본 연구는 병원 간호사의 직업존중감, 간호근무환경, 조직 내 의사소통, 간호서비스 질 정도를 조사하고 이들 변수들 간의 관계를 규명하며, 직업존중감, 간호근무환경, 조직 내 의사소통이 간호서비스 질에 미치는 영향을 파악하고 간호서비스 질을 향상시키고자 기초자료를 제공하기 위해 시도되었다.
연구 대상자는 K도의 C시와 G시에 소재한 500병상 이하의 종합병원 4곳에서 근무 중인 간호사 210명을 임의 표출하였으며, 자료수집은 2020년 1월 15일부터 1월 30일 까지 실시하였다.
본 연구에 사용한 도구는 직업존중감, 간호근무환경, 조직 내 의사소통, 간호서비스 질을 측정할 수 있는 표준화된 도구이다.
수집된 자료는 SPSS WIN 21.0 을 이용하여 빈도분석, t-test와 ANOVA, Scheffe test, 피어슨 상관관계분석(Pearson?s correlation coefficients), 단계적 다중회귀분석(Stepwise multiple regression)으로 분석하였다.

본 연구의 결과는 다음과 같다.

첫째, 대상자의 평균 연령은 29.89세로 30세 미만이 71%로 가장 많았으며, 결혼 상태는 미혼이 70%, 최종학력은 학사가 68.1%로 가장 많았다. 직위는 일반간호사가 75.7%, 현 근무부서는 병동이 75.2%, 현 병원 임상경력은 평균 3.62년으로 1-3년 39%, 총 임상경력은 평균 6.36년으로 7년 이상이 32.9%, 연봉은 3500만원 이상이 59.5%, 근무형태는 교대직이 74.3%, 간호직에 대한 만족도는 만족이 75.7%, 현 근무 병동 만족도는 만족이 64.3%, 이직계획은 없다가 58.6%, 이직경험은 없다가 64.3%, 정서적지지 상대는 있다가 87.6%로 나타났다.

둘째, 대상자의 직업존중감 정도는 5점 만점에 3.81±0.41점, 간호근무환경 정도는 4점 만점에 2.69±0.35점, 조직 내 의사소통 정도는 5점 만점에 3.30±0.41점, 간호서비스 질 정도는 5점 만점에 3.71± 0.47점으로 나타났다.

셋째, 대상자의 일반적 특성에 따른 간호서비스 질의 차이는 연령(F=3.21, ｐ=.042), 결혼상태(t=-2.76, ｐ=.006), 직위(F=4.60, ｐ=.011), 현 근무부서(F=4.06, ｐ=.019), 총 임상경력(F=4.17, ｐ=.007), 간호직 만족도(F=42.00, ｐ<.001), 병동 만족도(F=21.56, ｐ<.001), 이직계획(t=-4.59, ｐ<.001), 정서적지지 상대 유무(t=2.61, ｐ=.010)에서 유의한 차이가 있었다.
넷째, 대상자의 간호서비스 질은 직업존중감(ｒ=.716, ｐ<.001), 간호근무환경(ｒ=.512, ｐ<.001), 조직 내 의사소통(ｒ=.598, ｐ<.001)과 유의한 양의 상관관계가 나타났다. 직업존중감은 간호근무환경(ｒ=.493, ｐ<.001)과 조직 내 의사소통(ｒ=.546, ｐ<.001)이 유의한 양의 상관관계가 나타났다. 간호근무환경은 조직 내 의사소통(ｒ=.668, ｐ<.001)과 유의한 양의 상관관계가 나타났다.

다섯째, 대상자의 간호서비스 질의 영향 요인은 직업존중감(β=.533, ｐ<.001), 조직 내 의사소통(β=.280, ｐ<.001), 간호직 만족도(β=.098, ｐ=.043)순으로 나타났으며, 이들 변수의 설명력은 58%(F=95.75, ｐ<.001)로 나타났다.

본 연구의 결과 병원간호사의 직업존중감, 조직 내 의사소통, 간호직 만족도는 간호서비스 질에 영향을 주는 요인임을 확인 할 수 있었다. 특히 직업존중감과 간호서비스 질 간의 높은 관련성이 있어 병원의 특성에 맞게 직업존중감을 향상 시킬 수 있는 프로그램을 개발하여 교육하는 것이 필요할 것으로 사료된다.

This study was to investigates the effects of job-esteem, nursing practice environment, communication within organization on quality of nursing service of hospital nurses, among these variables and establishes the relationship between these variables, vocational village center quality of nursing service. An attempt was made to identify the effect of intra-organizational communication on nursing service roads and to provide basic data to ensure the quality of nursing bus at all times. The subjects of the study randomly expressed 210 nurses working at four general hospitals with 500 beds or less located in C and G cities in K do and the data collection was conducted from January 15 to January 30, 2020. The tools used in this study are standardized tools that can measure job-esteem, nursing practice environment, communication within organization on quality of nursing service.
The collected data were analyzed by frequency analysis t-test, ANOVA, Scheffe test, Pearson''s correlation coefficients, and Stepwise multiple regression analysis using SPSS WIN 21.0.

The results of the study are as follows:
First, the average age was 29.89±6.86 and 71% of nurses were aged under 30 and marital status single was 70%, college graduates accounted for 68.1%, the highest.
Regarding the title, general nurses 75.7%, Department is general ward 75.2%, years of career at the current hospital were 3.62±3.56 years on average 1-3 years was 39%. total career was 6.36±6.03 on average over 7 years and 35 million Koran won was most common as their yearly average wage, which accounted for 59.5%. 3 shifts were most common and accounted for 74.3%, nursing job satisfaction was satisfaction 75.7%, unit satisfaction was satisfaction 64.3%, no job plan was no 58.6%, no job experience no 64.3% and emtional support opponents was found to be 87.6%.

Second, the mean score of job-esteem was 3.81±0.41 (out of 5), nursing practice environment was 2.69±0.35(out of 4), communication within organization was 3.30±0.41(out of 5), and quality of nursing service 3.71±0.47(out of 5).

Third, quality of nursing service according to general characteristics was significantly different depending on age(F=3.21, p=.042), marital status(t=-2.76, p=.006), regarding the title(F=4.60, p=.011), department(F=4.06, p=.019), total career(F=4.17, p=.007), nursing job satisfaction(F=42.00, p<.001), unit satisfaction (F=21.56, p<.001), no job plan(t=-4.59, p<.001), emtional support opponents(t=2.61, p=.010).

Fourth, there were significant positive correlations between quality of nursing service and job-esteem(r=.716, p<.001). nursing practice environment(r=.512, p<.001), communication within organization(r=.598, p<.001), There was a positive correlation between job-esteem and nursing practice environment(r=.493, p<.001), communication within organization(r=.546, p<.001) and there were significant positive correlations between nursing practice environment and communication within organization (r=.668, p<.001).

Fifth, the effect factor of quality of nursing service were job-esteem had the greatest effects(β=.533, p<.001), followed by communication within organization(β=.280, p<.001), nursing job satisfaction(β=.098, p=.043) and the explanatory power was 58% (F=95.75, p<.001).

In this study, it was confirmed that hospital nurses'' job-esteem, communication within organization, and nursing job satisfaction are factors affecting quality of nursing service. job-esteem was the most effective factor, followed by communication within organization and nursing job satisfaction

Therefore, in order to improve quality of nursing service of hospital nurses, it is necessary to prepare effective nursing interventions such as improving job-esteem, reducing job demands, and developing and applying education programs.