임상간호사의 조직신뢰, 회복탄력성 및 공감피로가 간호업무성과에 미치는 영향

Abstract

Purpose The purpose of this study was to investigate the effect of organizational trust, resilience, and compassion fatigue on the performance of clinical nurses.

Method The participants were 174 nurses who worked at four 200 to 300 hospitals in Busan, Republic of Korea. They responded to a structured self-report questionnaire administered from January 2 to January 31, 2020. The questionnaire included a nursing performance measuring tool developed by Ko et al. (2007), an organizational trust measuring tool developed by Ahn (2011), a resilience measuring tool developed by Park (2015b), and a compassion fatigue measuring tool developed by Figley (1995). The collected data were analyzed for frequency, percentage, mean, standard deviation, t-test, Pearson’s correlation coefficients, and hierarchical regression via the SPSS/WIN 25.0 program.

Results 1. The average score for organizational trust was 3.61 on a scale of 5. The average score for the sub-categories—supervisory trust and peer trust—were 3.64 and 3.58 respectively. The average score on a scale of 5 for resilience was 3.54; compassion fatigue was 3.01; and nursing performance was 3.51. 2. A comparison of nursing performance with the respondents’ general and workrelated characteristics showed that nursing performance is significant affected by age (F=5.72, p=.004), gender (t=-7.94, p<.001), marital status (t=-2.51, p=.013), working department (F=4.75, p=.010), clinical experience (F=4.69, p=.004), experience in current unit (t=-2.88, p=.004), working style (t=4.85, p<.001), and current position (t=3.28, p=.001). 3. Nursing performance has a significant positive correlation with organizational trust (r=.31, p<.001). The sub-categories, supervisory trust (r=.29, p<.001) and peer trust (r=.30, p<.001) also have significant positive correlations with nursing performance. There is also a significant positive correlation between nursing performance and resilience (r=.67, p<.001). 4. The hierarchical linear regression analysis revealed that resilience(β=.537, p<.001), gender (β=.241, p=.022), working style (β=.115, p=.041), and experience in the current unit (β=.103, p=.034) are factors that affect nursing performance. A model including the four aforementioned factors accounted for 52.7% of the variation in nursing performance. Of the four factors, resilience was the most influential.

Conclusion This study found that nursing performance is influenced by resilience, gender, working style, and experience in the current unit. In order to improve the performance of clinical nurses, it is necessary to identify gender and work style based characteristics, develop programs, and improve measures to increase each nurse’s resilience. This will ensure a drop in nurse turnover rate, and help them maintain their careers for a long period of time. It is necessary to create an environment that focuses on engendering the right mindset for nursing work and enables the provision of quality nursing care. The results of this study can be used as basic data to develop strategies to improve the performance of clinical nurses.

Keywords : Nursing Performance, Clinical Nurses, Resilience, Organizational Trust, Compassion Fatigue