간호사의 자기효능감과 집단효능감이 조직유효성에 미치는 영향

Abstract

The purpose of this study was to investigate the relationships among self-efficacy, collective efficacy, and organizational effectiveness-job satisfaction and organizational commitment to provide basic data for enhancing the efficient management of human resources in nursing organization. Data were collected from 239 nurses who had worked for more than 6 months in five general hospitals, J province. A self-reported questionnaire was used to assess the participants general and job-related characteristics, self-efficacy (by Sherer and colleagues' Self-Efficacy Scale, 1982), collective efficacy (by Riggs & Knight' Collective Efficacy Beliefs Scale, 1994), job-satisfaction (by the Minnesota Satisfaction Questionnaire-Short Form, 1967), and organizational commitment (by Mowday and colleagues' Organizational Commitment Questionnaire, 1979). The data were analyzed by Cronbach's alpha, descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient and stepwise multiple regression using the SPSS 18.0 program. The results are as follows; 1. The mean self-efficacy score was 3.52, which indicated that the score was lower than that of those nurses who worked in large-sized general hospitals of the metropolis, but was similar to that of nurses who worked in general hospitals of the provinces. The mean collective efficacy score was 3.58, which indicated that the score was higher than that of the government officials, but lower than that of nurse who worked in general hospitals of the provinces. The mean job satisfaction score was 2.97 and the mean organizational commitment score was 3.10. These scores were similar to those of the nurses who worked in general hospitals in national wide, but lower than those of those working in large-sized general hospitals of the metropolis. 2. Self-efficacy was significantly different in age (p=.003), marital status (p<.001), position (p=.014), and monthly salary (p=.002). Also, collective efficacy was significantly different in age (p=.005) and years of clinical experience (p=.012). 3. Job satisfaction was significantly different in age (p=.001) and weekly working time (p<.001). In addition, organizational commitment showed significant differences in age (p<.001), marital status (p=.004), monthly s alary (p=.003), hospital size (p=.001), and type of work (p=.009). 4. Self-efficacy was significantly related to collective efficacy (p<.001), job satisfaction (p<.001), and organizational commitment (p<.001). Collective efficacy was significantly related to job satisfaction (p<.001). 5. Multiple regression showed that the self-efficacy was the main factor of affecting job satisfaction (p<.001), which explained 14.3% of the variance for the nurses' job satisfaction together with collective efficacy and weekly working time (p<.001). In addition, the primary factor of affecting organization commitment was also self-efficacy (p<.001), which accounts for 17.4% of the variance for the nurses' organizational commitment together with hospital size and type of work (p<.001). Consequently, these findings indicated that self-efficacy and collective efficacy contributed to the job satisfaction and organizational commitment. Based on these results, this study suggests the following; 1. It is needed to develop the programs for the nursing practice enhancement and career development and establish the strategies for improving the efficacy of nurses, in particular for nurses in the twenties and thirties, who reported the lowest score of the self-efficacy and collective efficacy. 2. The self-efficacy and collective efficacy scores were lower than that of the nurses who worked in large-sized general hospitals of the metropolis, and the organizational effectiveness such as job satisfaction and job commitment were lower as well. The organizational effectiveness may be influenced by work conditions, such as working time, hospital size, nursing delivery service system, type of work, and nurse-patient ratio. Therefore, further studies will be needed to consider nursing work conditions including various regions and hospitals, the grade of nursing management, and nursing delivery service system. 3. This study showed that collective efficacy was not significantly related to the organizational commitment, while the previous studies showed that collective efficacy related to the organizational effectiveness such as job satisfaction and organizational commitment. In fact, there were few studies on the relationships between "efficacy" and organizational effectiveness in nursing organization. Therefore, it is needed to examine the relationships between nurses' efficacy and organizational effectiveness.

Key words: self-efficacy, collective efficacy, nurses, organizational effectiveness