중소병원 근로자들의 조직지원인식, 직무스트레스, 소진과 이직의도의 관계: 포스트 코로나 시점을 중심으로 (The Relationship Among Perceived Organizational Support, Job Stress, Burnout, and Turnover Intention Among Employees in Small and Medium-Sized Hospitals: Focusing on the Post–COVID-19 Period)

서지정보

· 발행기관 : 한국병원경영학회
· 수록지 정보 : 병원경영학회지 / 30권 / 2호 / 61 ~ 71페이지
· 저자명 : 김성호

초록

This study examines the experiences of employees in medium-sized hospitals during the post–COVID-19 period, focusing on two time points—2022 and 2024—separated by a two-year interval. It aims to provide insights and managerial strategies tailored to the evolving challenges faced by these hospitals. To achieve this, approximately 200 employees were surveyed in two phases for comparative analysis.
Turnover intention was treated as the dependent variable, while perceived organizational support, job stress, and burnout were analyzed as independent variables using hierarchical multiple regression analysis. The findings consistently showed that burnout reduced the explanatory power of other independent variables that had previously shown significant effects on turnover intention. Over time, burnout was found to weaken the influence of perceived organizational support and organizational culture.
These results underscore the importance of implementing targeted strategies to mitigate employee burnout, as its presence can undermine the effectiveness of organizational support systems and cultural initiatives in the long term.

영어초록

This study examines the experiences of employees in medium-sized hospitals during the post–COVID-19 period, focusing on two time points—2022 and 2024—separated by a two-year interval. It aims to provide insights and managerial strategies tailored to the evolving challenges faced by these hospitals. To achieve this, approximately 200 employees were surveyed in two phases for comparative analysis.
Turnover intention was treated as the dependent variable, while perceived organizational support, job stress, and burnout were analyzed as independent variables using hierarchical multiple regression analysis. The findings consistently showed that burnout reduced the explanatory power of other independent variables that had previously shown significant effects on turnover intention. Over time, burnout was found to weaken the influence of perceived organizational support and organizational culture.
These results underscore the importance of implementing targeted strategies to mitigate employee burnout, as its presence can undermine the effectiveness of organizational support systems and cultural initiatives in the long term.

참고자료

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