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논문 기본 정보

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학위논문
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배준희 (강릉원주대학교, 강릉원주대학교 대학원)

발행연도
2020
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이 논문의 연구 히스토리 (2)

2021

경기도 공공병원의 COVID-19병동 간호사와 일반병동 간호사의 직무 스트레스가 이직의도에 미치는 영향
배준희 ,  소애영 ,  장수정 외 1명 한국직업건강간호학회지 2021.01 학술저널

2020

공공병원의 COVID-19 감염병병동 간호사와 일반병동 간호사의 이직의도 영향요인
배준희 간호학과 2020.01 학위논문

초록· 키워드

오류제보하기
목적: 본 연구는 공공병원의 COVID-19 감염병병동 간호사와 일반병동 간호사의
이직의도 영향요인을 파악하기 위해 수행되었다.
방법: 경기도 7개소 공공병원의 간호사 340명을 대상으로 2020. 10. 12.~ 10.
30.까지 설문조사로 자료수집하였다.
결과: COVID-19 감염병병동 간호사의 이직의도 관련 요인 간 상관관계는 연령
(r=-.37, p<.001), 총 경력(r=-.32, p<.001), 환자안전평가에 대한 인식(r=-.33, p<.001),
현재부서경력(r=.17, p=.016), 직무요구스트레스(r=.39, p<.001), 직무자원스트레스
(r=.55, p<.001)로 나타났다. 일반병동 간호사의 이직의도 관련 요인간의 상관관계
는 연령(r=-.33, p<.001), 총 경력(r=-.32, p<.001), 현재부서경력(r=.-24, p=.004),
환자안전평가에 대한 인식(r=-.22, p=.009), 이직횟수(r=.18, p=.031), 직무요구스트
레스(r=.42, p<.001), 직무자원스트레스(r=.56, p<.001)로 나타났다. 다중회귀분석결
과 두 군의 이직의도에 영향을 미치는 요인은 연령(COVID-19 Ward:β=-0.37,
p<.001, General Ward:β=-0.40, p<.001)과 직무자원스트레스(COVID-19 Ward:β
=0.52, p<.001, General Ward:β=0.60, p<.001)로 확인되었다. 또한, COVID-19 감
염병병동 간호사는 현재부서경력(β=0.13, p=.021)이 유의한 영향요인으로 나타났다.
결론: 두 군 간호사의 연령이 많을수록 이직의도는 감소하였으며, 직무자원스트
레스가 높을수록 이직의도는 증가하였다. COVID-19 감염병병동 간호사는 현재부서
경력이 늘어날수록 이직의도가 상승되는 것을 확인하였다. 연령대별 구체적인 이직
관리에 대한 요구를 파악하고 병원차원의 체계적인 방안이 운영되어야 할 것이며,
직무자원스트레스 요인을 감소시킬 수 있는 행정적 시스템이 마련되어야 한다.

목차

목 차
표 목 차 ·······················································································································ⅳ
그림목차 ························································································································ⅴ
부록목차 ························································································································ⅵ
국문초록 ························································································································ⅶ
Ⅰ. 서 론 ··································································································1
1. 연구의 필요성 ··································································································1
2. 연구의 목적 ·····································································································4
3. 용어의 정의 ·····································································································5
1) 직무스트레스 ······························································································5
2) 이직의도 ······································································································5
Ⅱ. 이론적 배경 ·······················································································7
1. 직무스트레스 ····································································································7
2. 이직의도 ·········································································································11
Ⅲ. 연구방법 ···························································································13
1. 연구설계 ·········································································································13
2. 연구대상 ·········································································································13
3. 자료수집방법 및 절차 ···················································································14
4. 윤리적 고려 ····································································································14
5. 연구도구 ·········································································································15
1) 일반적 특성 및 직무특성 ········································································15
2) 직무스트레스 ····························································································16
3) 이직의도 ····································································································17
6. 자료분석 방법 ································································································18
7. 연구의 제한점 ································································································19
Ⅳ. 연구결과 ···························································································20
1. 대상자의 일반적 특성 및 직무특성 ·····························································20
2. 직무스트레스와 이직의도 차이 ·····································································24
3. 일반적 특성 및 직무특성에 따른 직무스트레스의 차이 ····························25
4. 일반적 특성 및 직무특성에 따른 직무요구스트레스의 차이 ·····················29
5. 일반적 특성 및 직무특성에 따른 직무자원스트레스의 차이 ·····················33
6. 일반적 특성 및 직무특성에 따른 이직의도의 차이 ···································37
7. 전체 대상자의 이직의도 관련 요인간의 상관관계 ·····································41
8. COVID-19 감염병병동 간호사의 이직의도 관련 요인간의 상관관계 ········43
9. 일반병동 간호사의 이직의도 관련 요인간의 상관관계 ······························45
10. 전체 대상자의 이직의도에 미치는 영향요인 ·············································47
11. COVID-19 감염병병동 간호사의 이직의도에 미치는 영향요인 ···············48
12. 일반병동 간호사의 이직의도에 미치는 영향요인 ······································49
Ⅴ. 논 의 ································································································50
Ⅵ. 결론 및 제언 ···················································································54
References ·······························································································55
Appendix ································································································65
Abstract ···································································································80

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