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간호사가 인식하는 병원윤리풍토가 상사신뢰와 조직유효성에 미치는 영향 원문보기

  • 저자

    노윤구

  • 학위수여기관

    경상대학교 대학원

  • 학위구분

    국내박사

  • 학과

    간호학과 지역사회간호학 및 간호관리학 전

  • 지도교수

  • 발행년도

    2014

  • 총페이지

    viii, 104 p.

  • 키워드

    Ethical climate Supervisor trust Organizational commitment Organizational citizenship behavior Nurse;

  • 언어

    kor

  • 원문 URL

    http://www.riss.kr/link?id=T13534230&outLink=K  

  • 초록

    Modern health care environments are facing new ethical issues arising from the marketization and commercialization of medical treatment, as well as developments in medical research. Because of these recent environmental changes, nurses are confronting issues related to productivity and competitiveness in their nursing practices, as they are being demanded to provide new alternatives pertaining to ethical issues in nursing. The ethical climate is the fundamental work environment that affects the ethical behavior of the members in an organization, and previous research has reported that the ethical climate affects members' trust in their supervisors, organizational commitment, and organizational citizenship behavior in a meaningful way. This study sets six factors of ethical climate as independent variables, organizational commitment and organizational citizenship behavior as dependent variables, and supervisor trust as a mediator. In so doing, this study intends to analyze the paths pertaining to the influence that a hospital's ethical climate exerts on nurses' organizational commitment and organizational citizenship behavior, with supervisor trust as the mediating factor, and verify compatibility of the models. The factors in the study consist of six factors of ethical climate comprising self-interest, efficiency, benevolence, personal morality, rules and procedures, laws and codes; as well as three factors comprising supervisor trust, organizational commitment, and organizational citizenship behavior, for a total of nine types. In order to validate the hypothetical models, four hospitals were randomly selected from December 20, 2013, to January 20 , 2014, and data were collected through questionnaires administered to nurses with more than one year of experience; a total of 374 cases were analyzed by SPSS Windows 18.0, and AMOS 18.0. The model fits of the hypothetical models of the study are X2=20.25(p=.000), X2/df(=4.45), GFI(.98), AGFI(=.88), CFI(=.97), TLI(=.84), RMR(=.01), RMSEA(=.09), and the models were corrected with M.I. (Modification Indices). The model fits of the correction models are X2=5.86(p=.210), X2/df(= 1.46), GFI(=.99), AGFI(=.96), CFI(=.99), TLI(=.98), RMR(=.01), RMSEA(=.03), which were suitable for recommended level. Hypothesis testing of the study showed that, among the 15 hypotheses, 9 were selected and 6 rejected. The results of the analysis are as follows. 1) Supervisor trust was explained 29.8% by benevolence and self-interest, with benevolence having positive and self-interest having negative influence on supervisor trust. 2) Organizational commitment was explained 40.4% by supervisor trust, benevolence, personal morality, and rules and procedures and the most influential factor of these was supervisor trust. 3) Organizational citizenship behavior was explained 21.8% by supervisor trust, laws and codes, and benevolence and the most influential factor of these was supervisor trust. To sum up the results comprehensively, benevolence and self-interest influenced organizational commitment and organizational citizenship behavior, with supervisor trust as the mediating factor. These results suggest that managers should try to discourage an self-interest and try to encourage benevolence in order to improve nurses' trust in supervisors, and encourage supervisor trust in order to improve nurses' organizational commitment and organizational citizenship behavior.


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