간호업무환경, 리더-구성원 교환관계, 동료의 지지와 조직몰입의 관계

Abstract

The purpose of this study was to evaluate the relationship among nursing work environment, leader-member exchange (LMX), peer support, and organizational commitment. Based on these evaluation, it also provided basic data for establishing a personal, organizational strategy to improve organizational commitment. The 189 nurses from five general hospitals in J province filled up self-reported questionnaires from April 4 to April 22, 2016. All respondents had worked for more than 6 months with their head nurse. Nursing work environment was measured using Korean version of practice environment scale of the nursing work index developed by Kramer & Hafner (1989) and revised by Lake (2002) and translated by Cho et al. (2011). LMX was measured using a questionnaire developed by Liden & Maslyn (1998) and translated by Kim & Kim (2004). Peer support was measured using a questionnaire developed by Park (1985) and revised by Kim (2008). Organizational Commitment was measured using a questionnaire developed by Porter & Steers (1979) and translated and revised by Kim (1986). The data were analyzed with descriptive statistics, t-test, ANOVA, pearson's correlation coefficients, and multiple regression analysis using the SPSS WIN 18.0 program. The results of this study were as follows: 1. The mean score of nursing work environment was 2.20 from a 4 point scale. Among sub-factors of nursing work environment, 'nursing foundation for quality of care' was the highest followed by 'collegial nurse-physician relations', 'staffing and resource adequacy', 'nurse participation in hospital affairs', and 'nurse manager ability, leadership and support of nurses'. The mean score of LMX was 3.51 from a 5 point scale. Among sub-factors of LMX, 'professional respect' was the highest followed by 'affect', 'loyalty', 'contribution'. The mean score of peer support was 3.33 from a 5 point scale. Among sub-factors of peer support, 'informative support' was the highest followed by 'emotional support', 'evaluative support', 'material support'. The mean score of organizational commitment was 2.84 from a 5 point scale. 2. As for nursing work environment, there were significant differences according to experience of turnover(t=-2.58, p=.010). As for LMX, there were significant differences according to department(F=3.81, p=.011). 3. Organizational commitment was significantly related to nursing work environment(r= .33, p< .001), LMX(r= .15, p= .032) and peer support(r= .18, p= .012). 4. Factors influencing nurses' turnover intention were confirmed as nursing work environment(F=5.68, p< .001). In conclusion, nurses perceived negatively about the nursing work environment, and it also influenced organizational commitment of nurses. Therefore, more systemic support is needed to improve nursing work environments