치과위생사의 LMX (Leader-Member Exchange)와 임파워먼트가 조직성과에 미치는 영향
The Effects of Dental Hygienists’ LMX (Leader-Member Exchange) and Empowerment on Organizational Performance
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치과위생사의 리더-구성원 교환관계(LMX)와 임파워먼트가 조직의 성과에 미치는 영향을 살펴봄으로써 치과위생사조직에서의 인적자원관리와 치과위생사의 직무만족과조직몰입을 도모하여 조직업무성과를 높이는 데 기여하고자 한다. 2015년 3월 2일부터 3월 31일까지 울산, 부산, 대구 지역 치과의료기관에 종사하는 치과위생사 324명(회수율92.6%)을 분석대상으로 하였고 설문조사 결과는 다음과 같다. 리더와 구성원의 교환관계(LMX)는 치과병원에 근무하는 치과위생사가 높은 점수를 보였고, 임파워먼트는 직위가높을수록, 나이가 많을수록, 학력이 높을수록 임파워먼트가높은 것으로 나타났다. 리더-구성원 교환관계(LMX), 임파워먼트, 직무만족, 조직몰입은 유의한 양의 상관관계를 보여 치과위생사의 리더-구성원 교환관계(LMX)가 원활하고 임파워먼트가 높을수록 직무만족과 조직몰입 수준이 증가하고 있음을 파악할 수 있다. 치과위생사들의 직무만족에가장 큰 영향을 미치는 요인은 의미성(β=0.325, p＜0.001) 이며, 조직몰입(β=0.264, p＜0.001), 역량성(β=0.164, p＜ 0.01)순으로 나타났다. 치과위생사들의 조직몰입에 가장 큰영향을 미치는 요인은 LMX(β=0.321, p＜0.001)이며, 직무만족(β=0.275, p＜0.001), 의미성(β=0.210, p＜0.001)순으로 나타났다. 이상의 결과를 종합해 볼 때 치과의료현장에서 종사하는 치과위생사의 리더-구성원 교환관계(LMX)와임파워먼트가 직무만족과 조직몰입에 영향을 주므로 치과위생사조직의 관리자와 팀원간의 상호교환관계형성과 임파워먼트 증진을 위한 다양한 교육프로그램 개발이 마련되어야 할 것이다.
Abstract
The purpose of this study was to determine the effects of dental hygienists’ leader-member exchange (LMX) and empowerment on organizational performance, improve human resource management in their organization and their job satisfaction and organizational commitment, and provide basic data that could help improve organizational performance. A survey was conducted in 324 dental hygienists at dental care institutions in Ulsan, Busan, and Daegu from March 2 to 31, 2015 and the following results were obtained: Dental hygienists at dental hospitals had higher levels of LMX than those at dental clinics; those who were at higher positions, who were older, and who were more educated showed higher levels of empowerment. There was significant, positive correlation between LMX and empowerment and job satisfaction and organizational commitment: dental hygienists with better LMX and higher levels of empowerment showed higher levels of job satisfaction and organizational commitment. For dental hygienists, significance (β=0.325, p＜0.001) exerted the greatest impact on job satisfaction, followed by organizational commitment (β=0.264, p＜0.001) and competence (β=0.164, p＜0.01) and LMX (β=0.321, p＜0.001) had the greatest impact on organizational commitment, followed by job satisfaction (β=0.275, p＜0.001) and significance (β=0.210, p＜0.001).To put the results together, dental hygienists in dental care practice had their job satisfaction and organizational commitment affected by LMX and empowerment; therefore, it is necessary to develop diverse education programs with the objective of promoting mutual exchange between a manager of dental hygienists' team and members and improving empowerment.
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