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간호사의 직무스트레스와 여가만족이 직무만족에 미치는 영향

Impact of Job Stress and Leisure Satisfaction on Job Satisfaction among Nurses

  • 연명진 (강릉원주대학교 일반대학원)

초록/요약 도움말

간호사의 직무스트레스와 여가만족이 직무만족에 미치는 영향 연 명 진 국립강릉원주대학교 대학원 간호학과 연구배경: 현대 의료환경은 간호사에게 다양한 역할과 책임을 요구하며, 이는 직무스트레스를 증가시키는 주요 요인으로 작용한다. 직무스트레스는 간호사의 직무만족에 부정적인 영향을 미칠 수 있으며, 이는 간호사의 삶의 질과 환자 간호의 질에도 영향을 미친다. 반면, 여가만족은 개인의 스트레스를 완화하고 직무만족을 향상시키는 데 긍정적인 영향을 미치는 요인으로 주목받고 있다. 따라서 본 연구에서는 간호사의 직무스트레스와 여가만족이 직무만족에 미치는 영향을 분석함으로써 이들 요인의 관계를 규명하고자 하였다. 연구목적: 본 연구의 목적은 간호사의 직무스트레스와 여가만족이 직무만족에 미치는 영향을 확인하기 위함이다. 연구방법: 본 연구의 설계는 서술적 조사연구이다. 연구 대상자는 전국 단위의 100병상 이상의 의료기관에서 환자를 대면하는 부서에서 12개월 이상 임상 경력을 가진 간호사로 연구 참여에 자발적으로 동의한 간호사 147명이다. 자료수집은 2024년 5월 1일부터 12일까지이며, 자료수집은 총 88문항으로 구성된 온라인 설문지를 사용하여 시행하였다. 연구도구는 직무스트레스, 여가만족, 직무만족을 사용하였다. 자료 분석은 SPSS 28.0 프로그램을 이용하여 대상자의 일반적 특성과 각 변수의 정도는 빈도, 백분율, 평균과 표준편차를 확인하였다. 대상자의 일반적 특성에 따른 각 변수의 차이 검증은 independent t-test, one-way ANOVA 분석을 하였고, 변수의 상관관계 확인을 위해 Pearson’s correlation coefficients로 분석하였다. 또한 간호사의 직무만족에 영향을 미치는 요인은 hierarchical regression analysis로 분석하였다. 연구결과: 대상자의 직무스트레스는 5점 만점에 평균 3.82±0.71, 여가만족은 5점 만점에 평균 4.10±0.54점, 직무만족은 5점 만점에 평균 3.05±0.50점이었다. 일반적 특성에 따른 직무만족 정도는 학력(F=3.24, p=.042), 근무형태(t=3.03, p=.003), 근무부서(t=4.14, p<.001), 직위(t=2.44, p=.008), 연봉(F=22.48, p<.001), 총 임상경력(F=14.35, p<.001), 여가참여 빈도(F=19.14, p<.001)에 따라 통계적으로 유의한 차이가 있었다. 대상자의 직무만족은 여가만족(r=.45, p<.001)과 유의미한 양(+)의 상관관계가 있었다. 또한, 여가만족은 직무스트레스(r=.39, p<.001)와 유의미한 양(+)의 상관관계가 있었다. 대상자의 직무만족에 영향을 미치는 요인은 여가만족(β=.26, p<.001), 여가참여 빈도(β=.21, p<.001), 근무부서(병동, β=.18, p=.009)로 나타났다. 이들 변수는 대상자의 직무만족정도를 총 49.0%를 설명하는 것으로 나타났다. 결론: 본 연구 결과, 간호사의 직무만족에 영향을 미치는 주요 요인은 여가만족, 근무부서(병동), 여가참여 빈도로 확인되었다. 이는 간호사의 여가시간 확보를 위해 교대근무 제도를 탄력적으로 운영하는 등 지속 가능한 근무환경을 마련하기 위한 조직적·정책적 노력이 필요함을 시사한다. 간호사가 근무하는 부서의 특성과 환경이 직무만족의 중요한 요인임을 확인하였다. 이를 바탕으로, 간호사의 직무만족을 높이기 위해 다양한 직무 환경과 개인적 요인을 종합적으로 고려한 실효성 있는 포괄적 전략을 개발할 필요가 있다. Abstract Impact of Leisure Satisfaction and Job Stress on Job Satisfaction among Nurses Myeong Jin Yeon Department of Nursing The Graduate School of Gangneung-Wonju National University Summary Purpose: The purpose of this study was to analyze the effect of job stress and leisure satisfaction on job satisfaction among nurses. Methods: This descriptive study was conducted on 147 nurses who voluntarily participated and had at least 12 months of clinical experience at medical institutions with ≥100 beds across the nation. Data were collected via a questionnaire consisting of 88 questions on job stress, leisure satisfaction, and job satisfaction from May 1–12, 2024. SPSS 28.0 was used to analyze the collected data by participant characteristics and the degree of each variable by frequency, percentage, mean, and standard deviation. Independent t-test and one-way ANOVA were performed to identify the differences in each variable according to the participants’ characteristics, and the Pearson correlation coefficient was used to determine the correlation between the variables. Hierarchical regression analysis was performed to pinpoint the factors affecting job satisfaction. Results: The mean values for job stress, leisure satisfaction, and job satisfaction were 3.82±0.71, 4.10±0.54, and 3.05±0.50, respectively, out of 5 points. There were statistically significant differences in job satisfaction according to education (F=3.24, p=.042), type of work (t=3.03, p=.003), department (t=4.14, p<.001), position (t=2.44, p=.008), salary (F=22.48, p<.001), total work experience (F=14.35, p<.001), and frequency of leisure activities (F=19.14, p<.001). Job satisfaction had a significant positive correlation with leisure satisfaction (r=.45, p<.001), and leisure satisfaction had a significant positive correlation with job stress (r=.39, p<.001). Additionally, leisure satisfaction (β=.26, p<.001), frequency of leisure activities (β=.21, p<.001) and department (ward: β=.18, p=.009) were shown to impact job satisfaction, with an explanatory power of 49.0%. Conclusion: Leisure satisfaction, department of work (ward) and frequency of leisure activities are the main factors affecting job satisfaction among nurses. This suggests that organizational and policy efforts, such as providing nurses with flexible schedules to allow for leisure time, are needed to create a sustainable working environment. Further, job satisfaction was dependent on the department the nurses were working in. Thus calling for support measures to be created and implemented according to each department. Overall, it is necessary to develop an effective comprehensive strategy that considers various work environments and individual factors to increase job satisfaction among nurses.

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목차 도움말

목 차
Ⅰ. 서 론··································································································1
1. 연구의 필요성··································································································1
2. 연구 목적·········································································································4
3. 용어 정의·········································································································5
Ⅱ. 문헌 고찰···························································································7
1. 직무스트레스····································································································7
2. 여가만족···········································································································9
3. 직무만족·········································································································14
Ⅲ. 연구방법···························································································17
1. 연구설계·········································································································17
2. 연구대상·········································································································18
3. 연구도구·········································································································19
4. 자료수집·········································································································22
5. 자료분석·········································································································23
6. 윤리적 고려····································································································24
Ⅳ. 연구결과···························································································25
1. 대상자의 일반적 특성···················································································25
2. 대상자의 직무스트레스, 여가만족 및 직무만족 정도·································29
3. 대상자의 일반적 특성에 따른 직무스트레스, 여가만족, 직무만족 정도 차이 ····31
4. 대상자의 직무스트레스, 여가만족, 직무만족 간의 상관관계·····················35
5. 대상자의 직무만족에 영향을 주는 요인······················································38
Ⅴ. 논 의································································································42
Ⅵ. 결론 및 제언···················································································54
참고문헌··································································································55
부 록··································································································79
Abstract···································································································92

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