간호관리자의 리더십 유형과 일반간호사의 직무만족도

Abstract

본 연구는 간호관리자의 리더십 유형과 일반간호사의 직무만족도와의 관계를 파악하여 일반간호사의 직무만족도를 높일 수 있는 간호실무 환경의 조성 및 간호조직의 목표실현을 효과적으로 이끌어 나갈 수 있는 리더십 방안을 제시하고자 시도된 서술적 상관관계 연구이다. 자료수집은 2008년 4월 7일부터 4월 16일까지 구조화된 설문지를 통하여 경기도에 위치한 일개 대학병원의 내과계병동, 외과계병동, 집중치료실, 응급의료센터, 수술실에 근무하는 일반간호사 155명을 대상으로 실시하였다. 간호관리자의 리더십 유형은 Cronbach's Alpha 0.888로 나타났으며 직무만족은 Cronbach's Alpha 0.753으로 나타났다. 자료의 분석은 SPSS 11.0을 이용하여 t-test, ANOVA, Duncan's multiple range test, Pearson's correlation coefficient 통계방법으로 처리하였다. 연구 결과에 따르면 연구대상자의 연령은 만25~29세가 37.4%로 가장 많았고, 결혼 상태는 미혼이 74.2%를 차지했으며, 종교는 기독교가 43.2%로 가장 많았다. 최종학력은 전문대졸이 68.4%를 차지했으며, 근무부서는 내과계병동이 32.3%로 가장 많았고, 현 직장 경력은 5~10년 미만이 25.2%로 가장 많았고, 현 관리자와 근무한 기간은 평균3.2(±3.8)년, 직무만족은 만족이 54.8%로 나타났다. 일반간호사가 지각한 간호관리자의 리더십 유형의 평균평점은 변혁적 리더십이 3.28±0.64점, 거래적 리더십이 2.65±0.58점으로 나타났으며 일반간호사의 직무만족 정도는 평균평점 2.88±0.38점으로 나타났다. 대상자의 일반적 특성에 따른 리더십 유형의 차이 분석에서 연령(F=4.188, p=.007), 근무부서(F=2.723, p=.032), 현 직장 경력(F=3.137, p=.010)은 변혁적 리더십에서 통계적으로 유의한 차이를 보였으며 종교(F=5.165, p=.001)와 현 관리자와 근무한 기간(F=4.085, p=.004)은 거래적 리더십 유형에서 유의한 차이를 보였다. 대상자의 일반적 특성에 따른 일반간호사의 직무만족과의 차이 분석에서는 결혼상태(F=2.200, p=.029), 근무부서(F=3.060, P=.019)에서 통계적으로 유의한 차이를 보였다. 간호관리자의 전체 변혁적 리더십(r=.379, p=<.001)과 그 하부영역인 카리스마(r=.375, p=<.001), 지적 자극(r=.300, p=<.001), 개별적 배려(r=.383, p=<.001)와 일반간호사의 직무만족간에 통계적으로 유의한 상관관계를 보였으나 거래적 리더십은 상황적 보상(r=.239, p=.003)에서만 일반간호사의 직무만족과 통계적으로 유의한 상관관계를 나타냈다. 이상의 연구결과를 통하여 볼 때, 간호조직에서 변혁적 리더십과 거래적 리더십에서 상황적 보상을 간호관리자가 효과적으로 발휘할 때 일반간호사의 직무만족도를 높일 수 있다. 따라서 급변하는 의료 환경에서 전문적인 간호 실무환경의 조성과 간호조직의 목표달성을 위해서 간호관리자에게 요구되는 리더십 방안이라고 생각된다.; The purpose of this descriptive correlation study was to analyze the relationship between nurse managers' leadership styles and staff nurses job satisfaction and thereby, suggest the ideal leadership style conducive to enhancement of staff nurses job satisfaction, creation of nurses better working environment and achievement of the goals of the nursing organization. The data were collected through a structured questionnaire for the period from April 7 through April 16, 2008 by sampling 155 staff nurses working for wards of internal department and surgery department, intensive care unit, emergency center and operation room of a university hospital in Gyeonggi-do. Cronbach's alpha coefficient of nurse managers' leadership styles was 0.888, and that of staff nurses job satisfaction was 0.753. The data collected were processed using the SPSS 11.0 for T-test, ANOVA, Duncan's multiple range test, and Pearson's correlation coefficient analysis. As a result of this study, it was found that 37.4% of the subjects were aged between 25 and 29, while 74.2% of them were singles. 43.2% of them were Christians, and 68.4% of them had graduated from junior college. 32.3% of them were working for the ward of internal department, and 25.2% of them had been working for the current hospital for 5~10 years. The period during which they had been working under the current manager was 3.2(±3.8) on average, and 54.8% of them were satisfied with their job. Nurse managers' transformational leadership style perceived by the staff nurses scored 3.28±0.64 on average, while their transactional leadership style scored 2.65±0.58. staff nurses job satisfaction scored 2.88±0.38 on average. As a result of analyzing differences of nurse managers' leadership styles perceived by staff nurses depending on their demographic variables, it was found that their perception of their managers' transformation leadership style differed significantly depending on such demographic variables as age (F=4.188, p=.007), department (F=2.723, p=.032) and career length at the current workplace (F=3.137, p=.010), while their perception of their managers' transactional leadership style differed only depending on religious status (F=5.165, p=.001) and period during which they had worked under their current manager (F=4.085, p=.004). On the other hand, as a consequence of analyzing differences of staff nurses job satisfaction depending on their demographic variables, it was found that their job satisfaction differed significantly depending such demographic variables as marital status (F=2.200, p=.029) and department (F=3.060, P=.019). Staff nurses job satisfaction was significantly correlated with nurse managers' overall transformational leadership style (r=.379, p=<.001) and its sub-areas such as charisma (r=.375, p=<.001), intellectual stimulation (r=.300, p=<.001) and individual consideration (r=.383, p=<.001), while it was significantly correlated with the sub-area of transactional leadership or contingent rewards only (r=.239, p=.003). Based on the above findings, it is conceived that if nurse managers' should effectively control the situational reward in their transformational or transactional leadership, staff nurses would be more satisfied with their job. Accordingly, nurse managers' are deemed obliged to demonstrate their leadership to create a more professional nursing environment and achieve the goals of the nursing organization in the rapidly changing medical environment.