간호사의 회복탄력성, 사회적 지지가 조직몰입에 미치는 영향

Abstract

The purpose of this study was to understand an effect of resilience and support on organizational commitment of nurses and to provide basic data that are useful in enhancing effectiveness of nursing organization and human resources management of small and medium sized hospitals by improving organizational commitment. Data were collected from 195 nurses who had worked for more than 6 months in seven general hospitals, J province from March 15, to April 27, 2015. Reivich & Shattéha (2003)' RQT was translated by Kwon & Lee (2010), Weinert (1988)' PRQ-Ⅱ was translated by Kim & Kim (2011), Kim (1990)' organizational support scale, and Mowday et al. (1979)' organizational commitment questionnaire was complemented by Lee (2013) were used. The data were analyzed by using Cronbach's alpha, descriptive statistical analysis, t-test, ANOVA, Pearson's correlation coefficient, and hierarchical multiple regression. The results of this study were as follows: First, The mean resilience score of the participants is 3.31. Among sub-factors of resilience, 'empathy' was the highest followed by impulse control, optimism, causal analysis, self-efficacy, emotional regulation and Reaching out. The mean perceived social support score was 3.32. The mean score of perceived individual support (3.90) was higher than that of perceived organizational support (2.73). The mean organizational commitment score was 2.90, which was similar to average score of nurses who worked at small and medium sized hospitals and lower than that of nurses who worked at large sized general hospitals. Second, resilience was significantly different in age, marital status, educational background, and total clinical experience. For perceived individual support, there was significantly different in whether there was a mentor and nursing delivery system. For perceived organizational support, there was significantly different in whether there was a mentor, nursing delivery system and clinical experience in current hospital. Also, organizational commitment was significantly different in age, marital status, position, total clinical experience, and clinical experience in current hospital, whether there is a mentor and nursing delivery system. Third, Resilience was significantly related to perceived individual support and organizational commitment. The results indicated that the higher nurses perceived individual support and organizational support, the more they committed to their organization. Fourth, Factors influencing the participant's of organizational commitment were perceived organizational support, resilience, team nursing method and team/function method. Based on these results, this study suggests the following: 1. It is necessary to establish strategy which can improve organizational commitment of nurses by getting organizational support and improving the resilience. 2. It is necessary to establish hospital policies that can improve nursing delivery system such as team nursing for improving nurses' perceived organizational support. 3. It should be provided the empowerment education program for nurses whose clinical experience is less than three years. Also, it is necessary to establish strategies which can enhance organizational commitment by cultivating mentors and mentoring program that build mentor-mentee relationships, raise hardness maintain optimistic, and train the communication and conflict resolving skill. 4. It is necessary to investigate the strategies that can enhance 'reaching out' or 'emotional regulation' that showed the lowest score out of resilience. 5. Further study will be needed to consider nursing work conditions including various regions and hospital size, and the grade of nursing management. 6. Further study will be needed that tests the construct validity and the applicability of RQT and develop a instrument for measuring resilience which is suitable for Korean nursing organization.