지원사업
학술연구/단체지원/교육 등 연구자 활동을 지속하도록 DBpia가 지원하고 있어요.
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연구자들이 자신의 연구와 전문성을 널리 알리고, 새로운 협력의 기회를 만들 수 있는 네트워킹 공간이에요.
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- 2013
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ABSTRACT
Male nurses'' job satisfaction, organizational commitment and turnover intention
Ahn, Min Kweon
College of Nursing
The Graduate School of
Chonbuk National University
Purpose: This study aimed to investigate male nurses'' attitudes toward the job and organization which are job satisfaction, organizational commitment and turnover intention.
Methods: The data were collected from May 10, 2013 to May 25, 2013 and total subjects are 150 male nurses who worked at hospital in Korea. The collected data were analyzed using independent t-test, one-way ANOVA, Pearson''s correlation coefficient.
Results: There were significant correlation between job satisfaction and organizational commitment(r=.735, p<.001), job satisfaction and turnover intention(r=-.555, p<.001), and organizational commitment and turnover intention(r=-.694, p<.001). According to male nurses'' characteristics, job satisfaction of participants showed a significant difference at education level(F=4.43, p=.014), work department(F=2.38, p=.032), and salary(F=2.97, p=.034). Organizational commitment showed a significant difference at age(F=-2.63, p=.009), and education level(F=4.93, p=.008), affiliation(t=-2.72, p=.007), work department(F=2.42, p=.029), number of male nurse in workplace(F=2.81, p=.042), and salary(F=10.37, p<.001). Turnover intention showed a significant difference at clinical career as a nurse(F=3.80, p=.012), current hospital career(F=4.59, p=.004), affiliation(t=2.45, p=.015), and salary(F=6.03, p=.001).
Conclusions: Consquently, for reducing turnover intention, it is necessary to increase job satisfaction, organizational commitment of male nurses by considering various predictive factors that affect job satisfaction and organizational commitment.
Key words : male nurse, job satisfaction, organizational commitment, turnover intention
Male nurses'' job satisfaction, organizational commitment and turnover intention
Ahn, Min Kweon
College of Nursing
The Graduate School of
Chonbuk National University
Purpose: This study aimed to investigate male nurses'' attitudes toward the job and organization which are job satisfaction, organizational commitment and turnover intention.
Methods: The data were collected from May 10, 2013 to May 25, 2013 and total subjects are 150 male nurses who worked at hospital in Korea. The collected data were analyzed using independent t-test, one-way ANOVA, Pearson''s correlation coefficient.
Results: There were significant correlation between job satisfaction and organizational commitment(r=.735, p<.001), job satisfaction and turnover intention(r=-.555, p<.001), and organizational commitment and turnover intention(r=-.694, p<.001). According to male nurses'' characteristics, job satisfaction of participants showed a significant difference at education level(F=4.43, p=.014), work department(F=2.38, p=.032), and salary(F=2.97, p=.034). Organizational commitment showed a significant difference at age(F=-2.63, p=.009), and education level(F=4.93, p=.008), affiliation(t=-2.72, p=.007), work department(F=2.42, p=.029), number of male nurse in workplace(F=2.81, p=.042), and salary(F=10.37, p<.001). Turnover intention showed a significant difference at clinical career as a nurse(F=3.80, p=.012), current hospital career(F=4.59, p=.004), affiliation(t=2.45, p=.015), and salary(F=6.03, p=.001).
Conclusions: Consquently, for reducing turnover intention, it is necessary to increase job satisfaction, organizational commitment of male nurses by considering various predictive factors that affect job satisfaction and organizational commitment.
Key words : male nurse, job satisfaction, organizational commitment, turnover intention
목차
목 차목 차 ⅰABSTRACT ⅳⅠ. 서론·························································· 11. 연구의 필요성····························································· 12. 연구의 목적································································ 33. 용어의 정의································································ 4Ⅱ. 문헌고찰····················································· 51. 남자간호사의 현황························································ 52. 직무만족···································································· 63. 조직몰입··································································· 94. 이직의도································································· 11Ⅲ. 연구방법··················································· 141. 연구설계·································································· 142. 연구대상자······························································ 143. 연구도구································································· 154. 자료수집방법··························································· 175. 자료분석방법···························································· 186. 연구의 제한점··························································· 18Ⅳ. 연구결과···················································· 191. 대상자의 특성··························································· 192. 대상자의 직무만족, 조직몰입 및 이직의도 점수···················· 243. 대상자의 직무만족, 조직몰입 및 이직의도 간의 상관관계········· 254. 대상자의 일반적 특성에 따른 직무만족, 조직몰입 및이직의도 차이······························································· 265. 대상자의 직무 관련 특성에 따른 직무만족, 조직몰입 및이직의도 차이······························································· 28Ⅴ. 논의························································· 341. 직무만족·································································· 342. 조직몰입································································· 353. 이직의도·································································· 37Ⅵ. 결론 및 제언·············································· 401. 결론······································································· 402. 제언······································································· 42참고문헌································································· 43부록····································································· 49
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