간호사의 재직의도에 대한 간호조직문화, 조직침묵과 조직몰입의 영향

• 영문명: Effect of Nursing Organizational culture, Organizational Silence, and Organizational Commitment on the Intention of Retention among Nurses: Applying the PROCESS Macro Model 6
• 발행기관: 한국직업건강간호학회
• 저자명: 한수정(Han, Sujeong)
• 간행물 정보: 『한국직업건강간호학회지』제31권 제1호, 31~41쪽, 전체 11쪽
• 주제분류: 의약학 > 간호학
• 파일형태: PDF
• 발행일자: 2022.02.28

영문 초록

Purpose: This study aimed to identify the effects of organizational culture, organizational silence, and organizational commitment on the intention of retention as perceived by nurses Methods: The research model was designed on the basis of the PROCESS Macro model 6 proposed by Hayes. The participants were 142 nurses from general hospitals. Measurements included the scales of organizational culture, organizational silence, organizational commitment, and intention of retentione. Data were analyzed using descriptive statistics, Pearson’s correlation coefficient analysis, and Hayes s PROCESS macro method for mediation. Results: Retention intention showed a significantly positive correlation with relationship-orientated culture (r=.32, p<.001), innovationorientated culture (r=.30, p<.001), and organizational commitment (r=.48, p<.001). However retention intention showed a significantly negative correlation with organizational silence (r=-.42, p<.001). Furthermore, organizational silence and commitment had a mediating effect on the relationship between organizational culture and intention of retention. Conclusion: The impact of organizational culture on intention of retention in general hospitals was mediated by organizational silence and organizational commitment. Considering the mediating effects of organizational silence and organizational commitment on the relationship between nursing organizational culture and retention intention, a strategy should be developed to enhance organizational commitment and weaken organizational silence by strengthening related and innovative nursing culture.

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키워드

간호사 고용 이직 인력 조직문화 Employment Hospital nurses Organizational culture Personnel turnover Workforce