간호사의 직장 내 괴롭힘, 조직문화와 조직몰입간의 관계

Abstract

The purpose of this study was to investigate the relationship among nurses' workplace bullying, organizational culture and organizational commitment. Participants were 299 nurses who have worked more than 6 months from 5 general hospitals in Jeju. Data were collected from August 28th to September 30th, 2014 using a selfreported questionnaire which contained workplace bullying, organizational culture, and organizational commitment. The data were analysed by Cronbach's alpha, descriptive statistics, t-test, ANOVA, χ2 test and Spearman correlation coefficient using the SPSS version 20.0. The results of this study were as follows; 1. Of the participants, 17.7% reported experiences of workplace bullying. 2. The mean score of perceived organizational culture was highest in the rank -related culture of 3.32 (SD=0.50) followed by relation-oriented culture of 3.15 (SD=0.70), innovation-oriented culture of 2.82 (SD=0.62) and task -related culture of 2.74 (SD=0.52). The mean score of organizational commitment was 2.92 (SD=0.39). 3. There was a significant difference in workplace bullying according to age (F=8.36, p=.015). Nurses who were under 30 years old reported they experienced workplace bullying more than those who were 40 or older. There were significant differences in perceived relation-oriented culture according to working units (F=3.63, p=.002) and hospital size (F=3.43, p=.034). Nurses who were working in the outpatients department or in hospitals of which beds were under 200 reported high level of relation -oriented culture. The results presented significant differences in perceived innovation-oriented culture according to working units (F=2.89, p=.010), hospital size (F=3.73, p=.025), or presence of a preceptorship or mentorship program (t=2.77, p=.006). Nurses who were working in hospitals of which beds were 300 or more or had a preceptorship or mentorship program in their working unit showed high score of innovation-oriented culture. There were significant differences in their perceptions of rank-oriented culture according to working units (F=2.26, p=.038) and employment status (t=2.08, p=.038). The permanent nurses perceived higher in the level of rank-oriented culture than temporary nurses. We found significant differences in task-oriented culture according to age (F=9.02, p<.001), marital status (t=4.21, p<.001), education level (t=-2.69, p=.008), work experience (F=12.62, p<.001), working experience in the present department (F=3.85, p=.022), working unit (F=2.70, p=.014), shift work (t=-3.30, p=.001), employment status (t=1.95, p=.052), position (F=4.46, p=.012), and hospital size (F=3.54, p=.030). Those who were 40 or older, married, had a bachelor's degree or higher, had a career of ten years or longer, were non-shift workers, or had a position of head nurse or higher turned out to have a high perception level of task-oriented culture. Significant differences were found in the organizational commitment of the participants according to age (F=6.35, p=.002), marital status (t=2.69, p=.008), education level (t=-2.47, p=.014), position (F=9.57, p<.001), presence of a preceptor or mentor (t=2.83, p=.029), and nursing care deliverymethods (F=3.60, p=.029). Nurses who were 40 or older, were married, had a bachelor's degree or higher, had a position of chief nurse or higher or were working in a unit which have a preceptorship or mentorship program, or provided team nursing turned out to have a high perception level of organizational commitment. 4. The more the participants experienced workplace bullying, the higher they were aware of rank-related culture (r=.15, p<.05). However they showed lower scores on relation-related culture (r=-.14, p<.05), innovation-related culture (r=-.13, p<.05), and organizational commitment (r=-.17, p<.05). Organizational commitment was significantly related to relation-related culture (r=.39, p<.05), innovation-related culture (r=.48, p<.05), and task-related culture (r=.34, p<.05). In conclusion, workplace bullying had significant correlation with the rank-related culture, the innovation-oriented culture, the relation-oriented culture, and organizational commitment. However, this result cannot be generalized to the relationship among nurses' workplace bullying, organizational culture, and organizational commitment in all the hospitals, because our research had been performed with regional limitation. There will be needed for comparative and repeated studies with nurses in different areas to clearly demonstrate relations among workplace bullying, organizational culture, and organizational commitment for desirable organizational culture and organizational commitment among nurses.