공공병원의 COVID-19 감염병병동 간호사와 일반병동 간호사의 이직의도 영향요인
- 발행기관 강릉원주대학교 대학원 간호학과
- 발행년도 2020
- 학위수여년월 2021. 2
- 학위명 석사
- 학과 및 전공 도움말 일반대학원 간호학과
- 파일정보 pdf
- 실제URI http://www.dcollection.net/handler/kangnung/000000010888
- UCI I804:42001-000000010888
- 본문언어 한국어
초록/요약 도움말
목적: 본 연구는 공공병원의 COVID-19 감염병병동 간호사와 일반병동 간호사의 이직의도 영향요인을 파악하기 위해 수행되었다. 방법: 경기도 7개소 공공병원의 간호사 340명을 대상으로 2020. 10. 12.~ 10. 30.까지 설문조사로 자료수집하였다. 결과: COVID-19 감염병병동 간호사의 이직의도 관련 요인 간 상관관계는 연령 (r=-.37, p<.001), 총 경력(r=-.32, p<.001), 환자안전평가에 대한 인식(r=-.33, p<.001), 현재부서경력(r=.17, p=.016), 직무요구스트레스(r=.39, p<.001), 직무자원스트레스 (r=.55, p<.001)로 나타났다. 일반병동 간호사의 이직의도 관련 요인간의 상관관계 는 연령(r=-.33, p<.001), 총 경력(r=-.32, p<.001), 현재부서경력(r=.-24, p=.004), 환자안전평가에 대한 인식(r=-.22, p=.009), 이직횟수(r=.18, p=.031), 직무요구스트 레스(r=.42, p<.001), 직무자원스트레스(r=.56, p<.001)로 나타났다. 다중회귀분석결 과 두 군의 이직의도에 영향을 미치는 요인은 연령(COVID-19 Ward:β=-0.37, p<.001, General Ward:β=-0.40, p<.001)과 직무자원스트레스(COVID-19 Ward:β =0.52, p<.001, General Ward:β=0.60, p<.001)로 확인되었다. 또한, COVID-19 감 염병병동 간호사는 현재부서경력(β=0.13, p=.021)이 유의한 영향요인으로 나타났다. 결론: 두 군 간호사의 연령이 많을수록 이직의도는 감소하였으며, 직무자원스트 레스가 높을수록 이직의도는 증가하였다. COVID-19 감염병병동 간호사는 현재부서 경력이 늘어날수록 이직의도가 상승되는 것을 확인하였다. 연령대별 구체적인 이직 관리에 대한 요구를 파악하고 병원차원의 체계적인 방안이 운영되어야 할 것이며, 직무자원스트레스 요인을 감소시킬 수 있는 행정적 시스템이 마련되어야 한다.
more초록/요약 도움말
Abstract Factors Influencing the Turnover Intention of COVID-19 Infectious Ward Nurses and General Ward Nurses in Public Hospitals Jun-Hee Bae Department of Nursing The Graduate School of Gangneung-Wonju National University Purpose: This study was conducted in the public hospitals to determine the factors influencing the turnover intention of nurses in COVID-19 infectious disease wards and General wards. Method: The data was collected through a survey of 340 nurses at seven public hospitals in Gyeonggi Province from October 12, 2020 to October 30. Result: Correlations between factors related to the intention to turnover of nurses in COVID-19 infectious disease wards were age (r=-.37, p<.001), total experience (r=-.32, p<.001), and perception of patient safety evaluation (r=-.33, p<.001), current department career (r=.17, p=.016), job demand stress (r=.39, p<.001), and job resource stress (r=.55, p<.001). The correlations among factors related to the intention to turnover of nurses in General wards were age (r=-.33, p<.001), total experience (r=-.32, p<.001), and current department career (r=.-24, p=.004), perception of patient safety evaluation (r=-.22, p=.009), number of turnovers (r=.18, p=.031), job demand stress (r=.42, p<.001), and job resource stress (r=.56, p<.001). As a result of the multiple regression analysis, the factors affecting the turnover intention of the two groups were age (COVID-19 wards: β=-0.37, p<.001, General wards: β=-0.40, p<.001) and job resource stress (COVID-19 wards: β=0.52, p<.001, General wards: β=0.60, p<.001). Conclusion: As the age of the nurses in the two groups increased, the intention to turnover decreased, and the nurses in the COVID-19 infectious disease wards confirmed that the turnover intention increased as the current department career increased. The demands for specific transfer management by age group should be identified and systematic measures at the hospital level should be taken
more목차 도움말
목 차
표 목 차 ·······················································································································ⅳ
그림목차 ························································································································ⅴ
부록목차 ························································································································ⅵ
국문초록 ························································································································ⅶ
Ⅰ. 서 론 ··································································································1
1. 연구의 필요성 ··································································································1
2. 연구의 목적 ·····································································································4
3. 용어의 정의 ·····································································································5
1) 직무스트레스 ······························································································5
2) 이직의도 ······································································································5
Ⅱ. 이론적 배경 ·······················································································7
1. 직무스트레스 ····································································································7
2. 이직의도 ·········································································································11
Ⅲ. 연구방법 ···························································································13
1. 연구설계 ·········································································································13
2. 연구대상 ·········································································································13
3. 자료수집방법 및 절차 ···················································································14
4. 윤리적 고려 ····································································································14
5. 연구도구 ·········································································································15
1) 일반적 특성 및 직무특성 ········································································15
2) 직무스트레스 ····························································································16
3) 이직의도 ····································································································17
6. 자료분석 방법 ································································································18
7. 연구의 제한점 ································································································19
Ⅳ. 연구결과 ···························································································20
1. 대상자의 일반적 특성 및 직무특성 ·····························································20
2. 직무스트레스와 이직의도 차이 ·····································································24
3. 일반적 특성 및 직무특성에 따른 직무스트레스의 차이 ····························25
4. 일반적 특성 및 직무특성에 따른 직무요구스트레스의 차이 ·····················29
5. 일반적 특성 및 직무특성에 따른 직무자원스트레스의 차이 ·····················33
6. 일반적 특성 및 직무특성에 따른 이직의도의 차이 ···································37
7. 전체 대상자의 이직의도 관련 요인간의 상관관계 ·····································41
8. COVID-19 감염병병동 간호사의 이직의도 관련 요인간의 상관관계 ········43
9. 일반병동 간호사의 이직의도 관련 요인간의 상관관계 ······························45
10. 전체 대상자의 이직의도에 미치는 영향요인 ·············································47
11. COVID-19 감염병병동 간호사의 이직의도에 미치는 영향요인 ···············48
12. 일반병동 간호사의 이직의도에 미치는 영향요인 ······································49
Ⅴ. 논 의 ································································································50
Ⅵ. 결론 및 제언 ···················································································54
References ·······························································································55
Appendix ································································································65
Abstract ···································································································80
