was influenced by individual internal-characteristics but not by job-characteristics. 4) Of the 8 sub-factors, career commitment was most strongly influenced by desire-for-growth but not by self-efficiency. Conclusion: The results of this study indicate that in order to improve career commitment of nurses it is necessary to implement custom-made career development policies considering individual characteristics in the organizational level.
참고문헌 (30)
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