플로팅 간호사와 일반 간호사의 간호역량, 자아존중감, 직무스트레스 비교

Abstract

The purpose of this study was to compare nursing competency, self-esteem, and job stress between floating nurses and general nurses. The data were collected between October 1st and December 31st, 2015, from 43 floating nurses and 57 general nurses working at the one tertiary general hospital in Seoul. The Nursing Competence Measurement Scale (Park & Kim, 2014), the Korean version of Rosenberg's (1965) Self-Esteem Scale (SES) translated by Jeon (1974), and the version of Kim and Gu's (1985) Job Stress Measurement Scale modified by Ahn (2003) were used as the measurement tools. The collected data were analyzed with SPSS WIN 23.0, using descriptive statistics and the t-test, chi-square test, ANCOVA, ANOVA, Scheffe's test, Pearson's correlation coefficient, and a multiple regression. The findings of the present study were as follows: 1. On a 4-point scale, floating nurses' nursing competency was measured at 2.74±.18, whereas that of the general nurses was 2.88±.08. On a 4-point scale, floating nurses and general nurses scored 2.99±.13 and 2.95±.11, respectively, on the self-esteem measure. On a 5-point scale measurement of job stress, floating nurses scored 3.49±.15, while general nurses scored 3.58±.13. 2. Amongst the three variables (nursing competency, self-esteem, and job stress), the only variable with a statistically significant difference between the groups was nursing competency, with that of the general nurses being significantly higher than that of the floating nurses was (F=4.370, p=.039). 3. The only variable amongst nursing competency, self-esteem, and job stress that showed a statistically significant difference in nurses according to their general characteristics was nursing competency. In the floating nurses, nursing competency showed significant differences depending on the nurses' level of education (F=4.19, p=.022) and roster schedule (t=-2.06, p=.046). Post-hoc tests revealed that the nursing competency of floating nurses who had completed postgraduate studies or higher levels of education was significantly higher (3.07±.40) than that of those who had completed undergraduate studies was (2.71±.26). Furthermore, nursing competency was significantly higher in floating nurses working on a 8-hour shift system as compared to those working on a 12-hour shift system. Amongst the general nurses, nursing competency showed a statistically significant difference depending on the nurses' marital status (t=2.02, p=.048). Specifically, a post-hoc test revealed that married general nurses scored significantly higher than single general nurses did. 4. For both floating and general nurses, nursing competency was positively correlated with self-esteem (floating nurses: r=.47, p=.002; general nurses: r=.62, p<.001). 5. The multiple regression analyses explained 33.9% of the variance in the nursing competency of floating nurses (F=11.77, p<.001) and 40% of the variance in that of general nurses (F=19.63, p<.001). For the floating nurses, the most significant predictor of nursing competency was self-esteem (β=0.45, p=.001), followed by education beyond postgraduate studies (β=0.39, p=.003). For general nurses, the most significant predictor of nursing competency was self-esteem (β=0.60, p<.001), followed by their single status (β=0.21, p=.047). The results of the present study suggest that the following measures are required to improve the nursing competency of floating and general nurses: offering continuous education, encouraging of self-directed job performance, cultivating a positive self-esteem and increasing nurses' self-esteem through the development of various programs to improve internal and external job environments, and implementing nursing interventions that can increase nursing competency.;본 연구는 플로팅 간호사와 일반 간호사의 간호역량, 자아존중감, 직무스트레스를 비교하기 위해 시행된 서술적 조사 연구이다. 본 연구의 자료 수집 기간은 2015년 10월 1일부터 12월 31일이었고, 서울시 소재 상급종합병원인 A병원에서 근무하는 43명의 플로팅 간호사와 57명의 일반 간호사를 대상으로 하였다. 연구 도구는 박미란과 김남초(2014)의 간호역량 측정도구, Rosenberg (1965)가 개발하고 전병제(1974)가 번안한 자아존중감 척도(Self-Esteem Scale; SES), 김매자와 구미옥(1985)이 개발하고 안미경(2003)이 수정, 보완한 도구인 직무스트레스 측정도구를 사용하였다. 수집된 자료는 SPSS WIN 23.0 프로그램을 이용하여 서술통계 및 t-test, chi-square test, Ancova, Anova, Scheff-test, Pearson’s correlation coefficient, Multiple regression으로 분석하였다. 본 연구의 결과는 다음과 같다. 1. 간호역량은 4점 척도로 플로팅 간호사가 2.74±.18, 일반 간호사는 2.88±.08이었고, 자아존중감은 4점 척도로 플로팅 간호사가 2.99±.13, 일반 간호사는 2.95±.11이었다. 직무스트레스는 5점 척도로 플로팅 간호사가 3.49±.15, 일반 간호사는 3.58±.13으로 나타났다. 2. 대상자의 간호역량과 자아존중감, 직무스트레스 중 유의한 차이가 있는 변수는 간호역량으로 플로팅 간호사보다 일반 간호사의 간호역량이 유의하게 높았다(F=4.370, p=.039). 3. 일반적 특성에 따른 플로팅 간호사와 일반 간호사의 간호역량, 자아존중감, 직무스트레스에서 유의한 차이를 나타낸 변수는 간호역량이었다. 플로팅 간호사에서 간호역량은 학력(F=4.19, p=.022)과 근무형태(t=-2.06, p=.046)에서 유의한 차이를 나타냈다. 사후검정을 실시한 결과, 학력에서는 '대학원 재학이상'이 '학사'보다 유의하게 높았고, 근무형태에서는 '3교대'가 '2교대'보다 유의하게 높았다. 일반 간호사에서 간호역량은 결혼상태(t=2.02, p=.048)에서 유의한 차이를 나타냈다. 사후 검정을 실시한 결과, 기혼의 간호역량이 미혼의 간호역량에 비해 유의하게 높았다. 4. 플로팅 간호사에서 간호역량은 자아존중감과 정적 상관관계가 있었고(r=.47, p=.002), 일반 간호사에서도 간호역량은 자아존중감과 정적 상관관계가 있었다(r=.62, p<.001). 5. 플로팅 간호사의 간호역량에 대한 가장 주요한 예측 요인은 자아존중감(β=0.45, p=.001)이었고, 다음은 최종학력에서 대학원 재학이상(β=0.39, p=.003)으로 나타났다. 일반 간호사의 간호역량에 대한 가장 주요한 예측 요인은 자아존중감(β=0.60, p<.001)이었고, 다음은 결혼상태에서 미혼(β=0.21, p=.047)으로 나타났다. 이상의 연구 결과를 통해 플로팅 간호사와 일반 간호사의 간호역량을 높이기 위한 방안으로 지속적인 교육과 자기 주도적 업무 수행을 격려하고, 간호 조직의 내, 외적 업무 환경의 개선과 자아존중감 향상을 위한 다양한 프로그램 개발을 통해 긍정적 자아존중감을 함양하고, 간호역량을 증가시킬 수 있는 간호중재가 필요하다.