수술실 간호사의 수술실내 배치전환 태도와 직무만족

Abstract

사회환경의 변화와 건강개념의 변화로 건강서비스의 전문화와 질적 향상이 요구되고 있으며 최근에는 수술 분야의 발달로 수술간호의 전문화도 요구되고 있다. 수술실내 배치전환의 활성화로 제한적인 수술간호에서 벗어나 모든 수술분야 영역의 기술과 지식 습득으로 수술실 간호사의 전문성을 향상시켜야 할 필요성이 강조되고 있다. 따라서 수술실 간호사의 배치전환에 대한 태도와 직무만족도를 파악함으로써 효율적인 수술실 인력운영에 도움을 주고, 수술실 전문간호 수준 향상에 기여하기 위한 기초자료를 삼고자 본 연구를 시도하였다. 본 연구는 서술적 조사연구로 배치전환에 대한 태도와 직무만족도 측정도구를 사용하였으며 서울 소재 1개 종합병원에서 근무하고 있는 수술실 간호사 107명을 대상으로 설문지를 이용하여 자료를 수집하였다.; The changing paradigm in social environment and the concept of health are now reaching the field of Perioperative Nursing. In order to meet this change through improved quality, it is emphasized that the nurses in surgery require a certain level of skills and knowledge regarding every surgical field. Active job transfer between different surgical fields in the operating room is one way to acquire such skills and knowledge. The aim of this study was to investigate the attitude of job transfer and job satisfaction in operating rooms, and to use this data towards efficient human resource management. This study was a descriptive survey based on the research on attitude on the transfer of duty post and to evaluate shifting in perioperative nursing leading to job satisfaction. One hundred and seven nurses in operating rooms in a general hospital in Seoul, Korea were surveyed using a questionnaire. Data was collected and analyzed using SPSS/PC program. The results of this study were summarized as the following: 1) The age of the study participants was less than thirty in 52.3%, the duration of the career in present post was under three years in 30.2%, between three to six years in 30.2% and 53.3% of the study population had experienced in job transfer. Out of the population who had experienced shifting, 82.5% shifted against their will. Of the total study participants, 28.3% wanted job transfer and replied that adequate time for preparation was between 30 and 59 days (41.3%), and adequate period to achieve quality skills per job post was 3 to 5 years (54.2%). Of total study participants, 70.5% replied the need for scheduled job transfer. 2) The attitude toward the job transfer was generally favorable with a mean of 3.32 out of a 5 point scale to rate the need for job transfer. Among the five domains of the attitude toward job transfer, individual development scored the highest (mean, 3.75) and organization management scored the lowest (mean, 3.12). The reason for and against the transfer was also studied: the most important reason for transfer was to acquire 'experience in other fields' (mean, 3.33) and the most important reason against transfer was 'fear for transferring to a unwanted fields' (mean, 4.09). 3) The mean score of job satisfaction in the study participants was rated in a 5-point scale with a mean of 3.12. Among the seven domains of job satisfaction, networking (3.37) scored the highest, followed by the perspective of professional position (3.32) and job requirement (3.27). Therefore, it can be said that mutual interaction and professional position are the most important factors for job satisfaction. 4) The relationship between the attitude toward job transfer and general characteristics was studied. Statistically significant relationships were found between the attitude toward transfer and the marital status, the present position, the past experience in transfer and the attitude toward scheduled transfer, and the one’s wish to be transferred. The present job was proved to be a significant factor against transferring to a different job. 5) The factors that affected job satisfaction were also studied in the respect of transferring to a totally different service other than perioperative nursing: the present post, career building in perioperative nursing, satisfaction in the present post, the previous experience in job transfer, and the one’s wish to be transferred were proved to be significant factors. 6) The correlation between the attitude toward job transfer and job satisfaction showed positive relationship with a coefficient of 0.210, implying that job satisfaction was higher when the attitude toward transfer was more favorable. From the results of this study, the attitude toward individual development and professional improvement was favorable implying the need for such program. Therefore, it is recommended that an official policy should be provided to achieve these goals in perioperative nursing. This can be first applied to those populations where job satisfaction was low (in the group’s perioperative nurses in their sixth to ninth year of their career).