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dc.contributor.author장혜영-
dc.date.accessioned2021-10-20T02:14:44Z-
dc.date.available2021-10-20T02:14:44Z-
dc.date.issued2020-03-
dc.identifier.citationJournal of Korean Academy of Community Health Nursing, v. 31, no. 1, page. 1-12en_US
dc.identifier.issn2288-4203-
dc.identifier.issn1225-9594-
dc.identifier.urihttps://jkachn.org/DOIx.php?id=10.12799/jkachn.2020.31.1.1-
dc.identifier.urihttps://repository.hanyang.ac.kr/handle/20.500.11754/165625-
dc.description.abstractPurpose: The purpose of this study was to identify the factors influencing organizational commitment of staffs according to the size of long-term care facility. Methods: A cross-sectional descriptive study was designed. Data collection was conducted for a total of 315 employees in long-term care facilities located in Seoul, Gyeonggi, Gangwon, Gyeongbuk, and Chungnam. Data were collected from July 2018 to October 2018 using questionnaires which included emotional labor, job satisfaction, organizational commitment, and general characteristics. In order to confirm the differences in the size of the facility, the facilities with less than 30 beds, those with 30-99 beds, and those with more than 100 beds were analyzed. Data were analyzed using descriptive statistics, t-test, ANOVA, Mann-Whitney U test, Kruskal-Wallis H test, Pearson’s correlation analysis, and multiple regression. Results: The job satisfaction and organizational commitment were significantly different according to the size of long-term care facility. Organizational commitment was influenced by ‘external job satisfaction’ in less than 30 beds, was influenced by ‘external job satisfaction, and attentiveness to required display rules of emotional labor’ in 30~99 beds, and then was influenced by ‘type of job, and internal job satisfaction’ in more than 100 beds. The predict variables accounted for 23.0%, 41.0%, and 34.0% of organizational commitment respectively. Conclusion: These findings show that tailored interventions should be provided depending on the size of facility in order to increase organizational commitment. In addition, organizational commitment programs should be developed by considering strategies to reduce the emotional labor and to increase job satisfaction.en_US
dc.description.sponsorship본 연구는 2015년도 정부(미래창조과학부)의 재원으로 한국연구재단의 지원을 받아 수행된 연구임(NRF-2015R1C1A2A01053766).en_US
dc.language.isoko_KRen_US
dc.publisherKorean Academy of Community Health Nursingen_US
dc.subject조직en_US
dc.subject몰입en_US
dc.subject감정en_US
dc.subject직무만족en_US
dc.subject장기요양en_US
dc.subjectOrganizationsen_US
dc.subjectWork engagementen_US
dc.subjectEmotionsen_US
dc.subjectJob satisfactionen_US
dc.subjectLong-term careen_US
dc.title요양시설 규모에 따른 직원의 감정노동, 직무만족이 조직몰입에 미치는 영향en_US
dc.title.alternativeThe effects of emotional labor and job satisfaction on organizational commitment in staffs by the size of facilityen_US
dc.typeArticleen_US
dc.identifier.doi10.12799/JKACHN.2020.31.1.1-
dc.relation.journalJournal of Korean Academy of Community Health Nursing-
dc.contributor.googleauthor장혜영-
dc.contributor.googleauthor송은옥-
dc.contributor.googleauthor서유진-
dc.contributor.googleauthorJang, Hye Young-
dc.contributor.googleauthorSong, Eun-Ok-
dc.contributor.googleauthorSuh, Yujin-
dc.relation.code2020014103-
dc.sector.campusS-
dc.sector.daehakSCHOOL OF NURSING[S]-
dc.sector.departmentSCHOOL OF NURSING-
dc.identifier.pidwhite0108-


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