일 감염병 전담병원 간호사의 COVID-19 관련 직무스트레스, 감정노동, 임파워먼트가 재직의도에 미치는 영향

Abstract

The purpose of this study is to determine the effect of job stress, emotional labor, and empowerment related to COVID-19 on retention intention. Ultimately, It is intended to provide basic data for efficient management of nursing personnel.

This study collected data from August 27, 2021, to September 17, 2021 through structured questionnaires from 168 nurses working at the infectious disease-specialized hospital in Seoul city. and The collected data were analyzed using SPSS WIN 25.0. Regarding the analysis methods, frequency analysis, percentage analysis, mean and standard deviation analysis, t-test, ANOVA, Pearson's correlation coefficient, and multiple linear regression were employed, and for post-test verification, the Scheffé test was employed.

The following are the main results of this study.

The following are survey results related to demographic and job-related characteristics. Regarding the age distribution of the subjects, 99 people (61.11%) answered “under 30,” which showed the highest frequency. Regarding the educational background, 136 people (83.95%) answered that they graduated from a university; 136 people (83.95%) answered that they are single, which answers showed the highest frequency. For clinical experience, 51 people (31.48%) had “less than 3-5 years” of experience; 154 people (95.06%) worked in three shifts, which were the most popular answers in terms of employment. 46 (28.4%) of the subjects were working at the internal medicine ward; and the most popular answer for job satisfaction was “average,” which 115 (70.99%) of the subjects selected. For the number of education on infectious diseases, all responded that they had received “at least once” except for 4 subjects (2.47%) who answered “never.” In particular, “4 or more times” showed the highest frequency; 50 (30.86%) subjects answered so. Regarding the number of training sessions about wearing infectious diseases-related protective gears, all of the subjects responded that they have received the training “at least once,” except for 1 subject (0.62%) who answered, “never.” “2 times” showed the highest frequency with 49 subjects (30.25%).

The job stress of nurses related to COVID-19 was 3.09±0.67 points on average on a 5-points scale. Regarding each domain, ‘fear’ averaged 3.26±0.72 points; ‘alienation’ 2.67±0.85 points; ‘betrayal and anger’ 3.42±0.76. Emotional labor averaged 3.45±0.45 on a 5-points scale. Regarding each domain, ‘emotional modulation efforts in profession’ averaged 3.79±0.50 points; ‘patient-focused emotional suppression’ 3.14±0.73 points; ‘emotional pretense by norms’ 3.24±0.66 points. Empowerment averaged 4.60±0.69 points on a 5-points scale. Regarding each domain, ‘impact’ averaged 2.85±0.86 points, ‘self-determination’ 3.59±0.66 points, ‘meaning’ 3.67±0.61 points, and ‘competency’ 3.68±0.5 points. The average retention intention was 3.06±0.84 on a 5-points scale.

3) According to the subject’s socio-demographic and job-related characteristics, retention intention showed a statistically significant difference by department and job satisfaction.

4) Retention intention showed a negative correlation (r=-0.215, p=0.006) with job stress related to COVID-19; retention intention showed a significant positive correlation with empowerment (r=0.343, p<0.001). Other than that, emotional labor showed a significant positive correlation with job stress related to COVID-19 (r=0.193, p=0.014), and a significant positive correlation with empowerment (r=0.241, p=0.002).

5) The results of multiple linear regression are as follows. The statistically significant variables for retention intention were job satisfaction, job stress, and empowerment related to COVID-19 (F=23.751, p<0.001), and the explanatory power was 29.8%. Among the socio-demographic and job-related characteristic factors for retention intention, job satisfaction (p<0.001) was statistically significant. Job stress, related to COVID-19, had a statistically significant effect on retention intention in a negative direction and empowerment in a positive direction.

Considering the above results, it is necessary to reduce job stress related to COVID-19 and emotional labor, improve job satisfaction and nursing work efficiency by improving nurse empowerment. To do this, it is necessary to develop a simulation intervention program that can reduce job stress related to COVID-19 due to the rapidly changing environment and use it for regular education.