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간호사의 자기효능감, 경력정체, 직무착근도 및 조직몰입이 이직의도에 미치는 영향 원문보기

  • 저자

    김유미

  • 학위수여기관

    경상대학교 대학원

  • 학위구분

    국내박사

  • 학과

    간호학과 지역사회간호학 및 간호관리학

  • 지도교수

  • 발행년도

    2014

  • 총페이지

    ⅶ, 92 p.

  • 키워드

    self-efficacy career plateau job embeddedness organizational commitment turnover intention nurse;

  • 언어

    kor

  • 원문 URL

    http://www.riss.kr/link?id=T13534232&outLink=K  

  • 초록

    This study, as a cross-sectional survey structural model study, examines factors that affect the relationship between nurses' turnover intention and self-efficacy, career plateau, job embeddedness and organizational commitment based on literature review. Also, it attempts to derive a hypothetical model from these factors and to verify whether the model has validity as a means of explaining and anticipating turnover intention of nurses. Finally, this study tries to provide the basic data required to establish methods for reducing nurses' turnover intention in terms of managing human resources and hospital organization. Data was collected from six randomly selected hospitals: a university hospital located in city J in Kyungnam and five general hospitals located in two cities (cities B and C), each having 400 to 720 beds. Also, 318 nurses were surveyed (incoming nurses with clinical experience of less than one year and senior nursing officers were excluded), and the data was collected between February 20, 2014 and March 10, 2014. The data collected was analyzed with each goal of the study in mind. First, general characteristics and characteristics related to turnover intention of the subjects were analyzed by using SPSS 21.0 (IBM Corporation, Armonk, NY). Second, hypothesis testing and verification of suitability of the hypothetical model was conducted by using SEM (Structural Equation Modeling) generated by AMOS 18.0 (IBM Corporation, Armonk, NY). The hypothetical model of the study included five different variables. The exogeneous latent variables are self-efficacy, career plateau, and job embeddedness; The endogenous latent variables are organizational commitment and turnover intention. Fitness of the model and significance of direct/indirect paths were verified. The results of this test can be summarized as follows: As a result of goodness-of-fit verification of the hypothetical model, GFI(.977), AGIF(.921), RMR(.008), CFI(.984), NFI(.977), and TLI(.957) were shown as suitable, but Q-value(X2/df=3.393) and Chi-square value(X2=27.141, p


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