한국간호윤리학회지 제2권 2호 (p.21-32)

병원간호사의 직장 내 괴롭힘, 조직침묵, 조직공정성, 윤리풍토 그리고 이직의도 간의 관계

Relationship among Workplace Bullying, Organizational Silence, Organizational Justice, Ethical Climate, and Intent to Leave in General Hospital Nurses
키워드 :
Bullying,Organizational Silence,Organizational Justice,Ethical Climate,Intent to leave

목차

Ⅰ. 서 론
   1. 연구의 필요성
   2. 연구의 목적
Ⅱ. 연구방법
   1. 연구 설계
   2. 연구 대상
   3. 연구 도구
   4. 자료수집 방법
   5. 윤리적 고려
   6. 자료분석 방법
Ⅲ. 연구결과
   1. 대상자의 일반적 특성
   2. 직장 내 괴롭힘, 조직침묵, 조직공정성, 윤리풍토와 이직의도의 수준
   3. 연구대상자의 일반적 특성에 따른 직장 내괴롭힘, 조직침묵, 조직공정성, 윤리풍토와이직의도의 차이
   4. 직장 내 괴롭힘, 조직침묵, 조직공정성, 윤리풍토와 이직의도 간의 관계
   5. 연구대상자의 이직의도에 영향을 미치는 요인
Ⅳ. 논 의
V. 결론 및 제언
참고문헌

초록

Purpose: This study was attempted to investigate the relationship among workplace bulling, organizational silence, organizational justice, ethical climate, and intent to leave in hospital nurses. Methods: This study was a cross-sectional survey. Data were collected from 267 full-time nurses working at one general hospital in South Korea from June 10 to 30, 2022 and analyzed using the SPSS 25.0 program. Results: As a result of the study, workplace bullying averaged 1.81 (out of 4), organizational silence 2.60 (out of 5), organizational fairness 3.06 (out of 5), ethical climate 3.57 (out of 5), and intent to leave was 2.88 (out of 5). The higher workplace bullying and organizational silence, the lower organizational justice and ethical climate, the intent to leave of hospital nurses was high. Organizational justice, workplace bullying, and age could explain their intent to leave of 37.0%. Conclusion: It Is found that it is important to increase organizational justice and prevent workplace bullying in order to lower hospital nurses' intent to leave. So it is concluded that managers should disclose the process and results of organization operation, and prepare measures to prevent bullying in the workplace centered the vulnerable.