Relationships between ICU Nurses’ Resilience, Job Stress, and Organizational Commitment

This study explored the relationships between intensive care unit nurses' resilience, job stress, and organizational commitment. The possibility of the application of resilience to the hospital environment to provide basic data for program development to improve resilience and promote nurses' commitment to their organizations was also evaluated. Data were collected from 174 nurses who had over 1 year of ICU work experience at the University Hospital, Gyeonggi Province, South Korea. Data collection took place from August 27, 2013 to September 2, 2013. ICU nurses’ resilience was measured using 25 items from the Connor-Davidson Resilience Scale, Korean version (K-CD-RISC; translated into Korean by Hyun-Sook, Baek [2010]). From the ICU nurse job stress instrument, which was originally developed by Mi Ok Gu and Mae Ja Kim (1994) and revised for the ICU environment by Yong Ae Cho (2009), 35 items were used. From Kyongjoo Lee’s (2013) revision of the Organizational Commitment Questionnaire (OCQ; Mowday et al. [1979]), 15 items were used. The data were analyzed via SPSS for Windows 19.0 using the frequency, percentage, independent t-test, one-way ANOVA, Scheffe’s test, and Pearson’s correlation coefficient. The subjects’ resilience mean score was 2.41 ± 0.47 out of 4. Among the lower category, from highest to lowest, was support 2.83 ± 0.65, continuity (2.54 ± 0.53), optimism (2.47 ± 0.68), hardiness (2.23 ± 0.53), and spirituality (2.08 ± 0.71). The job stress mean score was 3.60 ± 0.36 out of 5, followed by interpersonal conflicts (3.68 ± 0.49), nursing job (3.61 ± 0.43), organization and administration (3.59 ± 0.50), work environments (3.55 ± 0.43), professional role conflict (3.34 ± 0.46), and lack of knowledge and skill (2.90 ± 0.40). The organizational commitment mean score was 3.25 ± 0.55 out of 5, followed by attachment to organization (3.46 ± 0.58), organizational identification (3.12 ± 0.61), and willingness to remain at work (3.10 ± 0.77). According to the general characteristics, the resilience levels showed a significant difference in the motivation to be a nurse (F = 4.68, p < .005). The organizational commitment levels showed a significant difference according to the ICU type (F = 1.38, p < .001). The job stress levels had no significant difference according to the general characteristics. Analysis of the relationships between the participants' resilience, job stress, and organizational commitment indicated a significantly positive correlation between resilience and organizational commitment (r = .45, p < .001) with no significant correlation between job stress and resilience or job stress and organizational commitment. This study revealed that the important individual factor of resilience had a positive influence on organizational commitment. Thus, resilience should be actively promoted and a program developed to enhance the resilience of ICU hospital nurses.

Author dc:creator

• 김, 성남

Contributors dc:contributor

• 유, 문숙
• 대학원 간호학과
• 201224080

• 중환자실 간호사
• 회복탄력성
• 직무스트레스
• 조직몰입
• ICU nurses
• resilience
• job stress
• organizational commitment

Language dc:language

ko

Identifier

http://dcoll.ajou.ac.kr:9080/dcollection/jsp/common/DcLoOrgPer.jsp?sItemId=000000016505
000000016505

OAI identifier oai:identifier

oai:repository.ajou.ac.kr:201003/10816