간호⋅간병통합서비스 병동 간호사의 셀프리더십과 이직의도 관계에서 역할갈등의 매개효과

Abstract

Objectives The purpose of this study is to confirm the mediating effect of role conflict in the relationship between self-leadership and turnover intention of nurses in the integrated nursing care service ward. Methods To this end, self-leadership, role conflict, and turnover intention were measured using a structured questionnaire targeting 114 nurses working in the integrated nursing care service ward of a general hospital with more than 300 beds located in 3 cities. The collected data were analyzed by descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient, and regression analysis using the SPSS 25.0 program, and bootstrapping was used to verify the significance of the mediating effect. Results It was the total clinical experience of nurses that showed significant differences in self-leadership, role conflict, and turnover intention according to the general characteristics of the subjects. Self-leadership and turnover intention had a significant positive correlation Self-leadership and role conflict and role conflict and turnover intention had a significant positive correlation. Self-leadership had a significant effect of about β=.33 on turnover intention, and when role conflict was involved, it was found to have an effect of about β=.22, confirming the partial mediating effect of role conflict. Conclusions It was confirmed that when the self-leadership of nurses in the integrated nursing care service ward increased and exerted influence on themselves in an undesirable direction, role conflict increased and turnover intention increased. Therefore, there is a need to establish a nursing manager's leadership program and seek support measures so that nurses in the integrated nursing care service ward can exert influence on themselves in a desirable direction for self-leadership.